Employment & Work

Work is more than income—it’s identity, community, structure, and independence. Many disabled people want to work but face discrimination, inaccessible workplaces, and systems that penalize employment. This section covers your rights as a disabled worker, finding employment, requesting accommodations, and alternatives to traditional employment.

About This Section

Disabled people face:

Discrimination in hiring and promotion
Inaccessible workplaces
Lack of accommodations
Assumption that disability means inability to work
Systems that punish people for working (benefits cliffs)
Stigma and lowered expectations
Wage-based segregation in sheltered workshops
Underemployment (working below skill level)

This section centers the principle that disabled people can and should work if we choose to, with accommodations and support.

Pages in This Section

Job Searching with a Disability

How to find a job. Covers resume writing, disclosure decisions, interviewing, networking, disability-friendly employers, and strategies for accommodating your disability while job searching.

Workplace Accommodations

Requesting and negotiating accommodations. Covers reasonable accommodations, documentation, negotiating with employer, accommodation examples, and what to do if employer refuses.

Employment Rights by Country

Disability employment protections in different countries: U.S. ADA, Canada, UK, EU, Australia, and more. Covers legal protections, complaint processes, and hiring/employment practices.

Supported Employment & Vocational Rehabilitation

Programs supporting disabled workers. Covers VocRehab, supported employment, job coaching, customized employment, and finding services in your area.

Entrepreneurship & Self-Employment

Starting your own business or freelancing. Covers disability considerations for self-employment, funding, tax considerations, freelance infrastructure, and balancing business with disability management.

Quick Start: Employment

Job Searching

Resume considerations:

You don’t have to disclose disability on resume
You can explain employment gaps (or just list dates)
Highlight skills, not limitations
Use plain language, avoid jargon
Consider whether to mention disability (often not necessary unless it’s relevant context)

Disclosure decision:

Disclosure before hiring: Allows employer to provide accommodations, but may trigger discrimination
Disclosure after hiring: Allows you to assess workplace culture first, but delays getting accommodations
Non-disclosure: No formal accommodations (but you may still request them)

There’s no right answer. It depends on:

Job requirements
Employer’s disability inclusion reputation
Your disability’s impact on the specific job
Your comfort with disclosure

Interviewing:

Prepare for “tell us about a challenge you’ve overcome” (don’t have to mention disability)
Research workplace accessibility
Ask about flexibility, remote work, culture
Prepare for disability-related questions if you disclose
Have accommodation needs in mind (but don’t lead with them)

Understanding Reasonable Accommodations

Reasonable accommodation = change to job or workplace that allows a disabled person to perform the job. Examples:

Flexible schedule or work-from-home
Ergonomic desk or equipment
Task modifications
Communication access (interpreter, captioning, written communication)
Mobility aids or accessible parking
Breaks for medication or pain management
Modified job duties
Assistive technology
Adjusted meeting times
Noise-reducing headphones

Employer’s responsibility:

Provide accommodations unless there’s undue hardship
Undue hardship is high bar (would cause significant difficulty or expense)
Employer doesn’t have to change essential job functions

What’s NOT reasonable:

Lowering performance standards for non-disabled employees
Fundamentally changing the job
Eliminating essential job functions

Documentation:

Have doctor’s note explaining disability and accommodation needs
Be specific about what you need and why
Keep records of requests and responses

Asking for Accommodations at Work

Process:

Request accommodation from manager or HR (usually in writing)
Provide documentation if requested
Discuss how accommodation would help you do your job
Offer to discuss options and problem-solve
Follow up in writing with agreement
Check in to see if accommodation is working

What to say:

“I need an accommodation for my disability…”
“To do [job function] effectively, I need…”
“This accommodation would allow me to…”
Focus on what enables your performance, not on the disability itself

If accommodation is refused:

Ask why in writing
Provide additional documentation if possible
File a complaint with EEOC (Equal Employment Opportunity Commission)
Contact disability legal advocacy organization
Consider retaliation issues

ADA and Employment

ADA Title I protects employees from discrimination:

