By Roz Jones

Understanding disability employment is an important first step, but knowing the law is only part of the picture. For an aging loved one who is living with a disability and continuing to work, the larger concern may be whether their current job can continue to meet their changing needs. Employment can provide income, structure, independence, connection, and a sense of purpose, which is why changes in health do not automatically have to mean leaving the workforce.

The more useful place to begin is by looking closely at what has changed. A loved one may still be able to complete the essential responsibilities of their job while finding certain parts of the workday more difficult. Energy levels may shift. Transportation may become more challenging. Medical appointments may interfere with a normal schedule. A task that once felt manageable may now require more time or support. Those changes may point to a need for workplace adjustments rather than an immediate need to stop working.

Workplace Accommodations Can Support Continued Employment

Federal disability protections continue to require covered employers to consider reasonable accommodations for qualified employees with disabilities. Depending on the job and the employee’s needs, an accommodation may involve a modified work schedule, changes to equipment, adjustments to the work environment, telework, or time away from work for treatment.

The purpose of an accommodation is not to remove the essential responsibilities of the job. It is to remove barriers that may prevent an employee from performing those responsibilities. For an aging loved one whose health needs are changing, the right accommodation may allow them to continue working safely and effectively without feeling forced into an all-or-nothing decision about employment.

Caregivers can support this process by helping a loved one identify where the difficulty is occurring and what type of change may help. That support can include organizing medical information, reviewing workplace policies, or preparing questions before a conversation with an employer. The goal is to make the process easier without taking over decisions that belong to the person who is working.

Protecting Independence Still Matters

Caregivers are often used to stepping in when something needs to be handled. That may work well when managing appointments, medications, or transportation, but workplace advocacy requires a different balance. Employment is closely tied to independence, privacy, and identity, and the loved one should remain at the center of decisions whenever possible.

A caregiver can offer support without becoming the spokesperson for every workplace concern. The employee should have room to decide what they want to disclose, what kind of assistance they want to request, and how involved they want family members to be. Supporting self-advocacy can help preserve confidence while also making sure important needs are not ignored.

Requesting an accommodation does not mean an employee must share every detail of their medical history. When a disability or need for accommodation is not obvious, an employer may request appropriate medical documentation, but medical information obtained through that process is generally required to remain confidential under the Americans with Disabilities Act.

That distinction can be important for aging adults who want support but are uncomfortable sharing more information than necessary. Understanding what an employer may reasonably request can make the accommodation process feel more manageable and less intrusive.

Employment Decisions Can Affect Benefits

For some aging adults with disabilities, employment decisions are connected to Social Security disability benefits. Returning to work, increasing hours, or earning more income may affect benefits, but the impact is not always immediate or straightforward.

Social Security continues to offer work incentives for eligible people receiving disability benefits, and the Ticket to Work program remains available to qualifying beneficiaries between the ages of 18 and 64. These programs are designed to help people explore employment while understanding how work may affect their benefits.

Caregivers should avoid making assumptions about what will happen to a loved one’s benefits if they begin working more. Benefits counseling can help families understand how earnings may affect SSDI, SSI, or related supports before major employment decisions are made. Accurate information can prevent a loved one from leaving the workforce unnecessarily or accepting additional work without understanding the financial impact.

The Care Plan May Need to Change Too

Employment changes do not affect only the employee. They may also create new responsibilities for the family caregiver. Transportation may require more planning. Medical appointments may need to be scheduled around work hours. More support may be needed before the workday begins or after it ends.

Those changes should be considered as part of the overall care plan. Supporting a loved one’s employment should not mean one caregiver quietly taking on every additional responsibility. If the work arrangement changes, the caregiving arrangement may need to change with it.

Families may need to look at where additional support is needed and whether responsibilities can be shared. A strong care plan should support the loved one’s independence without placing the entire burden of making employment possible on one person.

Employment Does Not Have to Be All or Nothing

Aging with a disability may change what work looks like, but it does not automatically eliminate the ability to remain employed. A different schedule may help. A workplace accommodation may remove a barrier. A different position may better match current abilities.

The goal is not to push an aging loved one to continue working when their health no longer allows it. The goal is to make sure the decision is based on their actual needs, abilities, and options instead of assumptions about disability or aging.

Caregivers can play an important role by helping a loved one understand their rights, explore available resources, and consider how employment fits into the larger care plan. When the right support is in place, continued employment may still be realistic, meaningful, and beneficial.

If you have not read the first blog in this series, read Understanding Disability Employment: A Caregiver’s Guide for an introduction to workplace rights, disability employment, and the caregiver’s role in supporting an aging loved one in the workforce.

Tune in to The Caregiver Café Podcast

9 Things to Consider After Hospital Discharge

Listen to The Caregiver Cafe Podcast: 9 Things to Consider After Hospital Discharge for guidance on preparing for the transition home and the responsibilities that may follow a hospital stay.

Give Yourself a Moment of Grace

Caregiving includes demanding days, unexpected changes, and moments of connection that may be easy to overlook. Moments of Grace offers encouragement to caregivers who need a reminder to pause and recognize the meaningful moments along the journey.

Preparing for hurricane season?

Are you preparing for hurricane season? Purchase the Caregiver Hurricane Preparedness Checklist to organize the information and supplies your family may need before severe weather arrives.

Subscribe to The Caregiver Cafe Weekly Newsletter!