Disability Statistics: What UK Data Reveals for Employers

Conversations about disability are no longer confined to the margins of policy reports. Driven by a deeper analysis of disability statistics, we now understand that the number of people in the UK living with a disability has risen sharply in the past decade. 

This data reveals a shift that is reshaping the labour market, the economy, and the expectations for all employers. It’s essential for businesses and policymakers to understand the scale of disability prevalence and the real-world challenges it creates.

Here’s a data-fueled look at the rise in disability, what it means in practice, and what it signals for the future.

The rise in disability prevalence UK

According to the Department for Work and Pensions’ Family Resources Survey, the core disability statistics show 16.1 million people in the UK were disabled in 2022/23. This accounts for 24% of the total population (House of Commons Library). That’s a six-percentage-point increase since 2002/03, when 18% of people reported a disability. However, most of that rise has happened in the past ten years, with prevalence growing by five points since 2012/13.

Age remains a major factor. About 11% of children live with a disability, compared to 23% of working-age adults and 45% of those over state pension age. Among people aged 85 and over, two-thirds report a disability. This creates a complex picture, as disability is no longer simply associated with ageing populations but also increasingly affects younger workers, a key trend in modern disability data.

The Office for National Statistics (ONS) adds further detail through its Labour Force Survey. In April–June 2024, it found that 24.8% of the working-age population (10.5 million people) self-reported as disabled (Economics Observatory). This represents nearly 4 million more people compared with 2013. A particularly notable trend is the rise in younger adults reporting mental health conditions, especially women. This just goes to highlight how definitions of disability now encompass both physical and psychological health barriers.

Outcomes for disabled people

Disability statistics only tell part of the story. For many disabled people, outcomes in work and wider life still lag behind their non-disabled peers. The ONS has tracked persistent inequalities, but the employment gap is one of the most striking areas.

In late 2023, the employment rate for disabled people stood at 54.2%, compared to 82% for non-disabled people. This gap of nearly 30 percentage points is stubborn and has shown little sign of narrowing in recent years. On top of that, the disability pay gap remains around 12%, meaning disabled workers earn significantly less per hour than their counterparts.

These figures underline the lived experience for many: finding work is harder, staying in work often requires more support like reasonable adjustments, and financial inequality persists. For employers, this means that providing an accessible and fair inclusive workplace is not only a legal obligation under the Equality Act 2010, but also a crucial part of addressing systemic inequality.

Check out our blog Let’s Talk About The Disability Employment Gap UK for more.

Practical disability statistics employers can’t ignore

To bring these numbers into sharper focus, here are some headline figures from the data:

• 16.1 million people in the UK reported a disability in 2022/23 (24% of the population).
• 10.5 million working-age adults were disabled as of mid-2024, up nearly 4 million since 2013.
• The employment rate gap: 54% for disabled people vs. 82% for non-disabled.
• The pay gap: disabled employees earn around 12% less per hour.
• Disability benefit claimants have risen from 3.9 million in 2002 to 6.9 million in 2024 (House of Commons Library).

These are not abstract percentages; they translate into the reality that one in four customers, colleagues, and applicants could be living with a disability.

Why the rise in disability prevalence matters for employers

For employers, the increase in disability prevalence cannot be treated as a background trend. It has direct consequences for recruitment, retention, workplace culture and the bottom line. More disabled people in the workforce means more applications, more requests for reasonable adjustments, and more demand for inclusive policies.

Research also shows that disabled workers bring valuable perspectives and problem-solving approaches, often shaped by lived experience. Organisations that fail to embrace this risk missing out on talent. Yet too often, workplaces still operate on outdated assumptions: that disabled staff will require costly adjustments, or that inclusion is simply a compliance exercise.

In reality, many adjustments like flexible hours, remote working options, or small equipment changes are low cost and high impact. Government schemes such as Access to Work can also cover expenses that employers worry about. The real challenge lies in leadership commitment and creating a culture where employees feel able to disclose their needs without fear.

What employers can do now

So, what should businesses take away from these trends? First, the numbers are clear: disability is increasingly common, and it affects all age groups. Second, the legal framework demands fair treatment, but the case for action goes well beyond compliance.

Employers should be proactive in three key areas:

1. Recruitment: By making job adverts and processes accessible and openly signalling support for disabled applicants—for instance, through the Disability Confident scheme. 
2. Prioritise retention: This means offering adjustments quickly and ensuring line managers understand their role. 
3. Workplace culture: Encourage openness, tackle stigma, and make inclusion part of everyday business, not just HR policy.

It’s also worth remembering that inclusion is not one-size-fits-all. The experiences of someone managing Crohn’s disease in a fast-paced office will be very different from those of a colleague with mobility needs in a warehouse setting. Listening to staff and tailoring support is key.

Looking Ahead

The rise in disability prevalence is not a temporary blip. Whether due to demographic shifts, mental health pressures, or long-term health impacts of Covid, it is now a defining feature of the UK population and workforce. For employers, the disability statistics provide a clear call to action.

The data can seem daunting, but it also represents an opportunity. A quarter of the population living with disability means that more voices, perspectives and talents are waiting to be recognised. Employers who embrace this reality by building accessible environments or inclusive practices will not just meet their obligations—they will build stronger, more resilient businesses ready for the future.

The team here at Careers with Disabilities can help you become a disability-friendly employer today.

Call us on 0345 872 4501 or email info@careerswithdisabilities.com