What’s protected:

Hiring and promotion decisions
Pay
Benefits
Discipline
Termination
Accommodation requests

Applies to:

Private employers with 15+ employees
Federal employees
State employees (limited protection)
Local government employees

Prohibited discrimination:

Asking about disability in hiring
Medical exams (with exceptions)
Asking current employees about disabilities without cause
Retaliation for requesting accommodation or filing complaint

Different Employment Models

Traditional employment: You work for an employer, paid by employer, minimum wage or higher

Supported employment: Job coaching and support services help you succeed in competitive employment

Customized employment: Job is designed around your specific abilities and needs

Self-employment/freelancing: You create your own work

Sheltered workshop: Segregated employment, often below minimum wage (not recommended, but reality for some people)

Work and Benefits

Many disabled people worry about losing benefits if they work. Important to know:

SSDI has work incentives:

Trial Work Period: 9 months of any earnings without losing benefits
Expedited Reinstatement: Quick re-eligibility if work doesn’t work out
Work Incentives Planning and Assistance (WIPA) programs: Free help understanding work/benefits interaction

SSI work incentives:

Plan to Achieve Self-Support (PASS): Set aside income for work goal
Impairment Related Work Expenses (IRWE)

Medicaid continuation:

Medicaid doesn’t automatically end with work
“Medicaid Buy-In” programs allow continued Medicaid while working

Understanding work incentives is critical. Many people don’t work because they mistakenly think they’ll lose benefits.

Learn more about work and benefits →

Vocational Rehabilitation

Vocational Rehabilitation (VocRehab) services help disabled people prepare for, find, and maintain employment. Services may include:

Career counseling
Job training
Education
Job placement
Assistive technology
Accommodations
Job coaching

VocRehab is state-administered with federal funding. Eligibility and services vary by state.

Supported Employment

Supported Employment provides ongoing support to help disabled people work. Components include:

Job development (finding jobs)
Job coaching (helping learn the job)
Transportation support
Advocacy with employer
Ongoing support (checkups, problem-solving)

Supported employment recognizes that some people need ongoing support to maintain employment—support is available permanently, not just during training.

Self-Employment and Freelancing

Some disabled people find self-employment works better because of:

Flexibility to manage disability
Control over work environment
Ability to take breaks/manage flares
Setting own schedule

Considerations for disabled self-employed people:

Need to manage health insurance (often through marketplace)
Need to understand self-employment taxes
May need startup funding
Need to manage business and disability together

Disability-Friendly Employers

Some employers are known for disability inclusion:

Have disability employee resource groups
Advertise for disabled workers
Offer flexible work
Commit to accessibility
Support accommodations
Hire people with disabilities in meaningful roles

Research employer’s reputation before applying.

Workplace Discrimination

Discrimination based on disability is illegal. Examples:

Not hiring someone because of disability
Paying disabled employee less
Denying promotion based on disability assumption
Harassment based on disability
Not providing requested reasonable accommodation
Retaliation for requesting accommodation
Asking discriminatory questions in interview

If you face discrimination:

Document it (dates, people, what happened)
File complaint with EEOC (within 180-300 days depending on state)
Keep records
Consider legal help

Employment and Identity

Work is more than a paycheck for many disabled people. Employment can provide:

Sense of purpose and identity
Community and social connection
Financial independence
Contributions to society
Routine and structure

At the same time, disabled people shouldn’t feel obligated to work. Not working is also valid. Disability may make some people unable to work, and that’s okay.

Contributing Employment Resources

Have you successfully navigated disability employment? Know about a disability-friendly employer? Have experience with accommodations?

We welcome contributions from disabled workers, job coaches, HR professionals, and others involved in disability employment.

Contribute →

Contribute to This Page

Have lived experience or expertise that could strengthen this page? We especially welcome perspectives on models not well represented here, including those from the Global South and Indigenous communities.

Suggest an edit or addition →

This page centers disabled people’s expertise and is informed by disabled-led organizing globally. For questions or to suggest additions, see How to Contribute.