A decline in fully remote job postings could restrict access to work for disabled people and complicate efforts to reduce economic inactivity, according to new research from Lancaster University’s Work Foundation.
The data points to a growing gap between employer policies and the needs of disabled workers, many of whom rely on remote arrangements to enter and remain in the workforce.
Remote Access Seen as Essential to Applying
In a survey of around 1,200 disabled adults, 85% said remote or hybrid working would be essential or very important if looking for a new job. 79% said they would not apply for a role that did not include remote options.
Preferences were clear. 31% said they wanted to work remotely more often, while 46% said they preferred to work remotely all the time.
Health and productivity outcomes were also linked to work patterns. Among fully remote workers, 64% said their arrangement positively affected their physical health. That compares with 31% of those working remotely for less than half of their contracted hours.
Remote Job Postings Cut in Half
While demand for flexibility remains high, supply has declined. Analysis of Adzuna vacancy data shows 4.3% of roles were advertised as fully remote in the year to April 2025. That figure stood at 8.7% during the mid pandemic peak.
For disabled workers who depend on remote access as a practical adjustment rather than a preference, the reduction in listings may limit employment options.
Economic Inactivity and the Employment Gap
The findings arrive amid rising economic inactivity linked to long term illness. There are 2.8 million people economically inactive because of long term illness, a 40% increase since 2019.
The disability employment gap stands at 29.8%, measuring the difference in employment rates between disabled and non disabled people. According to the report, halving that gap would be necessary for the government to reach its 80% employment target.
Access to reasonable adjustments remains inconsistent. 53% of disabled employees who requested adjustments said they were fully implemented.
Policy and Employer Implications
Under changes introduced through the Employment Rights Act, employees will have the right to request flexible working from day one of employment. Disabled employees also retain the right to request flexible arrangements as a reasonable adjustment where a workplace barrier is linked to disability.
The research suggests that declining remote opportunities could create additional barriers to workforce participation for disabled people, with implications for national employment targets and employer talent strategies.
