Building accessible and inclusive workplaces for persons with disabilities

Every year in December, International Day of Persons with Disabilities calls global attention to the experiences and rights of disabled people. For HR, compensation & benefits and wellbeing professionals in Europe, this is a crucial opportunity to reflect on how workplaces can become more accessible, inclusive and supportive for all.

Disability in Western Europe

International Day of Persons with Disabilities is a reminder for employers across Europe to consider the barriers faced by the more than 87 million people with a disability in the European region^[1].

Only half of individuals with disabilities are employed compared to three quarters of individuals without a disability^[2], and less than 30% of people with disabilities attain a tertiary degree compared to 43% of those without disabilities. This aligns with WTW’s 2024 Global Benefit Attitude Survey findings for Europe, where only 11% of employees participating in the survey indicated that they had a disability.

Creating accessible and inclusive workplaces isn’t just a moral imperative, but a driver of wellbeing, engagement and business performance. As expectations evolve, employers must take proactive steps to ensure everyone can thrive at work.

Legislative framework: Laws and employer obligations

According to the European Commission, approximately one in six people in the EU live with a disability^[3] In Western Europe, this means millions of employees and candidates may experience physical, sensory, mental health, intellectual, or long-term health challenges.

Across Western Europe, legislation increasingly recognizes the rights of disabled people. At the European level, various Charters, Treaties and international instruments set out minimum standards for the rights of individuals with disabilities living and working in the EU. This includes vocational training, ergonomics, accessibility, mobility and means of transport in respect of employment and workplace access.

The UK’s Equality Act 2010 defines disability as “a physical or mental impairment with a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities’, prohibits discrimination and requires employers to make reasonable adjustments.”^[4]

In Norway, the Anti-Discrimination and Accessibility Act (Diskriminerings- og tilgjengelighetsloven) mandates universal design principles in workplaces.^[5] Employers are obliged to remove barriers, adapt recruitment and working arrangements, and ensure equitable access to benefits and opportunities. Non-compliance may result in legal action, reputational damage and talent loss (Equality and Human Rights Commission, Bufdir Norway).^[6]

Key benefits of inclusive workplace and benefit strategies

Barriers include inaccessible workplaces, stigma, lack of adjustments and limited benefits coverage. These obstacles lead to underemployment, presenteeism and lower wellbeing. Inclusive strategies, on the other hand, help unlock potential, foster innovation and reduce absenteeism.

Understanding disability requires sensitivity to language and lived experience, as well as personal preference, for example, many individuals prefer ‘disabled person’ as an identity, while others use ‘differently abled’. Ultimately, disability is not just a medical condition—it arises from the interaction between individuals and unaccommodating environments.

Enhanced talent attraction and retention

Disability friendly, inclusive employers are more likely to attract and retain skilled workers, including those with disabilities and their allies.

Higher employee engagement

Accessible benefit programs and flexible work arrangements boost morale and loyalty among all staff.

Improved organizational reputation

Leading on inclusion enhances employer brand and demonstrates corporate social responsibility.

Broader innovation and problem-solving

Diverse teams bring wider perspectives, driving creativity and better decision-making.

Reduced legal and operational risks

Proactive compliance with accessibility legislation minimizes litigation and business disruption.

As the population ages and chronic health conditions rise, accessible workplaces will become even more critical for workforce sustainability and business resilience.

Advancing accessibility and wellbeing

1. Audit and remove barriers in benefits programs: Review health and wellbeing offerings for accessibility—ensure digital tools are compliant, communications are readable and mental health support is visible.
2. Engage employees in co-design: Involve disabled staff and Employee Resource Groups (ERGs) in shaping benefits and workplace adjustments. This drives relevance, trust, and uptake.
3. Promote flexible and preventive health support: Offer flexibility in benefits usage (e.g., remote appointments, assistive technology, tailored care pathways) to empower all employees and promote preventive care to reduce long-term absence.

Conclusion

International Day of Persons with Disabilities is a chance for employers to lead on accessibility and inclusion. By understanding the landscape, leveraging legislation and acting on data and employee voices, employers can build equitable workplaces where everyone thrives.

Start today: audit your benefits, engage your people and invest in accessible wellbeing.

Footnotes

1. Persons with disabilities . Return to article undo
2. Employment and disability in the European Union . Return to article undo
3. Employment and disability in the European Union . Return to article undo
4. Definition of disability under the Equality Act 2010 . Return to article undo
5. Chapter 3. Universal design and individual accommodation . Return to article undo
6. Norway . Return to article undo

Author

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Lucie McGrath

Health, Equity and Wellbeing Lead, Europe

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