MPs demand two-week deadline for disabled work support

Employers could face mandatory deadlines to address disabled employees’ support requests within a fortnight under parliamentary proposals, following concerns that excessive numbers of staff are being “pushed out or locked out” of employment. Cross-party MPs have called for businesses to meet a statutory time limit when handling reasonable adjustment requests – including flexible working arrangements or workplace modifications – while also providing written justifications for any rejections. The recommendation emerged from the influential Work and Pensions Committee, which cautioned that disabled workers continue encountering a

“hostile environment” in their workplaces, despite existing legal safeguards. The committee’s findings revealed that up to 82% of reasonable adjustment requests required more than four months to be implemented, with certain employees waiting as long as 12 months. MPs highlighted how the present framework is failing millions of disabled people, with employment rates for disabled people standing at merely 52.8%, compared with 82.5% amongst non-disabled workers. The overall employment rate for those aged 16 to 64 stands at 75%. The committee suggested ministers should replicate

regulations already governing flexible working requests by enforcing a two-week response deadline upon employers. Committee chair Debbie Abrahams warned that too many disabled workers were being failed by employers who were not acting swiftly enough. She said: “A major reason disabled people are much less likely to be in work or stay in work is the lack of accessibility of workplaces; something many of us take for granted. Although there is a legal duty to provide reasonable adjustments for disabled workers, in too many cases

this isn’t happening.” Ms Abrahams added: “We have proposed two weeks in line with the Employment Rights Act which requires a response to flexible working requests within the same timeframe. We believe this will give disabled people confidence that their rights are respected and force proper engagement from reluctant employers.” The report highlighted that inaccessible workplaces were leaving numerous disabled people heavily dependent on specialist adjustments from the outset. Flexible working arrangements were identified as amongst the most beneficial forms of support available, enabling staff

to attend medical appointments and cope with variable health conditions. The committee cautioned that efforts to close the disability employment gap have ground to a halt since the pandemic. It established that disabled people remain 1.56 times less likely to be in employment than their non-disabled counterparts, while 10.1% of disabled workers leave their jobs annually compared with just 4.6% of non-disabled employees. MPs also drew attention to worries amongst small businesses, which they characterised as the “backbone of UK employment”. Numerous smaller enterprises informed

the inquiry they were lacking in awareness, guidance and financial backing to ensure workplaces became more accessible. The committee supported recommendations for a new Workplace Health Provision scheme put forward by Sir Charlie Mayfield in his Keep Britain Working review, but cautioned that firms remained doubtful about its operation and funding arrangements. Rather than compelling all employers to contribute on an equal basis, MPs encouraged ministers to consider alternative approaches “at least until the benefits have been realised”. The report additionally advocated for a nationwide

multimedia campaign to boost understanding of disabled workers’ rights and suggested a new duty requiring employers to inform all staff about the support available to them.

disabled workers, reasonable adjustments, two-week deadline, Work and Pensions Committee, flexible working requests, employment gap, workplace accessibility