Remote work has become a game-changer for older individuals with disabilities, offering a solution that not only improves their employment prospects but also brings substantial economic benefits, according to a new study from the Center for Retirement Research at Boston College.

Before the pandemic, many older workers with disabilities faced significant barriers to remaining employed. However, the rise of telework during Covid-19 has enabled this demographic to continue working, contributing to a more inclusive labor force.

Economic advantages of remote work for older workers with disabilities

The surge in remote work has had a profound effect on the employment rate of older workers with disabilities. The new study shows that employment among individuals aged 51–64 with disabilities is now higher than prepandemic levels. This increase can be attributed almost entirely to remote-capable jobs that eliminate the need for commuting and provide the flexibility needed to accommodate various health conditions. For many older workers, traditional jobs often aren’t feasible due to physical constraints or health-related issues. Remote work, however, offers a unique solution by allowing these individuals to work from their homes, where they can manage their workspaces and schedules to suit their needs.

This new research aligns with an earlier peer-reviewed study, published in 2023 in Disability Health Journal, analyzing employment trends for people with and without disabilities during and after the pandemic, which underscores the positive effects of telework on disability employment. While both groups experienced similar job losses during the Covid-19 recession in 2020, people with disabilities saw a faster recovery in subsequent years, especially in occupations conducive to remote work. Employment for people with disabilities grew rapidly from Q4 2021 through Q2 2022, outpacing their nondisabled counterparts, particularly in teleworkable and non-frontline roles.

This trend has far-reaching economic implications. Workers with disabilities who might have left the labor force or retired early are now able to stay employed longer, maintaining their income and contributing to economic productivity. This reduces the need for government support through programs such as Social Security Disability Insurance (SSDI) and decreases the economic burden on families and communities. Moreover, businesses benefit, too, because they can access a larger talent pool without the costs of physical accommodations often required in traditional office settings.

No wonder that disability advocates raise alarms about stringent return-to-office  (RTO) mandates, such as Amazon’s recent demand for full-time in-office work, which will seriously endanger employment for workers with disabilities, especially older workers. Such mandates belie the commitments of Amazon and other organizations with strict RTO mandates to inclusivity in their workforce. Without any clear benefits for organizational outcomes, even the most supposedly data-driven companies acknowledge they lack data backing up RTO mandate decisions.

How remote work removes barriers for older workers with disabilities

For older individuals with disabilities, remote work eliminates some of the most common obstacles, such as commuting and the physical demands of traditional office environments. These issues often force individuals out of the labor force or into early retirement. Remote work also allows workers to customize their home environment, reducing the need for costly workplace accommodations. This shift is beneficial for businesses as well, because it lowers the expenses associated with making in-office modifications.

Remote work also allows workers to customize their home environment, reducing the need for costly workplace accommodations.

Moreover, remote work has expanded the employment options available to people with disabilities by making jobs that were previously out of reach more accessible. For example, roles that used to require extensive travel or in-person interaction can now be performed from home, allowing workers with limited mobility to participate fully in professional settings. The ability to work from home has been especially critical for those managing chronic conditions, providing the flexibility to integrate medical needs into their work schedules.

Research also highlighted that older workers who had prior experience in remote work or had been employed recently were better positioned to capitalize on the expansion of telework. This is because familiarity with remote tools and workflows eased the transition, making it less challenging for them to adapt. By contrast, those with no prior telework experience, or who had been out of the labor force for a long time, saw little benefit. This gap suggests that additional support, such as vocational training or targeted job placement programs, is needed to help these individuals access the benefits of remote work.

Tight labor market effects

The positive effects of telework for older workers with disabilities have been magnified by the tight labor market in recent years. As the economy recovered, the number of job openings quickly outpaced the number of unemployed job seekers. In such a scenario, businesses became more willing to offer flexible working conditions to attract talent, leading to more accessible opportunities for individuals with disabilities.

However, labor market tightness isn’t a permanent condition. If the labor market were to ease, there’s a risk that these remote work opportunities could decline, reversing some of the gains made by this demographic group. Therefore, it’s crucial for both employers and policymakers to recognize the value of maintaining flexible work arrangements to support the long-term employment of older workers with disabilities.

The positive trends seen during the Covid-19 economic recovery contrast sharply with previous recessions. For instance, during the Great Recession of 2007–2009, workers with disabilities faced disproportionately higher job losses and took longer to recover. The lack of flexible work options and a slower pace of job creation for marginalized groups meant that disability employment didn’t return to prerecession levels, reinforcing a long-term downward trend.

This structural shift has created a more inclusive labor market, allowing people with disabilities to compete for jobs that were previously inaccessible.

The key difference this time around has been the accelerated adoption of remote work. This structural shift has created a more inclusive labor market, allowing people with disabilities to compete for jobs that were previously inaccessible. Telework has gone from being a niche accommodation to a mainstream employment practice that has fundamentally altered the landscape of disability employment.

Policy implications and the need for sustained flexibility

As businesses and policymakers evaluate the future of work, it’s critical to consider the role of remote work in promoting economic inclusion. The findings suggest that sustaining remote work options could have long-lasting benefits for older workers with disabilities. By continuing to offer flexible work arrangements, companies can retain experienced talent and reduce turnover costs. This approach also aligns with broader goals of diversity, equity, and inclusion by creating a more accessible workplace for everyone.

For policymakers, these trends highlight the need to promote telework as a reasonable accommodation under disability rights laws. This includes enforcing compliance with the Americans with Disabilities Act (ADA) and ensuring that workers with disabilities have access to the technology and resources needed to succeed in remote roles. Additionally, the expansion of telework-friendly jobs could serve as a key strategy for increasing labor force participation among older workers, helping to counteract the negative demographic trends associated with an aging population.

Conclusion: A win-win for workers and the economy

The shift to remote work has been a lifeline for older workers with disabilities, transforming their employment prospects and enabling them to stay active contributors to the economy. While remote work may not be a silver bullet for all workers with disabilities, it has proven to be a highly effective tool for reducing barriers and promoting economic inclusion. However, to sustain these gains, both businesses and policymakers must commit to maintaining flexible work options and supporting ongoing research to understand the long-term effects of remote work on disability employment.

Ultimately, the future of remote work holds promise for creating a more equitable and inclusive workforce, benefiting not only older workers with disabilities but also the broader economy. By embracing the lessons learned during the Covid-19 pandemic, we can ensure that remote work continues to be a viable and valuable option for all.