Remote work has become a transformative force for older people with disabilities, enhancing their employment prospects and generating significant economic benefits.
A new study from the Center for Retirement Research at Boston College highlights how the rise of telework during COVID-19 has allowed this demographic to remain active in the labor market, thereby contributing to a more inclusive workforce. Before the pandemic, many older workers with disabilities faced significant challenges that made maintaining employment difficult, but the widespread adoption of remote work has presented new opportunities for them to continue working in ways that accommodate their health needs.
Recent return-to-office mandates, ranging from the federal government under Trump to states such as Ohio, and among corporate giants from Amazon to JP Morgan, are threatening the viability of employment for older Americans, especially those with disabilities.
The increased prevalence of remote work has led to a noticeable boost in employment rates among older workers with disabilities. According to the study, employment among people with disabilities aged 51 to 64 has risen above pre-pandemic levels, largely due to the availability of remote-capable jobs. These roles eliminate the need to commute and provide the flexibility necessary to accommodate various health conditions, making work more feasible for many older individuals who might otherwise struggle in traditional job settings. The option to work from home allows these workers to manage their schedules and workspaces in ways that cater to their unique needs, offering a level of autonomy often unattainable in office-based roles.
The new findings are consistent with a 2023 study published in the Disability Health Journal, which examined employment trends for people with and without disabilities during and after the pandemic. While both groups faced similar job losses in the early days of COVID-19, people with disabilities experienced a faster recovery in the following years, especially in roles conducive to telework. Employment for this group grew rapidly from the fourth quarter of 2021 through the second quarter of 2022, outpacing their non-disabled peers, particularly in remote-friendly positions.
The economic implications of this shift are substantial. Workers with disabilities who might have exited the labor force or opted for early retirement are now able to extend their careers, maintaining their income and reducing the need for public assistance through programs like Social Security Disability Insurance. This not only supports the financial stability of these individuals but also eases the economic burden on families and communities.
Businesses benefit as well, gaining access to a broader talent pool without incurring the costs of physical accommodations typically required in a traditional office environment.
For older individuals with disabilities, remote work removes several barriers that commonly force them out of the labor force, such as the physical strain of commuting and navigating inaccessible office environments. By working from home, these employees can adapt their settings to suit their needs, minimizing the need for expensive workplace adjustments. This shift reduces costs for employers, while simultaneously expanding employment options for people with disabilities by making jobs that were previously out of reach more accessible.
In some cases, roles that involve extensive travel or require in-person interactions can now be performed remotely, allowing workers with limited mobility to engage fully in professional settings.
The flexibility provided by remote work has been particularly valuable for those managing chronic conditions, enabling them to incorporate medical appointments and treatments into their schedules. The research also reveals that older workers who had prior experience with telework or who had been employed recently were better equipped to take advantage of these new opportunities.
This familiarity with remote tools and workflows smoothed the transition, making it less daunting for them to adapt. However, those with no previous experience or who had been out of the labor force for an extended period struggled to benefit, indicating that more support is needed. Targeted vocational training and job placement programs could help these individuals access the advantages of remote work.
The positive trends seen during the post-COVID economic recovery stand in stark contrast to previous recessions. During the Great Recession of 2007 to 2009, workers with disabilities suffered disproportionately high job losses and a much slower recovery. The lack of flexible work options, combined with a sluggish pace of job creation, meant that disability employment failed to return to pre-recession levels, perpetuating a long-term downward trend. In contrast, the rapid adoption of remote work during the pandemic has resulted in a more inclusive labor market, offering people with disabilities the chance to compete for jobs that were previously inaccessible.
No wonder that disability advocates raise alarms about stringent in-office mandates, ranging from the federal government to corporate giants like Amazon and JP Morgan. These will seriously endanger employment for workers with disabilities, especially older workers. Such mandates belie the commitments to workforce inclusivity of organizations with strict return-to-office mandates, without any clear benefits for organizational outcomes. After all, even the most supposedly data-driven companies like Amazon acknowledge they lack data backing up in-office mandate decisions.
For policymakers, these findings emphasize the importance of viewing telework as a reasonable accommodation under disability rights laws. This could involve enforcing compliance with the Americans with Disabilities Act and ensuring that workers with disabilities have access to the technology and resources needed to thrive in remote roles. Furthermore, expanding telework-friendly job opportunities could serve as a powerful tool for boosting labor force participation among older workers, helping to counteract the challenges of an aging population.
The research suggests that sustaining remote work options could yield enduring benefits for older workers with disabilities. By maintaining flexible work arrangements, companies can retain experienced talent and reduce turnover costs. This strategy also aligns with broader goals of diversity, equity and inclusion, promoting a more accessible workplace for all employees.
Gleb Tsipursky, Ph.D., serves as the CEO of the hybrid work consultancy Disaster Avoidance Experts and authored the best-seller “Returning to the Office and Leading Hybrid and Remote Teams.“
