4 Ways to Support Employees Who Acquire Disabilities Later in Life

3 hours ago

7 min read

Progress at work is called a career ladder, not a career escalator, for a reason. This is something that's built over years of learning, professional relationships, and hard-earned experience.

When someone acquires a disability later in life, usual routines and responsibilities may suddenly require a different approach. Straightforward tasks may become challenging, and navigating unfamiliar systems only adds to the uncertainty.

Workplace inclusion is of utmost importance, especially in light of the employment gap. According to the US Bureau of Labor Statistics (BLS), the unemployment rate for people with disabilities rose to 8.3% in 2025, compared to 4.1% for those without disabilities.

The report also found that workers with disabilities were twice as likely to work part-time. It's important to ensure that disabilities, even later in life, do not limit access to meaningful career opportunities.

This article will share four ways employers can support employees who acquire disabilities later in life.

Woman presents a chart on a monitor to a man in a wheelchair in a bright office.

1. Understand Each Employee’s Changing Needs

Even among employees who develop a disability later in life, the things that do not change include their existing skills, experience, and career ambitions. Still, tasks that were easier to work on only become more challenging. This creates a need to adjust to new physical, sensory, or cognitive limitations.

Employers must recognize that this transition is personal, and the support one employee needs may differ considerably from another’s. Start with a private, respectful conversation to understand what the employee needs to continue working effectively.

Ask which aspects of their role have become the most difficult, and what changes might help. For example, if an employee’s disability has affected their mobility, they may need easier access to shared workspaces. On the other hand, someone with a visual impairment may benefit from accessible digital tools.

A 2025 study surveyed 1,265 people with physical disabilities in the US who had worked for an employer after their condition started. Among those who used workplace accommodations, 82% rated them as moderately or very helpful.

The study also found that accommodation use was associated with a greater likelihood of remaining in a job for more than four years. This shows that employers who discuss individual needs and explore relevant adjustments make it easier for disabled workers to retain their jobs.

If you’re not sure how to start such a conversation, fret not.

To make such discussions more productive, do the following:

Allow each employee the time and chance to explain their experiences and identify their priorities instead of doing these on their behalf.
Discuss with them specific tasks, workplace barriers, and possible changes rather than considering their disability as a limitation in every area of work.
Handle medical details in a confidential manner, involving employees in decisions that affect their work.
Have periodic sessions to determine whether existing arrangements remain effective or require modification.

2. Connect Employees With the Right Support Resources

Acquiring a disability later in life can bring changes that extend beyond an employee’s day-to-day work. They may be navigating disability benefits, medical care, new expenses, leave options, rehabilitation services, or other unfamiliar systems at the same time they are adjusting at work.

Employers can help make that process easier by ensuring employees know where to find reliable information and support. This may include resources related to workplace benefits and accommodations, as well as outside services that address circumstances connected to how the disability was acquired.

For example, an employee who acquires a disability following a serious accident may be dealing with medical expenses, lost income, insurance questions, and other financial or legal concerns. In communities where traffic injuries are a concern, these circumstances can affect employees and their families. In 2025, Lucas County, Ohio, recorded 2,700 injury-related crashes.

Although not every crash results in a disability, a serious accident can leave an individual facing medical bills, lost earnings, and questions about responsibility for their losses. Someone in this situation may consult a personal injury lawyer in Toledo to understand their legal options and whether they may be entitled to compensation.

The process can become complicated quickly, especially when insurance companies enter the picture. Zoll & Kranz, LLC, notes that insurers often push for early statements or low settlement offers, which makes timely legal assistance important. Employees should be able to explore such professional guidance independently, while employers help them locate reliable resources.

At the very least, you can make it easier for an employee to navigate their support systems.

This can be done in the following ways:

Directing employees to rehabilitation services, disability support organizations, and benefits information
Making information about health coverage, leave policies, and employee assistance programs easy to find and understand
Helping employees locate qualified professionals when requested
Offering clear instructions and accessible digital documents so employees with different disabilities can use resources available to them

3. Make Workplace Accommodations Part of the Plan

Employees who acquire disabilities later in life benefit from thoughtful changes that help them use their existing skills and experience. Employers should identify the barriers affecting daily tasks and explore reasonable accommodations without any assumptions. Depending on the employee’s needs, adjustments may include accessible workstations, flexible schedules, or modified duties.

For example, an employee who develops a visual impairment may benefit from screen-reading software, while someone experiencing reduced mobility may need step-free access to meeting rooms. The right solution depends on the individual’s circumstances, job responsibilities, and preferences.

