Almost half of disabled workers say it’s harder to hold down a job due to their disability
Summary
New research from Business Disability Forum, based on an Opinium poll of 1,073 disabled adults in the UK, finds that disabled people face persistent barriers at every stage of work. Almost half (47%) say it’s harder to hold down a job because of their disability or health condition, and 46% say it’s harder to progress in their careers. The study highlights difficulties when looking for work, attending interviews and asking for help, and points to clear areas employers and HR can address to improve inclusion.
Key suggested improvements include more flexible working (46%), better employer understanding of disabilities (40%), simpler access to workplace adjustments (23%) and a more positive employer attitude to hiring disabled people (25%). Diane Lightfoot, CEO of Business Disability Forum, urges HR and senior leaders to simplify adjustments processes, train managers and lead by example to make inclusion routine rather than tokenistic.
Key Points
- 47% of disabled people in work or seeking work say it’s harder to hold down a job because of their disability.
- 46% report it’s harder to progress in their careers.
- Looking for work: 43% find job-searching and attending interviews harder than non-disabled people.
- In work: 32% find it harder to ask for help from colleagues or line managers.
- Top fixes identified by respondents: flexible working (46%), better disability understanding from employers (40%), improved access to adjustments (23%), and a more positive employer attitude (25%).
- HR should simplify the adjustments process (single-entry point, clearer guidance) and empower managers to approve common, low-cost adjustments.
- Senior leadership must visibly prioritise inclusion to shift culture from compliance to core business value.
Context and relevance
This research matters because it quantifies the everyday inequality disabled employees face across recruitment, day-to-day work and progression. For HR leaders and people professionals, the findings identify straightforward interventions — flexible working, better awareness, streamlined adjustments and visible leadership — that can reduce turnover, improve morale and unlock talent currently held back by avoidable barriers. The study also aligns with wider trends pushing employers to demonstrate genuine inclusion rather than box-ticking.
Why should I read this?
Quick and blunt: if you run teams, hire people or shape policies, this spells out where things go wrong and what actually helps. It’s full of practical levers you can pull — flexible hours, simpler adjustments, manager training and visible leadership — that don’t need unicorn budgets. Read it to stop losing good people to avoidable friction.
Author style
Punchy: the piece is direct and action-focused. If you care about retention, fairness or legal and reputational risk, this isn’t just another stat — it’s a prompt to change how your organisation treats disabled colleagues. Consider it a short manual for quick wins and leadership-level moves that shift culture.
Source
Source: https://hrzone.com/2025-12-disabled-workers-say-its-harder-to-hold-down-a-job/
