Disability Employment and Job Finding Information

Author: Disabled World (DW)
Updated/Revised Date: 24 Jul 2026

Table of Contents:
Synopsis - Definition - About This Section - FAQs - Publications - Subtopics

Synopsis

Explore disability employment resources, equal opportunity rights, job finding tips, and hiring statistics for people with disabilities in the workplace.

At a Glance

• 1 - America's current disability employment gap hovers at 44.6 percent.
• 2 - After one year of employment, the retention rate of workers with disabilities reaches 85 percent.
• 3 - A U.S. survey found the cost of workplace accommodations was only 500 dollars or less, and 73 percent of employers reported no special facilities were needed.
• 4 - People with disabilities can be appointed to U.S. Federal jobs non-competitively through the Schedule A process, making hiring fast and easy.

Topic Definition

Disability Employment

Disability employment refers to the participation of people with disabilities in the paid workforce, along with the equal opportunity rights, support services, and hiring practices that make that participation possible. It covers everything from recruitment and reasonable workplace accommodations to job training, resume help, and protection against discrimination in hiring, terms of employment, and dismissal. At its heart, the idea moves past the old assumption that disability is simply a cost to be managed and instead recognizes that people with disabilities are a large, capable, and often overlooked talent pool - one that employers can tap to fill labor shortages while building a more diverse and resilient workforce. With unemployment among this group still strikingly high in many countries, disability employment remains as much about opening doors and changing attitudes as it is about matching people to jobs.

Overview

Turning A Wider Talent Pool Into A Workplace Advantage

This Disabled World category on disability employment is intended to provide a convenient entry point for resources on equal employment opportunity and disability, as well as links to resources from other worldwide employment organizations and agencies, including websites for persons with disabilities seeking employment, disability job vacancies, and jobs working from home. The Disability Discrimination Act makes it unlawful to discriminate against people with disabilities in employment, including recruitment, terms and conditions of employment, and dismissal or termination.

Since COVID-19, the World has been facing an acute labor shortage, with many industries struggling to find enough qualified workers to fill open positions. For underrepresented groups who may face barriers to entry in certain industries, joining the labor market can be effective for both ends. People with disabilities represent perhaps the largest minority group facing such barriers - with America's current disability employment gap hovering at 44.6%. Employers can consider recruiting from a wider pool of candidates, such as those from different geographic areas or non-traditional backgrounds. By taking a proactive approach to addressing the labor shortage, companies can not only meet their staffing needs but also help build a stronger and more diverse workforce for the future.

In many developed countries around the world, a debate has moved beyond a concern about the cost of maintaining dependent people with a disability to the struggle to find effective ways of ensuring people with a disability can participate in and contribute to society in all aspects of life.

Disability Employment Services Can Provide:

• Ongoing support in a job if required.
• Help to prepare for work, including training in specific job skills.
• Purchase of vocational training and other employment-related assistance.
• Access to help with workplace modifications, support services, and interpreting in the workplace.
• Support when initially placed into a job, including on-the-job training and coworker and employer support.
• Job search support, such as resume development, training in interview skills, and help in looking for suitable jobs.

U.S. Government Jobs:

As the Nation's largest employer, the U.S. Federal Government has a special responsibility to lead by example in including people with disabilities in the workforce. The U.S. Federal Government is actively recruiting and hiring persons with disabilities. They offer a variety of exciting jobs, competitive salaries, excellent benefits, and opportunities for career advancement.

Hiring people with disabilities into Federal jobs is fast and easy, as people with disabilities can be appointed to Federal jobs non-competitively through a Schedule A process. People with disabilities may also apply for jobs through the traditional or competitive process. Learn how to be considered for Federal jobs under the noncompetitive process.

Other job information and resources include:

• How to Get a Government Job - Jason Kay - (2009-02-05). Information on applying for government jobs that offer better job stability and benefits than many comparable jobs in the private sector.
• Home-Based Jobs for Persons with Disability to Work from Home - Employment opportunities for people with disabilities seeking flexible jobs and hours to work from home, including making money online.
• USA Jobs for People with Disabilities and Veterans - Thomas C. Weiss - (2009-08-18). The USA Jobs website is where people with disabilities and veterans can find employment with the federal government.

Facts and Statistics on Disability Employment:

Claims for disability benefits are surging in industrialized countries - up to 600 percent in some nations - encouraging governments, private companies, and unions to search for ways to get disabled people back to work, according to the International Labor Organization (ILO).

Discriminatory practices continue to deny persons with disabilities, as well as workers who become disabled, access to work. Two-thirds of the unemployed respondents with disabilities said they would like to work but could not find jobs.

An estimated 386 million of the world's working-age people have some disability, says the International Labor Organization (ILO). Unemployment among persons with disabilities is as high as 80 percent in some countries. Of the 70 million persons with disabilities in India, only about 100,000 have obtained employment in the industry.

A 2004 United States survey found that only 35 percent of working-age persons with disabilities are working, compared to 78 percent of those without disabilities. One-third of the employers surveyed said that persons with disabilities could not effectively perform the required job tasks. The second most common reason for not hiring persons with disabilities was the fear of costly special facilities.

Unions are becoming involved in the return to work through direct provision of services and disability management programs in the workplace, the ILO says. The ILO study also finds that private insurance providers are introducing more flexible arrangements so that workers who become disabled and attempt a gradual transition to work do not lose their benefits. Companies are investigating options for reducing costs by introducing disability management programs in the workplace. Thousands of persons with disabilities have been successful as small business owners, according to the U.S. Department of Labor.

