Working from home and disabled people's employment outcomes

This paper assesses disabled employees' likelihood of working from home relative to non-disabled employees, and the implications of doing so for their experiences of work. Analysing British nationally representative data, the findings suggest that disabled employees are less likely to work from home than non-disabled employees, given they are disproportionately excluded from the higher-paying and/or managerial roles in which working from home is more widely available. In addition, organizations in which working from home is more commonplace do not employ a higher proportion of disabled people. The results also confirm disabled employees report poorer experiences of work than non-disabled employees regarding job control, job-related mental health, job satisfaction and work-life balance. Although working from home is positively associated with these outcomes (except for work-life balance) for both disabled and non-disabled employees, there is very little evidence it is associated with smaller disability gaps in these outcomes. Therefore, our analysis questions the potential for working from home to reduce disability disadvantage within organizations, and highlights the need for more substantial action to address the barriers to employment that disabled people encounter.

Automated summary

This paper examines the likelihood of disabled employees working from home in comparison to non-disabled employees, and the impact on their work experiences. The study found that disabled employees are less likely to work from home due to exclusion from higher-paying and managerial positions where remote work is more common. Despite the positive association between working from home and job-related outcomes for both disabled and non-disabled employees, there is little evidence to suggest that remote work reduces disability gaps in these outcomes.