Employees with disabilities are a valuable part of the workforce, bringing skills and talent that can benefit both their teams and the broader business. But workplace barriers can prevent them from fully contributing and reaching their potential.
People with disabilities “can fully contribute and succeed, and the business performs better,” said Paulina Romero, senior manager of partnerships, at the National Organization on Disability, a New York City-based nonprofit organization that works to increase employment opportunities and full participation for Americans with disabilities. “Employees do their best work when barriers are removed and they can focus their time and energy on the job instead of on workarounds for inaccessible systems, processes, and environments.”
As employers mark National Disability Employment Awareness Month in October, employers have an opportunity to examine how workplace accommodations, manager training, and employee benefits can help workers with disabilities.
Clear Accommodation Processes Are Key
Employees may need different types of support throughout their careers, from assistive technology and workplace flexibility to changes in how meetings are conducted. But even when an accommodation is available, employees may struggle to access it if the process is unclear or managers are unprepared to respond.
Romero recommends that employers review their accommodation policies and practices, ensuring employees know where to make a request, whom to contact, and what to expect afterward.
Manager training is also key, she said, as managers are often the first people employees approach when they need support, making their responses an important part of the employee experience. Training can help managers navigate accommodation requests, discuss disability and mental health appropriately, and respond with greater consistency.
“When employees feel comfortable asking for what they need and receive a timely response, they are better positioned to contribute to the success of the business,” Romero said.
Embracing Different Benefits
A variety of benefits and resources can provide support for workers with disabilities.
Common accommodations and resources include everything from accessible technology such as screen readers and captioning and ergonomic equipment to benefits including flexible schedules, remote or hybrid work arrangements, and mental health benefits. Disability-focused employee resource groups can also help employees build connections and find community.
But it’s important that support isn’t a one-size-fits-all situation. “Because every person’s disability and experience is different, employers should engage in the interactive process, working directly with each employee to find an accommodation that meets their needs and works for the business,” Romero said.
ABLE Accounts
One benefit that can lend support is Achieving a Better Life Experience (ABLE) accounts, tax-advantaged savings accounts designed for Americans with disabilities. Created by Congress in 2014, the accounts allow individuals with disabilities to save and invest money for disability-related expenses in a tax-advantaged account. While contributions to ABLE accounts are made with after-tax dollars, earnings grow tax-free, and withdrawals are not taxed if used for qualified disability expenses such as housing, transportation, healthcare, assistive technology, or education.
A significant change took effect Jan. 1, 2026, when the ABLE Age Adjustment Act expanded eligibility. Previously, an individual’s disability generally had to begin before age 26. The threshold is now before age 46, potentially making accounts available to millions more Americans.
The accounts can be a vital tool for employees with disabilities, but the challenge is lack of awareness about them, said Juliana Crist, head of ABLE programs at Vestwell, a financial technology company that manages 21 state ABLE plans. “There are a lot of people with qualifying medical conditions, but the word ‘disability’ doesn’t resonate with them. It’s a much broader pool of people than we think.”
That lack of awareness creates an opportunity for employers. HR leaders, in particular, can play an important role in educating employees about ABLE accounts as part of a broader financial wellness strategy. Employers can even go further by making contributions as well.
“If you’re an employer and you’re already talking to your employees about financial wellness, you’re telling them about retirement, budgeting, emergency savings, and college savings, you should also talk to them about ABLE accounts,” Crist said. “It should be part of the educational toolbox.”
Start with Small Steps
Employers often feel unsure how to begin supporting employees with disabilities, but even small, intentional steps can lead to meaningful change, Romero said.
She suggested employers begin by building disability inclusion into internal events already on the calendar by featuring a speaker from the Disability Speakers Bureau or including an hour of disability inclusion training in a learning summit.
“Any step forward is progress,” Romero said.
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