Title: Remote Work Reversals Endanger Hard-Won Progress for Employees with Disabilities
On January 20, within his initial day back at work, President Donald Trump released a memorandum terminating remote work for millions of federal workers. The decision was applauded by numerous Republican legislators—many of whom have proposed laws aimed at restricting or monitoring telecommuting—and by business partners who have similarly advocated for return-to-office (RTO) mandates. These initiatives overlook mounting evidence from specialists indicating that remote work provides a wealth of advantages, such as enhanced productivity and better work-life integration.
Proponents of the RTO movement contend that it will enhance efficiency and reduce expenses. However, these strategies disproportionately affect vulnerable demographics—especially employees with disabilities—who now encounter a stark dilemma: return to on-site employment or resign from their positions.
The Human Toll of RTO Policies
“Truly valuable individuals—federal employees with disabilities—are losing their jobs, not due to performance issues, but because of policy,” stated Katy Neas, president and CEO of The Arc, an organization advocating for disability rights. Neas, who previously served on the U.S. Senate Subcommittee on Disability Policy, underscored that federal employment has historically offered a refuge for individuals with disabilities because of its size, stability, and available health insurance and accommodations.
The federal government employs the highest proportion of individuals with disabilities in the U.S. labor market. Prior to the Affordable Care Act’s expansion of Medicaid access and its prohibition of insurance discrimination, many individuals with disabilities specifically sought federal employment for the healthcare benefits it provided.
Dan Stewart, managing attorney for education and employment at the National Disability Rights Network (NDRN), pointed out that individuals with disabilities have long encountered lower employment rates and are more likely to be self-employed, part-time, or even unpaid. However, the surge of remote work during the pandemic altered this trend.
Indeed, 2024 saw a historic peak in employment for individuals with disabilities, reaching 22.7 percent, as per the Bureau of Labor Statistics. Remote work has been instrumental in this advancement, providing flexibility and diminishing the necessity for physical adaptations and transportation—hurdles that frequently hinder people with disabilities from entering the workforce.
“Remote work is a means to enable individuals to participate in employment,” Stewart remarked. “Especially for individuals with disabilities, though not solely.”
A Shift in Workplace Accommodation Culture
The pandemic normalized remote work and, in doing so, reshaped the discourse regarding workplace accommodations. While the Americans with Disabilities Act (ADA) mandates employers to offer reasonable accommodations, it does not explicitly affirm remote work as a viable option. Prior to 2020, employees had to negotiate for such flexibility individually. Yet once remote work gained popularity, those discussions became simpler—and more fruitful.
“What the pandemic accomplished was expanding our comprehension of what a reasonable accommodation entails,” said Neas. “We’ve come to understand that one solution doesn’t apply to everyone. Each person has distinct requirements to be effective, and acknowledging that complexity benefits everyone.”
Stewart further noted that neglecting to support employees with disabilities isn’t merely a societal concern—it’s an economic one. “Increasing the workforce is simply advantageous business practice. We’re harnessing the skills and talents of individuals with disabilities, and remote work facilitates that opportunity.”
As the workforce ages, the demand for accommodations will only escalate. Nearly 45 million Americans live with some form of disability, and a considerable number remain of working age. The older workforce—those aged 65 and up—has doubled since the 1980s and continues to grow. Consequently, more employees will require accommodations at various stages in their careers.
The Dangers of Rolling Back Remote Work
Despite its advantages, remote work is under siege. In 2023, major companies such as Amazon and Google commenced enforcing in-person work requirements, raising alarms among disability advocates. They cautioned that these changes would primarily impact workers with disabilities who depend on flexible hours and accessible workplaces.
Recently, Amazon tightened its policies regarding disability accommodations, complicating access for employees seeking remote work exemptions. Experts fear that revoking universal remote work policies could lead to increased oversight and discrimination against workers with disabilities.
“The elimination of universal remote work options may dangerously isolate employees needing accommodations,” Stewart explained. “It creates a surveillance-like environment that makes it easier to single them out.”
The Trump administration’s wider anti-DEIA (Diversity, Equity, Inclusion, and Accessibility) agenda has only amplified these worries. Executive orders have slashed funding for federal entities and overhauled the Equal Employment Opportunity Commission (EEOC) to conform to the administration’s anti-DEIA philosophy. Legal and civil rights groups, including the American Federation of Government Employees and the ACLU, have mounted opposition, highlighting the rights of federal employees with disabilities.
As the nation commemorates the 35th anniversary of the ADA, advocates caution that workers with disabilities are confronting a fresh barrage of accessibility obstacles.
A Battle for Equity and Choice
Neas and Stewart emphasize that the objective isn’t to mandate remote work for everyone, but to maintain it as a viable alternative. “It