According to Barnett Waddingham, almost eight out of ten disabled employees are feeling burnt-out, which is nearly twice as high as their nondisabled coworkers.
Pensions and Risk Consulting found that 86% people with disabilities have health problems at work, but only 25% of them were able to get workplace adjustments.
Over half of employees who have a neurodiverse disorder are concerned about workplace discrimination. 52% of these employees haven’t disclosed their condition at work.
Over three quarters (76%) disabled employees feel inadequate at work compared to 37% of their non-disabled co-workers.
Barnett Waddingham says that these numbers will worsen if the predicted cuts in disability benefits announced by the Chancellor during his upcoming Spring Statement.
According to reports, the planned government cuts are primarily aimed at people who claim universal credit or personal independence payments. Personal independence payments is a disability benefit that does not require a means test.
A number of charities including Scope and National Autistic Society have written to the Department for Work and Pensions to warn that cuts to disability benefit could push another 700,000 households with disabled members into poverty.
Barnett Waddingham’s research shows that 30% of disabled workers view paid mental-health leave days as the best form of support employers can provide, and 26% prioritize flexible working arrangements. Over a quarter of disabled employees (26%) think regular mental health assessments and check-ins are essential.
Julia Turney is the partner and head for platform and benefits in the company.
The government wants to increase the number of disabled workers, but we also know that they often have worse outcomes, such as higher burnout rates, health problems, and feelings of inadequateness.
Employers must act quickly if they expect more disabled workers to join the workforce. They should adjust their working conditions and benefits accordingly.
This means that reasonable accommodations, flexible work arrangements and targeted mental support must be in place. Failure to do so could not only negatively impact employee well-being, but also increase turnover and reduce productivity.
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