Remote work has been a transformative force for older individuals with disabilities, significantly enhancing their employment prospects and generating substantial economic benefits.
According to a new study from the Center for Retirement Research at Boston College, the rise of telework during the COVID-19 pandemic has allowed older workers with disabilities to remain active in the labor market, resulting in a more inclusive workforce. However, the federal government’s recent efforts to reverse remote work policies threaten to undermine these gains, potentially displacing many of these employees and setting back the federal government’s diversity, equity, and inclusion (DEI) goals.
Before the pandemic, many older workers with disabilities faced substantial challenges in maintaining employment, including navigating inaccessible office environments and managing chronic health conditions. Traditional in-person roles often proved unfeasible due to the physical demands of commuting and the lack of necessary accommodations. However, the widespread adoption of remote work has presented a unique opportunity for these individuals to continue working in a manner that accommodates their health needs. The flexibility to work from home has removed barriers that previously limited their participation in the workforce and allowed them to contribute in ways that suit their specific needs.
The increased prevalence of remote work has led to a significant boost in employment rates among older workers with disabilities. Boston College’s research indicates that employment among individuals aged 51-64 with disabilities is now higher than pre-pandemic levels, largely due to the availability of remote-capable jobs. These roles eliminate the need for commuting and provide the flexibility to accommodate various health conditions, making work more feasible for older individuals who might otherwise struggle in traditional settings.
This finding is consistent with earlier studies, such as the one published in the Disability Health Journal in 2023, which analyzed employment trends for people with and without disabilities during and after the pandemic. Both groups faced similar job losses in the early days of COVID-19, but people with disabilities experienced a faster recovery in the subsequent years, especially in roles conducive to telework. Employment for this group grew rapidly from the fourth quarter of 2021 through the second quarter of 2022, outpacing their non-disabled peers in remote-friendly positions.
These trends have significant economic implications. Workers with disabilities who might have otherwise exited the federal government labor force or opted for early retirement are now able to extend their careers, maintaining their income and reducing their reliance on public assistance programs such as Social Security Disability Insurance (SSDI). This not only supports the financial stability of these individuals but also alleviates economic burdens on families and communities. Moreover, the Bureau of Labor Statistics highlights the benefit by gaining access to a broader talent pool without incurring the costs associated with traditional office accommodations.
Despite these positive developments, the federal government’s push to reverse remote work policies poses a serious threat to employment for older workers with disabilities. Government officials are already a disproportionately older workforce compared to the private sector, and older federal employees are significantly more likely to have disabilities. According to the U.S. Equal Employment Opportunity Commission (EEOC), disability participation rates in the federal sector increase steadily with age, peaking among employees aged 60 and above. For these employees, losing the option to work remotely would mean navigating a return to inaccessible office spaces or being forced into early retirement—undermining DEI goals and leading to a loss of experienced talent.
Moreover, the EEOC highlights that only 10.7% of federal employees with targeted disabilities hold leadership positions, compared to 16.4% of employees without disabilities. Targeted disabilities—those considered the most severe, such as blindness, deafness, and partial paralysis—are also the most likely to require remote work as a reasonable accommodation under the Americans with Disabilities Act (ADA). Forcing a return to the office would likely exacerbate this underrepresentation in leadership, widening the disparity between disabled and non-disabled employees in higher-level roles.
For older federal workers with disabilities, remote work removes several obstacles that commonly force them out of the labor force, such as the physical strain of commuting and navigating inaccessible office environments. By working from home, these employees can adapt their settings to suit their needs, minimizing the necessity for expensive workplace adjustments.
This shift reduces costs for the federal government as an employer, while simultaneously expanding employment options for people with disabilities by making jobs that were previously out of reach more accessible. Roles that involve extensive travel or require in-person interactions can now be performed remotely, allowing workers with limited mobility to engage fully in professional settings. Remote work has also proven to be beneficial for those managing chronic conditions, enabling them to incorporate medical appointments and treatments into their schedules.
For policymakers, the recent federal efforts to reverse remote work policies not only threaten to harm older workers with disabilities but also contradict the government’s stated DEI commitments. These employees have benefited significantly from the option to telework, which has enabled them to maintain employment, contribute economically, and stay engaged in professional settings. Forcing them back to the office would create new barriers, reducing labor force participation and undermining years of progress in making workplaces more inclusive.
By contrast, maintaining and expanding remote work options could yield enduring benefits for older workers with disabilities. The rapid adoption of telework during the pandemic has created a more inclusive labor market, allowing people with disabilities to compete for jobs that were previously inaccessible. Sustaining these flexible arrangements will be crucial for preserving these gains and promoting long-term employment for a group that has historically been marginalized.
For policymakers evaluating the future of work, the evidence underscores the importance of viewing telework as a reasonable accommodation under disability rights laws. This could involve enforcing compliance with the ADA and ensuring that workers with disabilities have access to the technology and resources needed to thrive in remote roles. Furthermore, expanding telework-friendly job opportunities could serve as a powerful tool for boosting labor force participation among older workers, helping to counteract the challenges of an aging population.
Sustaining remote work options is not only a moral imperative but also a strategic economic decision. By embracing these arrangements, the federal government can retain experienced talent, reduce turnover costs, and ensure that the labor market remains inclusive and competitive. The future of remote work holds promise for creating a more equitable workforce that benefits everyone—not just workers with disabilities.
The shift to remote work has been a lifeline for federal 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, the administration must commit to maintaining flexible work options and supporting ongoing research to understand the long-term impact 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 federal government 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.
