Over the last few years, businesses have faced growing skills shortages across multiple industries. At the same time, a significant number of people are being pushed out of the workforce due to chronic illnesses like Myalgic Encephalomyelitis/Chronic Fatigue Syndrome (ME/CFS), Dysautonomia (including POTS), and Mast Cell Activation Syndrome (MCAS).
But what if these two issues were connected? What if the growing employment gap could be filled by the very people being left behind?
The Quality of Life Crisis & Employment Barriers
Recent studies show that people with ME/CFS, Dysautonomia, and neurodivergent conditions report some of the lowest health-related quality of life scores lower than many other chronic illnesses. Research comparing ME/CFS to 20 other chronic conditions found that individuals with ME/CFS report the lowest quality of life scores, even lower than those with multiple sclerosis and cancer. This highlights the severe functional impairment caused by these conditions, often leaving individuals unable to perform daily tasks without support.
A staggering 97% of ME/CFS patients report being unable to perform usual activities, with 83% experiencing mobility challenges and 92% suffering from chronic pain. Many also struggle with self-care, making traditional workplace expectations unrealistic without accommodations.
The pandemic only exacerbated this crisis. Post-viral conditions like Long COVID have driven a rapid increase in cases of ME/CFS and Dysautonomia, meaning that anyone (regardless of prior health) can develop these disabling conditions after repeated infections. One day, you’re healthy; the next, your nervous system no longer functions properly.
Despite this, businesses are tightening remote work policies and demanding more on-site presence, effectively closing the door on one of the largest untapped talent pools, people with disabilities and chronic illnesses who can work, but require flexibility to do so.
A Missed Opportunity in the Skills Shortage
The irony? Many industries struggling with labour shortages are the same industries where remote work is viable.
Technology, research, policy, marketing, administration, and customer service roles don’t require physical presence but are still subject to outdated workplace expectations. Employers frequently cite concerns about ‘fairness’ when refusing remote work requests, yet fairness doesn’t mean treating everyone the same; it means giving people what they need to succeed.
The disability employment gap isn’t about a lack of skills, it’s about a lack of awareness, flexibility, and acceptance in the workplace. When organisations don’t accommodate, they lose out on valuable employees who could fill critical gaps in their workforce.
Shifting the Mindset
Instead of seeing chronic illness and neurodivergence as ‘barriers’ to employment, businesses need to ask: how can we adapt to include more people?
Flexible & Remote Work Options: Many with ME/CFS and Dysautonomia can work if given the ability to control their environment (e.g., adjusting lighting, seating, and schedules to accommodate fluctuating symptoms). Studies show that a supportive work environment and clear communication between employers and employees are key factors in keeping chronically ill workers in the workforce.
Outcome-Based Work Models: Rigid 9-to-5 structures often exclude those with unpredictable conditions. Focusing on work output rather than time at a desk benefits everyone, not just disabled employees.
Proactive Accommodation Policies: Companies shouldn’t wait for someone to disclose a disability before creating an accessible workplace. Instead, design for inclusion from the start—because anyone can become disabled at any point in their career.
The Future of Work Must Be Inclusive
With rising chronic illness rates post-pandemic, this isn’t just a ‘disability issue’, it’s an economic and workforce issue that will affect millions. Businesses that embrace inclusive hiring and adaptive work environments will not only address the talent shortage but also build a more resilient, innovative, and diverse workforce.
If companies continue to ignore these shifts, they’ll be missing out on a highly skilled, motivated workforce that wants to contribute, but can’t, unless the workplace evolves.
Are we ready to have that conversation?
Let’s talk. What changes do you think workplaces need to make to be truly inclusive?
References
▪ Hvidberg et al. (2015). The Health-Related Quality of Life for Patients with ME/CFS. Retrieved from PubMed
▪ Bosma et al. (2020). Facilitators, Barriers, and Support Needs for Staying at Work with a Chronic Condition. Retrieved from PMC