With widespread talk of cuts to the government’s benefits budget, research has revealed 79 percent of disabled employees have experienced burnout, which is almost double the rate of their non-disabled peers.
The research also found 86 percent of workers with physical disabilities experience work-related health problems, compared to 35 percent of non-disabled employees.
High workplace burnout rates and other health problems among disabled people could worsen if the government implements its reported £5 billion welfare budget cuts and reforms to personal independence payments (PIP) that support mental and physical health.
The research from independent consultancy Barnett Waddingham (BW) found 25 percent of disabled employees report their workplace fails to provide reasonable adjustments for neurodiversity.
Significant gaps in support are compounded by employees’ fear of discrimination. More than half of disabled employees (52 percent) said they had not disclosed their neurodiversity at work for this reason.
This inequality is having an effect on workers. Researchers found that 76 percent of disabled employees feel inadequate at work, compared to just 37 percent of non-disabled colleagues.
With the potential for government cuts as soon as the spring statement (26 March, 2025) more disabled individuals may enter the workplace. However, employers may not be set up to give them an inclusive and accessible environment, the research suggested.
Further results showed that 30 percent of disabled employees said paid mental health leave days are the most valuable form of support an employer could offer. More than a quarter (26 percent) prioritise flexible working arrangements, such as remote work or adjusted hours, and the same proportion (26 percent) said regular mental health check-ins or assessments are important.
Julia Turney, partner and head of Platform and Benefits at BW, said: “The government is pushing to get more disabled people into work, but we know that disabled individuals often face worse outcomes once employed, including higher rates of burnout, health issues, and feelings of inadequacy.
“If more disabled individuals are likely to enter the workforce, employers must take swift action to adjust working conditions and benefits to support this increase in staff. This means ensuring reasonable accommodations, flexible working arrangements, and targeted mental health support are in place. Failing to do so will not only harm employee wellbeing but might also lead to higher turnover and lower productivity.”
