For disabled employees, financial security depends on benefits and guidance

• Key Insight: Learn how aligning workplace and public benefits can unlock long-term financial stability for disabled employees.
• Supporting Data: Households with an adult with disability require 28% more income, per Voya.
• Forward Look: Expect employers to embed disability inclusion into strategic benefits and talent plans.
  Source: Bullets generated by AI with editorial review

For many employees living with a disability, financial stability isn't just about salary — it's deeply tied to whether benefits actually meet their day-to-day needs.

Households with an adult with a disability require an average of 28% more income, according to a recent financial report from financial services company Voya, but one in five employees with disabilities experience discrimination when seeking financial planning support. More inclusive financial wellness benefits and more comprehensive disability support could help ease some of the monetary strain. 

"Employees with disabilities are navigating everyday financial decisions while also managing healthcare needs and maintaining eligibility for means-tested government benefits," says Kathie Tarpey, the leader of the Voya Cares team at Voya Financial. "When these gaps are not addressed, people with disabilities feel limited in how they pursue both financial stability and career growth."

Read more: Why workers with disabilities still fear taking leave

One of the biggest challenges is figuring out how income, savings, employee benefits and government programs like Medicaid or Supplemental Security Income (SSI) fit together. Many financial wellness programs are designed with a broad audience in mind, but they do not always reflect the full range of employee experiences. There is an opportunity for employers to more closely connect benefits, financial education and inclusion, especially when it comes to understanding how workplace and government benefits interact. With the right guidance, these pieces can work in harmony to support long-term financial stability and expand future opportunities. 

Workplace benefits  provide an impactful financial addition to employees' paychecks. For instance, employer-sponsored life insurance often offers coverage without medical underwriting, making it a more accessible option for many individuals with disabilities.

"Leaders can make a meaningful impact by ensuring that existing programs are inclusive and accessible," Tarpey says. "When employers provide inclusive benefits and targeted financial education, employees are more engaged, more confident and better positioned to grow in their careers while maintaining financial well-being."

Making change where it matters most

The first step is designing benefits and financial wellness programs that reflect disabled employees' real-life complexity, according to Tarpey, like the need for more flexibility and the existence of stigma and prejudice, while pairing them with clear, practical guidance. It also means embedding disability inclusion into the broader business strategy and ensuring managers feel equipped to support their teams.

Together, these efforts create an environment where all employees can succeed. Through Voya Cares, for example, Tarpey shares that employees can access specialized financial planning tools, caregiver support resources, inclusive workplace guidance, and research-backed information to help navigate benefits and plan for long-term financial security.

Read more: A disconnect still exists between employees with disabilities and their employers

"We focus on helping those living with disabilities navigate the intersection of workplace benefits, public benefits and long-term financial planning," she says. "The goal is to make financial confidence more accessible."

The good news, according to Tarpey, is that there has been a lot of meaningful progress in this area over the past decade. Employers are recognizing disability as an important part of workforce inclusion, investing in more thoughtful solutions and shifting from awareness to action.

"There is still more to be done, but the momentum is strong," Tarpey says. "When employers get this right, the impact is meaningful for individuals, businesses and the broader economy."