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.
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.
How to find a job. Covers resume writing, disclosure decisions, interviewing, networking, disability-friendly employers, and strategies for accommodating your disability while job searching.
Requesting and negotiating accommodations. Covers reasonable accommodations, documentation, negotiating with employer, accommodation examples, and what to do if employer refuses.
Disability employment protections in different countries: U.S. ADA, Canada, UK, EU, Australia, and more. Covers legal protections, complaint processes, and hiring/employment practices.
Programs supporting disabled workers. Covers VocRehab, supported employment, job coaching, customized employment, and finding services in your area.
Starting your own business or freelancing. Covers disability considerations for self-employment, funding, tax considerations, freelance infrastructure, and balancing business with disability management.
Job Searching →
Workplace Accommodations →
Employment Rights →
¶ I need help job searching and training
Supported Employment & VocRehab →
Entrepreneurship →
¶ I want to understand my legal rights
Employment Rights →
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
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
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 (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 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
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.
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.
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 →
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Maintained by: DisabilityWiki Employment Team
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