As organisations mark National Inclusion Week, employers are being urged to look beyond diversity policies and focus on the practical steps needed to support disabled employees in the workplace.
Almost one in four working-age people in the UK, around 10.4 million individuals, are classed as disabled. Despite progress in recent years, the government continues to identify the disability employment gap as a significant challenge, with disabled people still less likely to be in work than their non-disabled counterparts.
For many disabled employees, the biggest barriers are not always physical. A lack of understanding from managers, failures to implement reasonable adjustments, or inadequate support for those with long-term health conditions, mental health challenges or neurodiverse conditions can all have a profound impact on an individual's experience at work.
Under the Equality Act 2010, employers have a legal duty to make reasonable adjustments where disabled employees would otherwise be placed at a substantial disadvantage. However, workplace disputes can arise when these obligations are not properly understood or acted upon.
Philip Richardson, Partner and Head of Employment at Stephensons, said:
"With more than 10 million working-age people in the UK now classed as disabled, disability inclusion should be a priority for every employer.
"Many employees with disabilities or long-term health conditions bring valuable skills, experience and perspectives to the workplace, but too often we still see situations where individuals feel unsupported or that their needs have not been properly considered.
"In many cases the issue is not intentional discrimination. Problems can arise because employers fail to recognise when reasonable adjustments may be required, don't seek appropriate medical advice, or simply don't have meaningful conversations with employees about the support they need."
The legal and commercial consequences of getting it wrong can be significant. Recent figures published by the Ministry of Justice show that Employment Tribunal single claim receipts increased by 28 per cent between April and June 2026 compared with the same period last year, while the number of outstanding single claims rose by 51 per cent to 70,000 cases. Overall, Employment Tribunals are dealing with an open caseload of more than 537,000 claims. While the figures are not specific to disability discrimination cases, they demonstrate a broader increase in workplace disputes and a growing willingness among employees to pursue legal remedies when concerns cannot be resolved internally.
Richardson added:
"Employers should view Inclusion Week as an opportunity to review whether their policies are translating into meaningful action. Having an inclusion strategy is important, but what matters most is how employees are treated day-to-day.
"Taking time to understand an individual's circumstances, considering reasonable adjustments and fostering a culture where people feel comfortable discussing health conditions or disabilities can help prevent issues from escalating into formal disputes. It also creates a more productive and supportive working environment for everyone."
With disability prevalence continuing to rise and tribunal caseloads growing, Inclusion Week serves as a timely reminder that creating accessible and inclusive workplaces is not simply a matter of legal compliance. For many employees, it can be the difference between thriving at work and feeling excluded from it.
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