BBK Manifesto 2026: Create workplaces that work for everyone
A serious injury can change every aspect of a person’s life, including their ability to return to work. While employment can play a vital role in recovery by restoring independence, routine and social connection, many people face unnecessary hurdles when trying to return to work.
We believe no one should be excluded from work because of an injury. That is why, as part of our 2026 Manifesto for Injured People, we are lobbying for practical changes that make workplaces more accessible, inclusive and supportive for all.
Delays are undermining Access to Work
One avoidable challenge is the Access to Work scheme, which provides practical and financial support to help disabled people and those with health conditions remain in employment, but unacceptable delays in processing applications is undermining its effectiveness.
A Committee of Public Accounts report in June 2026 showed applications that should be processed within a target of 25 working days are taking up to 37 weeks. The scheme funds vital support such as specialist equipment, support workers and travel costs. Without the adjustments they need, injured and disabled people’s jobs, income, health and wellbeing are put at risk.
The growing backlog is also discouraging employers from recruiting disabled people, highlighting the urgent need for reform and investment to ensure support is delivered when it is needed most. The report also highlighted case studies in which workers feared delays were forcing them to choose between risking their jobs and risking their health by working without appropriate adjustments.
The scale of the problem
The disability employment gap in the UK remains significant. The employment rate for disabled people of working age is 52.8%, compared to 82.5% for non-disabled people.
This leaves a persistent disability employment gap of 29.7 percentage points (as of November 2025).
The barriers
Too many people with life-changing injuries are prevented from fulfilling their potential at work by barriers that have little to do with their ability to perform the role:
- Physical barriers: workplaces, facilities and transport networks that are not designed to be accessible.
- Attitude barriers: outdated assumptions about disability and injury that can influence recruitment, progression and workplace culture.
- System barriers: policies and processes that make returning to work unnecessarily complex or financially risky.
For people living with the often hidden and long-term effects of a serious brain injury, the challenge of returning to and remaining in work can be particularly significant. Difficulties with memory, concentration, fatigue and communication are not always visible, yet they can have a profound impact on day-to-day working life. These challenges make timely support and appropriate workplace adjustments even more important.
The law is strong, but practice is failing
The legal framework is clear. Under the Equality Act 2010, employers must make reasonable adjustments to prevent disabled employees and job applicants from being placed at a disadvantage.
In principle, this is a powerful protection. In practice, however, the evidence shows many workers are left waiting months or even years for the support they need, and too many requests are refused without explanation.
Research from VinciWorks found that around 35% of HR and management professionals lack confidence in discussing or implementing workplace adjustments for neurodivergent employees.
Figures from the Business Disability Forum also show that approximately 25% of employees with approved adjustments wait more than a year for them to be fully implemented. Up to 34% of employees avoid requesting necessary adjustments because they fear being treated differently or facing negative consequences from managers.
It is clear the law is strong, but enforcement is weak, and awareness among employers remains inconsistent. As a result, rights that appear robust on paper are not always being delivered in real workplaces.
What needs to change
We believe four key changes would significantly improve access to work for people with injuries and disabilities:
- Greater awareness among employers of their duty to make reasonable adjustments and the support available to them, including Access to Work grants.
- Reduced Access to Work backlogs so people are not forced to choose between financial security and returning to work.
- Stronger enforcement of reasonable adjustments to ensure discrimination is challenged and rights are upheld.
- Investment in accessible infrastructure, from transport to digital platforms, so barriers are removed before they arise.
Turning rights into reality
No one should be excluded from work because of an injury, disability or acquired brain injury. Although the Equality Act sets out clear protections, too many people continue to face barriers because those protections are not always translated into meaningful action and opportunity.
Having rights on paper is only the first step. Employers must fulfil their responsibilities, regulators must hold organisations to account and Government must ensure schemes such as Access to Work are properly resourced and able to meet demand.
True progress will be achieved when action matches ambition in every workplace, creating environments where everyone can thrive. Only then will seriously injured people have the fair chance they deserve to rebuild their working lives and reach their full potential.
This blog is part of our 2026/27 Manifesto for Injured People. At Bolt Burdon Kemp, we support injured people not only by winning their cases but by driving positive change. Guided by our clients’ experiences and partnerships with charities across the UK, we are raising awareness of the changes needed to better support injured people. We will continue working with politicians from all parties to ensure injured people’s needs are not overlooked in Westminster or beyond. You can read our full manifesto here.
