- Key Insight: See why nearly half of U.S. workers hesitate to use disability benefits.
- What's at Stake: Employees who delay taking medical leave face severe personal and professional consequences.
- Forward Look: Get ready for a shift toward prioritizing manager education to build benefits trust.
Nearly half of U.S. workers worry that using disability benefits could hurt their future career prospects, according to a new survey, highlighting the need for better education about leave policies and employee protections.
The study by Social Security disability advocacy firm Quikaid also revealed that 76% of employees have
"While the number is certainly eye-opening, it is unfortunately consistent with today's economic reality," said David Wright, chief executive officer at Quikaid. "For many workers, missing even a single paycheck can create immediate financial pressure, making it feel safer to continue working through pain than to take time off."
Forty-seven percent of workers say they have felt pressure to minimize or
The findings are drawn from a survey of 1,000 U.S. adults who are currently employed or have worked within the past two years, examining how workers respond to illness, injury and unexpected income loss.
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Wright recently spoke with Employee Benefit News about the survey findings and how employers can build trust around disability benefits. This interview has been edited for length and clarity.
What's driving the gap between employers offering disability benefits and workers actually understanding or using them?
It's not that disability benefits don't exist, it's that many employees don't learn about them until they're already in crisis mode. Our research found that 2 in 5 workers aren't even sure whether they would qualify for disability benefits, and nearly one-quarter wouldn't know where to begin the application process. That's a pretty accurate reflection of the
Another factor contributing to this gap is that benefits enrollment meetings often place greater emphasis on selecting plans than on preparing employees for real-life situations in which they may actually need to use those benefits. If someone is coping with an injury, serious illness, or mental health crisis, they are far less likely to absorb complex information they have never encountered before.
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A more effective approach is to treat disability education as an ongoing conversation rather than a once-a-year compliance exercise.
How much of this is an education problem versus a deeper workplace culture issue around taking leave?
It's both, and the two reinforce one another. Employees are unlikely to use benefits they don't understand. Even when they are aware those benefits exist, they may still avoid using them if they believe taking time off could harm their reputation or limit their career opportunities.
Our research found that nearly half of workers feel pressured to minimize or hide their health problems at work, reinforcing that the cultural barrier is just as significant as the informational one.
Nearly half of workers worry that using disability benefits could hurt their future at work — what do you think is behind that fear?
Employees are making practical assessments based on the incentives they see in the workplace. Performance reviews, promotions, project assignments, and visibility often reward constant availability, so it's understandable that workers worry stepping away, even for legitimate reasons, could have long-term career consequences.
Some of that concern stems from personal experience, but much of it comes from uncertainty. When companies don't openly discuss disability leave or highlight leaders who have successfully used these benefits, employees are left to assume the worst. In many cases, silence creates more anxiety than clear communication ever would.
What are the real consequences for employees and employers when people avoid using disability benefits when they actually need them?
For employees who choose to
By helping employees recover sooner, companies not only improve outcomes for their workforce but also strengthen their own performance.
Where are employers going wrong in how they communicate disability or income protection benefits today?
Many organizations communicate benefits as paperwork rather than practical resources. Employees receive lengthy enrollment materials during onboarding or open enrollment, but they rarely hear about disability coverage again unless they are already dealing with a medical event. By that point, they are often stressed, overwhelmed, and trying to navigate unfamiliar systems during an already difficult time.
Considering that nearly half of our respondents said their employer does not actively communicate about disability or income protection benefits, it's easy to see how an information vacuum develops. In the absence of clear communication, misconceptions replace facts, and employees underestimate both their eligibility for benefits and the support available to them.
What does effective benefits education look like in practice — are there employers doing this well?
The organizations that do this well treat benefits education as an ongoing process rather than a once-a-year event. They provide clear, easy-to-understand information throughout the year, train managers to connect employees with available resources, and use realistic scenarios so employees understand what disability coverage looks like before they ever need to use it.
The most effective employers also normalize these conversations. Rather than treating disability leave as a rare or uncomfortable topic, they present it alongside parental leave, mental health resources, and other well-being programs. This helps employees view disability benefits as a routine part of a healthy workplace instead of something to be used only as a last resort.
If you had to pick one change employers could make right now, what would most improve understanding and trust around disability benefits?
I would make manager education a higher priority. Employees are far more likely to turn to their direct supervisor for guidance than to log into an HR portal, so it's essential that managers understand disability benefits well enough to connect their team members with the appropriate resources without creating stigma or uncertainty.
When employees receive consistent, supportive messaging from their managers throughout the year, not just during enrollment season, everyone benefits. It builds trust, increases confidence in the available resources, and encourages employees to seek help when they need it. In many cases, that has a greater impact than simply adding another benefit to the package.
