Why workers with disabilities still fear taking leave

• Key Insight: Discover how proactive accommodation strategies reduce costly leave disruptions and preserve productivity.
• What's at Stake: Unstructured leave processes risk turnover, legal exposure and weakening employer brand.
• Forward Look: Prepare for heightened ADA compliance scrutiny and proactive caregiver accommodation policies.
• Source: Bullets generated by AI with editorial review

Over the course of their career, most employees will need to take extended leave, either due to a disability or to care for a loved one. 

However, the vast majority of companies aren't prepared for this scenario, which can leave employees feeling unsupported, says Rachel Shaw, a seasoned HR executive. 

"Every time they get a request for leave or an accommodation, it becomes one more thing for an HR person to manage or figure out," she says.

On the flip side, having a comprehensive diversity, equity and inclusion strategy in place for caregivers and employees with disabilities can boost productivity and build loyalty in the long term, says Shaw. Her company, Rachel Shaw Inc, helps organizations strengthen their ADA compliance, disability accommodation processes and leave management practices. 

Read more: The hidden strain of special-needs caregiving on today's workforce

How a company treats people when they are navigating health, disability or caregiving responsibilities "tells your workforce everything about who you are as an employer," Shaw says. 

"If you want to keep your talent, you have to make them feel — without guilt and shame — that 'we've got you,'" Shaw says. "Otherwise good talent leaves … they'll go to another company where they're going to treat them with respect and understand that leave is just part of an employment life cycle."

Policy vs. practice

According to a recent study by the Institute for Public Relations, 40% of employees are not familiar with their organization's position or strategic plan related to disabilities in the workplace. Just over one-third said they were "very familiar" with their organization's stance.

While awareness gaps remain, a majority of respondents said their companies communicate effectively about disability accommodation programs and policies internally (59%). Slightly fewer believe their organizations publicly celebrate their commitments to supporting individuals with disabilities (53%).

Read more: Caregivers find much-needed relief with this unique eldercare solution

Broader workplace culture indicators were more positive. Nearly two-thirds of employees said their organization fosters overall diversity, equity and inclusion (66%), ensures individuals with disabilities feel a sense of belonging (68%), and provides appropriate accommodations (65%).

Still, comfort levels differ across groups. Caregivers were more likely to say they feel comfortable discussing their responsibilities at work (76%) than employees with disabilities were to talk about their own disability (69%). Overall, six in 10 respondents said their workplace encourages open conversations about disabilities and caregiving responsibilities.

Employers are generally complying with federal leave requirements such as the Family and Medical Leave Act, but how these requests are handled remain significant problem areas, Shaw says. 

"Employers understand they have to allow it," Shaw says. "But a lot of times, they don't have that conversation with the supervisor about, 'You don't get to be mad about it. You don't get to have an opinion about it.'"

Read more: Exclusive research: The caregiving benefits employees need

As a result, employees may receive the leave they are entitled to, but face resentment or suspicion from supervisors who believe the time off is being misused. "The leave is given, but then there's this sort of moral conflict about it," Shaw says, adding that some workers are made to feel "like they're a criminal for taking leave that they may need."

How these leave requests play out in real time for caregivers and those with disabilities all trace back to whether the employer has a solid plan in place, Shaw says. 

"If employers can pre-plan and identify those accommodations, they might be able to greatly reduce one of the most impactful disability and family care issues — which is leave," Shaw says. "You want to support employees to work with you through their tragedy or difficult time so they'll be there with you long term."