There is a persistent “disability employment gap”, which is the difference in employment rates between disabled and non-disabled people. Right now, the gap stands at 28%.
A recent government review revealed that the gap is widest for men, older people aged 50 to 64, people with no qualifications, and those living in social housing. Regionally, it is most marked in Northern Ireland, Scotland, Wales, and the north of England.
Disabled people are also more likely to be in part-time or lower-skilled roles, and more likely to be “under-employed”, looking for more hours or a different job.
Why this matters to employers
The figures show a large pool of people who want to work and who could bring valuable skills. Widening recruitment practices to encourage candidates with disabilities is not only the right thing to do, but also beneficial for business. It opens up access to high-quality applicants, improves staff retention, and supports a more diverse workforce.
Inquiry now open
The House of Commons Work and Pensions Committee has launched an inquiry into employment support for disabled people and how to improve their job prospects. It wants to hear directly from businesses, people with disabilities, and experts about what works and what doesn’t. Submissions are open until 29 September 2025.
Questions the Committee is asking include:
- Why has progress in closing the disability employment gap slowed?
- What barriers stop disabled people from working or working more?
- What support works best for people with different disabilities?
- How effective are current schemes, such as Access to Work?
- How successful has the Disability Confident scheme been in improving employer practices?
After reviewing the evidence, the Committee will make recommendations to the government.
Support available for employers
Access to Work is a grant to help cover the cost of adjustments, enabling someone to start or stay in work if they have a physical or mental health condition or disability. It can pay for:
- Specialist equipment or assistive software
- Support workers
- Travel costs if public transport can’t be used
- Communication support at job interviews, such as a BSL interpreter
- Mental health support plans and one-to-one sessions with a mental health professional
Full details on eligibility and the application process are available on the government website. Importantly, the grant goes to the employee, not the employer, so the cost does not fall on your business. Find out more about the Access to Work scheme here.
Disability Confident
Disability Confident is a voluntary scheme that helps employers challenge assumptions and improve their recruitment practices, as well as increase their understanding of disability. It has three levels of membership and is designed to show a clear commitment to inclusive hiring. For businesses, joining can bring reputational benefits, widen the candidate pool, and demonstrate to customers that your business values fairness.
Pay gap vs. employment gap
It is worth noting that the disability employment gap (who gets into work) is different from the disability pay gap (what people earn once in work). The government has recently consulted on whether large employers should be required to publish data on disability and ethnicity pay gaps. That consultation closed in June 2025, with proposals still to be announced. You can read more about that in my previous article here.
What can employers do now
- Review recruitment practices to ensure job advertisements and processes are inclusive and equitable.
- Consider Access to Work. It can help remove the cost barrier to hiring staff with disabilities.
- Consider signing up to Disability Confident to demonstrate commitment.
- Keep an eye on the Committee inquiry, as the findings may shape future policy.
Hannah Waterworth
Hannah Waterworth is an employment solicitor in Blake Morgan’s Employment, Pensions, Benefits and Immigration team.