Accessibility can also have implications for businesses beyond their legal obligations. According to a 2025 news article, the US Department of Justice had withdrawn 11 pieces of guidance related to the Americans with Disabilities Act (ADA).

Explaining the administration’s cost-reduction rationale, US Deputy Assistant Attorney General Mac Warner said, “Putting money back into the pockets of business owners helps everyone by allowing those businesses to pass on cost savings to consumers and bolster the economy.”

The report also noted concerns from disability advocates that removing practical guidance could make accessibility compliance more difficult. The general lesson that applies here is that accommodation decisions should consider both practical costs and the importance of maintaining access for employees with disabilities.

Employers can make accommodations more effective by:

Identifying workplace barriers that could prevent employees from completing tasks comfortably and safely
Considering the role of assistive technology, accessible equipment, flexible hours, etc., based on individual needs
Discussing potential solutions with the employee rather than making assumptions about what their disability means for their capabilities
Checking whether the adjustment is working and making changes if new challenges arise

In the U.S., covered employers generally are required under the ADA to provide reasonable accommodations to qualified employees with disabilities unless doing so would cause undue hardship. Accommodations are often more affordable than employers may expect.

According to the Job Accommodation Network’s Cost and Benefits of Accommodations report, 61% of employers said the accommodation cost nothing to implement. Among those reporting a one-time expense, the median cost was $300. By assessing each situation individually, employers can identify practical solutions that help employees continue contributing their skills and experience.

4. Preserve Career Growth and Workplace Belonging

Just because someone acquired a disability later in life does not mean they should lose opportunities for promotion or professional development. Employees retain their skills, experience, and ambitions when they need new ways to perform certain tasks.

Employers must ensure that changes in an employee’s abilities do not lead to fewer responsibilities or limited career prospects. A recent Reuters report highlighted the importance of getting this right. As per a complaint filed by New Jersey officials, warehouse employees made 27,000+ requests for pregnancy- and disability-related accommodations over two years.

The state alleged that some workers who received accommodations still struggled to meet strict productivity expectations. In turn, Amazon disputed the allegations. If anything, this case illustrates why employers must consider whether performance standards and workplace policies allow employees with disabilities to contribute fairly.

There are plenty of ways to support long-term career growth and workplace belonging.

These include the following:

Assessing employees based on skills, performance, and potential rather than beliefs about their disabilities
Ensuring learning materials and training are accessible for continuous skill development
Considering how reasonable accommodations may affect the way employees complete tasks without lowering expectations arbitrarily
Encouraging colleagues and managers to recognize employee contributions and involve them in projects that match their expertise

FAQs

Q: What should an employer do when an employee acquires a disability?

A: Start with a private conversation to understand the employee’s needs and identify workplace barriers. Discuss reasonable accommodations, explain available benefits, and review arrangements regularly. Avoid assumptions about the employee’s abilities and involve them in decisions that affect their work.

Q: What workplace accommodations can help employees with disabilities?

A: Depending on individual needs, accommodations may include accessible workstations, screen-reading software, step-free access, and accessible training materials. Employers should assess each situation individually and determine which adjustments help employees perform their essential job functions, unless doing so would cause undue hardship.

Q: How can employers help employees with disabilities advance in their careers?

A: Employers can provide accessible training, fair performance evaluations, mentoring, and equal access to promotions and challenging assignments. They should also review workplace policies to ensure that employees who use accommodations are not unfairly disadvantaged. Each employee should be able to develop their skills and professional relationships.

Practical Ways to Support Employees at Every Stage

Key Area	Main Takeaway
Understand changing needs.	Listen, avoid assumptions, and review needs regularly.
Connect employees with resources.	Share accessible information and reliable support options.
Make accommodations practical.	Adapt tools, workspaces, schedules, and tasks.
Protect career opportunities.	Keep training, promotions, and assignments accessible.
Build lasting inclusion.	Value employees’ skills and encourage team belonging.

With these measures, you’re not simply helping employees who acquire a disability later in life to remain in their current role. They will also get a fair chance to learn, take on new responsibilities, and advance within the organization.

A 2026 Harvard Kennedy School analysis, based on LinkedIn employment trends from 2023 to 2025, found that US professionals with disabilities were nearly four times more likely to reach senior positions. How? By changing employers rather than through internal promotion.

While this finding does not prove that workplace barriers alone drive employees to leave, it highlights the importance of examining internal career pathways. When support continues beyond the initial adjustment, employees have a stronger opportunity to contribute their experience and feel like they belong.