The proportion of employers tracking staff with disabilities rose significantly from 50 per cent in 2023 to 71 per cent in 2024, according to Grid.
The number of disabled employees increased from 5.32 million in 2023 to 5.67 million in Q3 2024, according to the Office for National Statistics (ONS). This increase masks a larger expansion in the working-age disabled population and rising unemployment among disabled people, even if the government’s 2017 goal of adding one million disabled employees by 2027 seems to have been achieved.
Grid warns that gathering disability data is just the beginning and that it must be used wisely to help businesses and workers. Employers who gather this data use it to guide talent management strategies, monitor progress towards D&I targets, inform recruitment procedures, and inform diversity and inclusion policies.
Employer-sponsored life insurance, income protection, and critical illness coverage are examples of group risk benefits that can help with employees’ financial, mental, and physical health requirements. Additionally, they provide employers with tools, such HR and legal helplines, to assist with staff adaptations at work.
Grid spokesperson Katharine Moxham says: “Improving employment practices for disabled people is important as that shapes an organisation’s approach, but employers must ensure they respond to the individual needs of both current and future employees.
“As it’s not mandatory for employees to report a disability to their employer, disability data is likely to underreport the numbers affected. However, if comprehensive support is put in place, it can be accessed by everyone whether they are able-bodied, have visible disabilities, or a non-apparent disability, whether they are newly disabled or have been living with a disability for a long time.
“It’s anticipated that large employers’ staff will soon be expected to report on their disability pay gap4 but this could be a big step for some if they don’t report on any employee disability data at present. We’d suggest that all employers start collecting disability data to inform their current practices better, support staff with existing needs, and to put themselves in a good position should new legislation be confirmed.”