I wonder what I can do to support disabled workers when working from home?

Working from home (WFH) is a working dynamic which significantly increased since the 2020 covid pandemic. The Office for National Statistics found that in the 12-month period from January to December 2019, 12% of workers reported a WFH schedule in a 7-day period. However, from January 25^th to February 5^th 2023, it was reported that 40% of workers worked from home in a 7-day period.

WFH has meant there is a lack of employee/employer interaction and reduced face to face support. While this may benefit some, it can impose significant challenges for disabled employees who rely on support and assistance to perform their jobs. The Equality Act 2010 places a legal obligation on employers to make "reasonable adjustments" for disabled employees. However, this obligation takes on unique implications in the context of homeworking.

This article will discuss the benefits and shortfalls to WFH, challenges which disabled employees may face, and solutions for how to deal with these challenges.

The importance of working from home.

WFH offers significant advantages that enhance accessibility and inclusivity within the workforce. For many disabled workers, traditional office settings can pose physical, social, and logistical barriers. Commuting, navigating non-accessible office spaces, or managing the demands of in-person interactions can present daily challenges that impact productivity and well-being. WFH minimises these challenges by allowing individuals to create a work environment tailored to their specific needs, promoting comfort and efficiency. The ability to work from home also broadens employment opportunities for disabled individuals who might otherwise face limitations due to transportation issues or inadequate workplace accommodations.

With the right adaptive technology and support, WFH can facilitate seamless participation in meetings, project collaborations, and professional development. This approach helps level the playing field and supports a more diverse, inclusive workforce. WFH can be a vital step toward empowering disabled individuals and fostering a more equitable professional landscape.

Challenges faced by disabled employees working from home.

As much as WFH has its benefits, it also has its drawbacks. Disabled employees may find that working from home prohibits them from performing to the best of their abilities. They may face significant challenges, such as:

• Lack of Suitable Software: Many digital platforms are not designed with accessibility in mind, which can create barriers for those with visual, auditory, or motor impairments. This can hinder productivity and limit full participation in work activities, making it harder for disabled employees to perform their roles effectively.
• Reduced support and assistance: The absence of in-person collaboration means that workers who rely on immediate feedback or hands-on guidance may find it difficult to adapt. For some disabled individuals, an interactive workplace is essential for their mental well-being and engagement. Working alone at home can contribute to feelings of isolation, impacting motivation and mental health.
• Feeling overlooked: Not being physically present in the office can sometimes translate to fewer opportunities for recognition, development, and advancement. This sense of invisibility can make disabled workers feel disconnected from their team and hinder their career growth.

Ways to support disabled workers when working remotely

Ensuring that all employees are feeling valued and comfortable at work should be a priority. The Equality and Human Rights Commission has produced guidance for employees for supporting disabled workers with hybrid working. Throughout this guidance, it discusses reasonable adjustments to ensure disabled employees are not subject to any disadvantage. This can be done by:

• Providing IT Equipment or Support: Providing equipment or software, for example text to speech software, hands-free technology or hearing aid compatible software, can create a more inclusive and accessible work environment that empowers disabled workers to perform their jobs with greater ease and efficiency.
• Flexible Working Arrangements: Considering flexible working requests can allow disabled employees to work during times that best suit their health needs or when they can be most productive. This flexibility can be especially beneficial for individuals with conditions that involve fatigue, chronic pain, or the need for medical appointments.
• Structured Support and Assistance: Policies can establish regular check-ins, mentorship programs, or dedicated support channels where disabled employees can easily access assistance. This proactive approach helps address feelings of isolation and ensures that employees are supported in overcoming work-related challenges.  
• Workplace Culture and Awareness: Remote working policies can include disability awareness training to ensure that all team members, including managers, understand how to support their colleagues effectively. This helps foster a culture of inclusion and respect.

In conclusion, supporting disabled workers in a WFH setting involves thoughtful planning, accessible tools, and inclusive policies. By addressing challenges such as suitable software, adequate IT equipment, and regular support, employers not only ensure compliance with the Equality Act 2010 but also foster a more inclusive and productive workplace. Flexibility, accessible communication, and equal opportunities for career growth are crucial in making WFH effective for disabled workers.

If you require advice in supporting disabled workers at home, or other employment matters, our Peace of Mind Team can provide specific advice and our Document Audit Team can help draft relevant policies. Contact our Employment Team by emailing employment@warnergoodman.co.uk or call 023 8071 7717.