Disabled Workers Benefit from Flexible Schedules

With office life turned upside down by COVID-19, flexibility in work schedules has become essential. This is especially so for Americans with disabilities who often need flexible schedules to help them get the rest they need and the ability to take time to manage health issues.

“Providing work schedule flexibility is a big factor for many disabled persons being able to return to work,” said Alan Hubbard, Chief Operating Officer of NTI@Home, a nonprofit organization that assists Americans with disabilities find work-from-home positions in companies with call centers.

Whether the flexible work schedule involves shorter workdays, flexible hours, or telecommuting, benefits exist for both employer and employee.

Benefits

• Flexible schedules led to better work-life balance, providing employees with more time to manage their home lives and attend family events.
• Happier employees are better employees. Flexible schedules allow Americans with disabilities who are managing serious health issues more control over their care.
• Adjusting commuting times to avoid the stress of traffic is a motivating factor to return to the workplace.
• The pandemic has also brought into focus how working remotely allows employees to expand their job market area. This benefit extends to employers who gain access to a larger candidate pool.
• Employees are more productive working at home. In a 2020 Stanford study, remote workers were found to be 13% more productive compared to those in the office.
• Workflow may increase as employees are able to work when they accomplish most, feel freshest, and enjoy working.

“Companies that don’t offer flexibility are missing an opportunity to enhance their workforce and their ability to recruit outstanding employees,” said Hubbard. “Providing options gives people an increased feeling of control that they value, while in turn reducing turnover for the employer.”

Employers need to be in constant contact with their remote workers, providing support as needed. It is also important to encourage people to spend some time away from work.

“As managers, we have to be understanding and realize that life events happen, and they may need to step away for a while,” said Hubbard. “ When the line between home and work is blurred, it can mean the people are working all of the time.”