Creating an inclusive workplace where disabled employees feel supported isn’t just the right thing to do, it is essential as it is estimated 1 in 5 working age adults in the UK are living with a disability. Therefore, it’s time to break the barriers and take proactive steps to improve disability inclusion at work.
Understanding hidden disabilities in the workplace
Not all disabilities are visible. Employees may be living with conditions such as autism, ADHD, chronic illness, dyslexia, or mental health challenges and may not be immediately apparent. But these individuals still need support to succeed.
It’s important to recognise that under the Equality Act 2010, many people may legally qualify as disabled even if they don’t identify that way. Also, no two people are the same, with or without a disability. It’s important to take an individualised approach when supporting employees.
Reasonable adjustments in the workplace
Employers have a legal duty to make reasonable adjustments to help disabled employees overcome barriers at work. These adjustments make it easier for someone to carry out their role.
Examples include:
- Assistive technology or software.
- Subtitled meetings.
- Information shared in various formats.
- Adapted workstations or more accessible desks.
- Different training opportunities.
- Modified work patterns or duties.
- Structure and pacing of work.
Questions to consider asking your team
Avoid assumptions and start with an open conversation to put your employees at ease to give them the space to explain or speak about their experiences. Remember, as a manager you are not expected to know everything but by listening and showing support, trust and good working relationships will be built within the team.
Below are some examples of questions you could consider asking:
- “What would make this task easier for you?”
- “How do you best receive information (written, verbal, recorded, or illustrated)?”
- “How can I best support you in your role?”
How managers can support disabled employees
Line managers are crucial to building accessible workplaces for all employees, alongside other departmental functions such as IT, facilities and HR.
Consider training managers to recognise hidden disabilities so they are:
- Confident in navigating sensitive conversations.
- Aware of resources like the Access to Work scheme.
- Equipped to implement and follow through on reasonable adjustments.
- Understanding of different learning styles and communication preferences to help team members thrive.
Removing workplace barriers
Workplace barriers can include:
- Inaccessible buildings.
- Lack of captions or transcripts for video content / meetings.
- One size fits all training or onboarding process.
- Rigid schedules that don’t accommodate flexible working.
When disabled employees feel valued, empowered, and supported, they are more likely to thrive benefiting both the individual and the organisation.
Don’t forget, if you have occupational health in place, they can support with advice and considerations around reasonable adjustments.
Further support
HSE – Best practice around supporting those with disabilities.
Acas – What employers should do about supporting people with disabilities at work.
CIPD – Disability equality at work.
Acas – Reasonable adjustments at work.
Listen to our podcast
The Equality Act 2010 is a key piece of legislation that guides us in ensuring an inclusive environment for all employers. Take a listen to our short podcast to understand more.
Equal opportunities and discrimination are “transferred matters” under the Northern Ireland Act 1998. As such, with a few exceptions the Act does not form part of the law of Northern Ireland. As a result, the Disability Discrimination Act 1995 (as amended), which extends throughout the UK, will remain in force for Northern Ireland as the repeal of that Act only forms part of the law of England and Wales and Scotland.
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Article – Ref: WPW0324 this information was published June 2025.
Podcast – Ref: WPW0308 this information was published November 2024.
