Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
- Telework has significantly improved job opportunities for older individuals with disabilities, allowing them to stay in the workforce with greater autonomy.
- The economic benefits include extended careers, reduced reliance on disability programs, and a broader talent pool for businesses.
- Strict return-to-office policies are threatening these gains, risking livelihoods and excluding disabled workers from the workforce.
The rise of telework has profoundly improved job opportunities for older individuals with disabilities, creating substantial economic advantages.
A recent study from the Center for Retirement Research at Boston College underscores how the widespread adoption of remote work during the COVID-19 pandemic has allowed this demographic to stay in the workforce, creating a more inclusive labor market.
Before the pandemic, older workers with disabilities often faced daunting employment challenges, but remote work has introduced new pathways that better accommodate their health needs.
However, recent return-to-office (RTO) policies — from federal mandates under Trump to corporate decisions at companies like Amazon and JP Morgan — are threatening these hard-won gains, putting many older workers’ livelihoods at risk.
Telework: A Game Changer for Disabled Workers
The expansion of remote work has led to a notable increase in employment rates among older workers with disabilities. The study highlights that job participation for individuals aged 51-64 with disabilities now exceeds pre-pandemic levels, largely due to the rise of remote-friendly roles.
Eliminating the daily commute and offering flexible work arrangements has made employment more feasible for those who struggle with traditional office settings.
Working from home provides these individuals with greater autonomy, allowing them to tailor their workspaces and schedules to their unique needs — an option rarely available in conventional workplaces.
This aligns with findings from a 2023 Disability Health Journal study, which tracked employment trends before, during, and after the pandemic.
While both disabled and non-disabled workers experienced job losses in early 2020, individuals with disabilities rebounded at a faster rate, particularly in remote-friendly jobs.
Employment growth among this group accelerated from late 2021 to mid-2022, even outpacing their non-disabled peers in roles conducive to telework.
Economic and Social Impact of Remote Work
The economic ripple effects of this shift are significant.
Many workers with disabilities who might have been forced into early retirement or exited the labor force altogether can now extend their careers, maintaining their incomes while reducing reliance on programs like Social Security Disability Insurance (SSDI).
This benefits not only the individuals but also their families, communities, and businesses, which gain access to a broader talent pool without incurring the high costs of physical workplace accommodations.
Working from home allows them to create environments tailored to their needs while also reducing costs for employers.
For many older workers with disabilities, the primary barriers to employment — such as long commutes, inaccessible office spaces, and rigid schedules — are effectively eliminated through remote work. Working from home allows them to create environments tailored to their needs while also reducing costs for employers.
Positions that once required frequent travel or in-person meetings can now be performed remotely, enabling those with mobility limitations to engage fully in the workforce.
Additionally, the flexibility of remote work is invaluable for individuals managing chronic health conditions. It allows them to schedule medical appointments and treatments without disrupting their professional responsibilities.
The study also found that older workers with prior telework experience or recent employment histories were more likely to take advantage of remote work opportunities, whereas those reentering the workforce after long absences faced greater challenges.
Expanding vocational training and job placement programs could help bridge this gap, ensuring that all eligible workers can benefit from the shift to remote employment.
A Stark Contrast to Past Recessions
The positive employment trends observed after the pandemic differ sharply from previous economic downturns. During the Great Recession (2007-2009), workers with disabilities suffered severe job losses and experienced a much slower recovery due to a lack of flexible work options.
Disability employment remained below pre-recession levels for years, exacerbating long-term workforce exclusion. In contrast, the pandemic-driven adoption of remote work has paved the way for a more inclusive job market, making positions accessible to those who previously faced systemic employment barriers.
Given these benefits, disability advocates are raising concerns about the resurgence of strict RTO policies. Mandates from government agencies and major corporations, including Amazon and JP Morgan, threaten to undo the progress made in workplace accessibility.
These companies claim to prioritize diversity and inclusion, yet their RTO decisions lack data-driven justification and could disproportionately harm workers with disabilities. Even data-focused firms like Amazon have admitted they have no empirical evidence supporting their push for in-office work.
The Policy and Business Case for Sustaining Remote Work
For policymakers, this research highlights the need to consider telework as a necessary accommodation under disability rights laws.
Strengthening enforcement of the Americans with Disabilities Act (ADA) and ensuring that disabled workers have access to remote work technology would help sustain these employment gains.
Expanding remote-friendly job opportunities could also be a strategic way to boost workforce participation among older employees, counteracting labor shortages caused by an aging population.
For businesses, maintaining flexible work arrangements is about compliance as well as being a smart talent strategy. Companies that support remote work can retain experienced employees, reduce turnover costs, and cultivate a more inclusive workforce.
Embracing hybrid and remote models aligns with broader diversity, equity, and inclusion (DEI) initiatives, promoting a more accessible and productive workplace for all.
