A recent report from The Guardian highlights a troubling change in the job market. Remote work opportunities are declining. Sadly, this has disproportionately affected disabled people.
During the pandemic, remote work changed from a rare benefit to a common practice almost overnight. For many disabled workers, this change was not just convenient; it was groundbreaking. Jobs that were previously out of reach due to commuting issues, office barriers, chronic illness, fatigue, or sensory overload became possible. Work became more flexible, fair, and inclusive. Now, that progress seems to be reversing.
The study done by Lancaster University found that fully remote jobs have significantly decreased since their peak during the pandemic. While hybrid work is more common now than it was before 2020, fully remote positions have sharply declined over the past few years. On major job platforms, the share of fully remote listings has dropped by half compared to pandemic highs.
For disabled jobseekers, this isn’t just a small change in the labor market; it’s a returning structural barrier. More than 80% of disabled respondents in the study said remote work was either essential or very important in their job search. Nearly half preferred fully remote positions.
The reasons are both practical and personal: remote work can eliminate tiring commutes, reduce pain, allow for flexible schedules around medical needs, and create controlled environments that better support mental health or neurodivergence. For disabled parents and caregivers, flexibility can mean the difference between having a job and being excluded.
When employers reduce remote options or implement strict return-to-office policies, they may unintentionally limit their workforce to those who can consistently attend traditional office spaces. The outcome is clear: disabled workers, who already face higher unemployment rates than the general population, are pushed further to the margins.
This is not about giving special treatment. Remote work often serves as a reasonable accomodation, like assistive technology or accessible office design. It allows people to perform roles they are fully qualified for without unnecessary physical or logistical hurdles. Removing that option reduces flexibility and decreases access.
There is also a bigger economic argument. When disabled people are left out of the workforce, companies lose skilled employees, and economies lose productivity. Inclusion is not just a moral issue; it is a practical one. Companies that adopt flexible models often see higher retention, improved morale, and access to a broader talent pool.
The pandemic showed us that many jobs can be done effectively outside a traditional office. The infrastructure is in place. The technology is effective. The cultural shift has already taken place.
The question now is whether employers and policymakers are willing to recognize that remote work is more than just a perk. For many disabled people, it is the link between unemployment and independence, between isolation and participation. If that link disappears, so do opportunities.
Source:
Inman, Phillip. “Decline in Remote Jobs Risks Shutting Disabled People Out of Work, Study Finds.” The Guardian,Guardian News & Media Ltd, 21 Feb. 2026, https://www.theguardian.com/world/2026/feb/21/decline-in-remote-jobs-risks-shutting-disabled-people-out-of-work-study-finds.