The FlexPlus Report: Inclusive Solutions for Disabled Jobseekers

A groundbreaking new report, Can flexible working help disability inclusion? Overcoming barriers to Flex Plus working, is set to be discussed at the Houses of Parliament on March 25th, 2025. Published by the ESRC Centre for Society and Mental Health in partnership with King’s Business School, the report explores how ‘flex plus’ working practices - not dissimilar to our workstyle approach - can impact disability employment outcomes in the post-COVID era.

Understanding the Need for FlexPlus 

Currently, disabled individuals and those with long-term health conditions are 28% less likely to be employed than their non-disabled counterparts. While flexible working has gained momentum since the COVID-19 pandemic, evidence suggests that its impact on disability employment outcomes remains limited. The study, led by Catherine Hale, Ben Geiger, and Kim Hoque, examines the barriers and enablers of flexible working, with a particular focus on ‘FlexPlus’—a model that combines multiple dimensions of flexibility to better support those with fluctuating conditions.

FlexPlus includes:

• Worktime flexibility – Allowing employees to spread their working hours over a longer period to accommodate fluctuating health conditions.

• Reduced hours – Recognizing that many individuals with energy-limiting conditions (ELCs) cannot sustain full-time work.

• Remote working – Providing autonomy and minimizing travel-related fatigue or sensory overload.

Key Findings from the Research

• Many employers already accommodate FlexPlus arrangements for existing employees as reasonable adjustments, particularly for those who develop a health condition while in work.

• However, these arrangements are rarely extended to jobseekers, meaning disabled individuals seeking to re-enter the workforce struggle to find roles offering FlexPlus flexibility.

• The recent strengthening of flexible working rights risks overlooking disabled employees, as many new workplace policies cater primarily to parents and carers rather than those with disabilities.

• Employers acknowledge the need for proactive FlexPlus job design but require further guidance, research, and toolkits to integrate these practices effectively.

The research highlights that government policies aimed at increasing employment for disabled individuals are currently insufficient. Instead, a collaborative approach with businesses to design FlexPlus job opportunities could be a key step forward in bridging the disability employment gap. Please read more about our Workstyle Pioneers programme which does just that if this is of interest to you or your organisation. 

The full findings from the FlexPlus Report will be released later this year, but this report already provides crucial insights for closing the disabled employment gap. To read the current report in full, follow the link here.