A Moment of Truth for Disability Employment

A Labour Market at a Crossroads

This year’s labour market statistics present a clear and urgent message. Just over half of disabled people in the UK are in work. The employment rate stands at 52.8 per cent, compared with more than 82 per cent for non-disabled people. A gap of almost 30 percentage points that has barely shifted in years.

But the headline figure masks an even tougher truth. For people with a learning disability, the employment rate remains in the single digits. Fewer than one in ten people across the UK are in paid work. This is one of the starkest inequalities in our labour market, and despite decades of policy ambition, we have yet to see the systemic change required to shift it.

More concerning still, for the first time in over a decade the number of disabled people in work has begun to fall. Progress has stalled. In some areas, it is reversing. And behind every data point sits a real person: a young person never given a fair chance, an experienced worker pushed out due to lack of adjustments, a parent who wants to work but cannot find an employer willing to adapt and older workers having to leave the workforce because of  health conditions long before their time.

We are not simply looking at statistics. We are looking at wasted potential, lost opportunity and a labour market that cannot meet its own needs if it sidelines so many.

Economic Inactivity and a Growing Inequality

Economic inactivity further illustrates the scale of the challenge. One in five working-age adults in the UK is now economically inactive, with long-term illness and disability the biggest drivers. Disabled people make up a disproportionate share of those who want to work, have the skills to work and could contribute enormously, yet cannot consistently access the support, adjustments or opportunities they need.

This is not just a labour market problem. It affects productivity, economic sustainability, public spending and business resilience. But at its core, it is a fairness issue. An economy cannot grow while so many people who want to contribute are locked out of doing so.

The Growing Risk of Falling Out of Work

We also need to recognise the rising number of people who fall out of work because of ill health. Long-term sickness rates are at their highest since records began. Every year, thousands of people leave their jobs not because they are unable to work, but because more often than not workplaces are not adequately designed or supported to adapt to their changing needs. With timely adjustments and the right support, many of these individuals could stay in work, build their careers and continue contributing. When retention systems fail, economic inactivity rises — and another person’s potential is lost unnecessarily.

This is not just a labour market problem. It affects productivity, public spending and business resilience. But at its core, it is a fairness issue. An economy cannot grow while so many people who want to contribute are locked out of doing so.

The Economic Case for Inclusion

For many years, the moral case for inclusion led the conversation. It still matters enormously. But in 2025, the economic case is unmistakable.

We know that diverse workforces outperform. We know that widening talent pipelines improves retention, productivity, diversity and innovation. And we know that inclusive employers are more resilient, more adaptable and better connected to their communities.

In a labour market as tight as the one we are in, overlooking disabled talent is not sustainable. Closing the disability employment gap is not only about social justice. It is about economic necessity.

Why Supported Employment Matters More Than Ever

This is where supported employment plays a critical role. Not optional. Not peripheral. Essential.

Supported employment does more than help individuals into work. It supports employers, strengthens communities and contributes to the wider economy. It unlocks talent that might otherwise be missed, and offers employers practical, workable solutions.

At Enable Works, we see the impact every day. Last year, we supported more than a thousand people into paid work, with 87 per cent sustaining their roles for at least 12 months. That success is rooted in personalised, ongoing support and meaningful employer engagement, the foundations of high-quality supported employment.

When workplaces are built to include people, disabled people do not struggle in work. They thrive.

The Positive Role Employers Already Play

It is important to recognise that many employers are already leading the way. Across every sector, we see organisations committed to inclusion, investing in adjustments and partnering with supported employment providers to open up opportunities.

These employers understand that flexibility benefits everyone. They know that good job design, clear communication and early intervention help people stay well and stay in work. Their leadership shows that inclusion is not only achievable but good for people, productivity and long-term success. And it demonstrates that when businesses and employability providers work together, the results can be transformative.

Navigating a Politicised Landscape

We cannot ignore the fact that diversity and inclusion have become increasingly politicised. When inclusion becomes a culture war target, disabled people lose opportunities, employers lose talent and the economy loses out.

But the fundamentals remain unchanged. Demographics, skills shortages and economic pressures do not pause for political debates. Businesses that embrace diversity will thrive. Those that do not will fall behind.

Supported employment is the bridge between employer need and untapped talent — and that bridge has never been more important.

A Call to Action

As we look ahead, the ask is clear.

Let us position supported employment as an economic engine, central to growth and workforce planning.

Let us help employers understand that inclusion is not optional. It is fundamental to success.

Let us champion the economic strength that comes from diverse workforces.

And let us work together to close the disability employment gap, not only because it is the right thing to do, but because our businesses, our economy and our shared future depend on it.

Holding Firm in a Moment of Testing

Barack Obama said recently on a trip to London , “Our convictions are not truly ours until they are tested.”

This is that moment of testing. For employers. For policymakers. For all of us who believe in fairness, opportunity and the value of every individual.

If we hold firm to our convictions and match them with action, we will not only close the disability employment gap. We will build a stronger, more innovative and more resilient workforce for the whole of the United Kingdom.