45 countries have anti-discrimination and other disability-specific laws. Recent changes in national laws to promote the employment of disabled persons have often not been adequate to assist individuals with new types of impairments. This is particularly true for those workers suffering from the "new" occupational diseases, for example, those related to stress and repetitive strain injury, and for those who have invisible disabilities, such as mental illness and chronic pain, that do not fall within the scope of legal definitions in some countries.

• A U.S. survey of employers in 2003 found that the cost of accommodations was only $500 or less; 73 percent of employers reported that their employees did not require special facilities.
• Companies report that employees with disabilities have better retention rates, reducing the high cost of turnover, says a 2002 U.S. study. Other American surveys reveal that after one year of employment, the retention rate of persons with disabilities is 85 percent.
• A 2004 United States survey found that only 35 percent of working-age people with disabilities are working, compared to 78 percent of those without disabilities. Two-thirds of the unemployed, disabled respondents said they would like to work but could not find jobs.
• An estimated 386 million working-age people are disabled, says the International Labor Organization (ILO). Unemployment among the disabled is as high as 80 percent in some countries. Often, employers assume that persons with disabilities are unable to work.
• Thousands of people with disabilities have been successful as small business owners, according to the U.S. Department of Labor. The 1990 national census revealed that people with disabilities have a higher rate of self-employment and small business experience (12.2 percent) than people without disabilities (7.8 percent).
• A 2003 study by Rutgers University found that people with physical and mental disabilities remain vastly underrepresented in the U.S. workplace. One-third of the employers surveyed said that people with disabilities could not effectively perform the required job tasks. The second most common reason for not hiring the disabled was the fear of costly special facilities.
• Even though persons with disabilities constitute a significant 5 to 6 percent of India's population, their employment needs often remain unmet, says a study by India's National Center for Promotion of Employment for Disabled People, despite the "People with Disabilities" Act, which reserves for them 3 percent of government jobs. Of the 70 million people with disabilities in India, only about 100,000 have obtained employment in the industry.
• When employees are injured or disabled or become ill on the job, they may be entitled to medical or disability-related leave under two federal laws: the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA). In addition, state Workers' Compensation laws have leave provisions that may apply. Depending on the situation, one or more of these laws can apply to the same employee.

Frequently Asked Questions

What is the Schedule A hiring authority and who qualifies for it?

Schedule A is a noncompetitive hiring authority that lets U.S. federal agencies appoint eligible people with disabilities without going through the traditional competitive process. To qualify, you generally need proof of a disability, which is documentation from a licensed medical professional, a licensed vocational rehabilitation specialist, or any federal or state agency that issues or provides disability benefits. This documentation is often called a Schedule A letter, and it confirms your eligibility rather than detailing your medical history.

Do I have to disclose my disability to an employer, and when should I do it?

Disclosure is a personal choice and is not legally required in most situations unless you are requesting a workplace accommodation. Some people disclose during the application stage to use programs like Schedule A, others wait until after receiving a job offer, and some disclose only when they need an adjustment to perform their duties. Timing depends on your comfort level and whether you need support to complete tasks or the hiring process itself.

What is a reasonable accommodation and how do I request one at work?

A reasonable accommodation is a change to a job, work environment, or hiring process that allows a qualified person with a disability to perform essential duties, such as adjusted hours, assistive technology, or a modified workspace. To request one, you typically notify your employer or human resources in writing that you need an adjustment because of a medical condition. The employer then engages in an interactive discussion with you to identify a workable solution, and they are not required to provide an accommodation that causes undue hardship.

What financial incentives exist for employers who hire people with disabilities?

Several tax incentives are available in the United States to offset the cost of hiring and accommodating workers with disabilities. These include the Work Opportunity Tax Credit for hiring individuals from certain target groups, the Disabled Access Credit for small businesses that make their facilities accessible, and the Architectural Barrier Removal Tax Deduction for removing physical barriers. These programs are designed to reduce the perceived cost concerns that sometimes discourage hiring.

How should I explain gaps in my resume caused by a disability?

You are not obligated to explain the specific medical reasons behind an employment gap, and you can keep your explanation brief and forward-looking. Many applicants use a skills-based or functional resume format that emphasizes abilities and accomplishments rather than a strict timeline. If a gap comes up in an interview, you can note that you took time to manage personal matters and are now ready and able to perform the role, then redirect the conversation toward your qualifications.

Are online job postings and application systems required to be accessible?

Many jurisdictions expect employers to ensure that their online recruitment tools, including job boards and application portals, are usable by people with disabilities, and inaccessible systems can create legal and practical barriers. If you encounter an application system you cannot use with your assistive technology, you can request an alternative method, such as submitting materials by email or completing the process by phone. Employers are generally expected to provide an accessible alternative so that the barrier does not prevent you from applying.

What support is available for people with disabilities who want to start their own business?

Beyond traditional employment, there are resources aimed at helping people with disabilities pursue self-employment and entrepreneurship, which historically shows higher participation rates among this group. Vocational rehabilitation agencies may fund business planning, equipment, or startup costs as part of a self-employment plan, and organizations like small business development centers offer free counseling and training. Some programs also provide access to microloans and mentorship tailored to entrepreneurs with disabilities.

Curated and edited by Ian C. Langtree, Founder & Editor-in-Chief, Disabled World. This section is maintained by the Disabled World editorial team.

Last updated: 24 Jul 2026