New government proposals aimed at helping disabled people enter the workforce are drawing attention to one of the most persistent barriers to employment in the UK: the risk of losing benefits.
The “right to try” policy, outlined by ministers in April 2026, is designed to allow disabled people to attempt work without immediately losing access to financial support. The move is intended to encourage more people to explore employment opportunities without the fear of being left without income if a role proves unsuitable.
The policy comes at a time when economic inactivity due to long-term illness remains high. Latest figures from the Office for National Statistics (ONS) show that around 2.8 million people are economically inactive due to long-term sickness, highlighting the scale of the challenge.
Addressing a Long-Standing Barrier
For many disabled people, the transition into work can carry significant financial risk.
Under the current system, taking on employment can lead to changes in benefit eligibility, creating uncertainty about income stability. If a job does not work out—due to health conditions or workplace challenges—re-entering the benefits system can be complex and time-consuming.
The proposed “right to try” approach aims to reduce this risk by allowing individuals to test employment opportunities while maintaining a degree of financial security.
Ministers say the policy is part of a broader effort to increase workforce participation and reduce long-term economic inactivity.
Employment Gap Remains Significant
Despite various initiatives, disabled people continue to face barriers in accessing employment.
According to the latest government data, the disability employment rate remains significantly lower than for non-disabled people, with a gap of around 28 percentage points between the two groups.
This gap reflects a combination of factors, including workplace accessibility, employer attitudes, and the availability of flexible roles.
While policies such as “right to try” aim to address financial barriers, campaigners argue that broader structural issues remain.
Concerns Over Implementation
Disability organisations have broadly welcomed efforts to reduce risk for those considering work, but have also raised concerns about how the policy will be implemented.
Campaigners point to ongoing challenges within existing support systems, including delays and inconsistencies in programmes such as Access to Work, which provides funding for workplace adjustments.
There are also concerns that without improvements in job quality, flexibility, and employer support, financial incentives alone may not be enough to increase participation.
Role of Employers
Employers are seen as playing a key role in making the policy effective.
Creating inclusive workplaces, offering flexible working arrangements, and ensuring appropriate adjustments are in place will be essential to supporting disabled employees.
Recruitment practices may also need to evolve, particularly in how roles are designed and how candidates are assessed.
For many organisations, the challenge is not only attracting disabled talent, but ensuring that workplaces are structured in a way that enables people to stay in work.
Wider Labour Market Context
The policy comes at a time when the UK labour market is facing multiple pressures.
With vacancies declining and hiring becoming more selective, access to work is tightening in some areas, particularly for those entering or re-entering the workforce.
At the same time, employers continue to report skills shortages in key sectors, highlighting a disconnect between labour demand and workforce participation.
Encouraging more people into work is seen as a priority, but doing so will require addressing both financial and structural barriers.
A Step Towards Greater Access
The “right to try” policy represents a shift in how employment support is approached, focusing on reducing risk rather than enforcing immediate transitions into work.
Whether it succeeds will depend on how effectively it is implemented and whether it is supported by wider changes in the labour market.
The latest proposals highlight a broader issue facing the UK workforce: access to employment is not only about job availability, but about creating conditions in which people can realistically participate.
Kim Cockayne