TL;DR This article outlines the visible and hidden costs of not accommodating your employees and why making reasonable accommodations is essential for sustaining a high-performance, engaged, and productive work environment. While not an exhaustive list of costs, the business case for scaling and improving workplace accommodations is clear.
Failing to accommodate employees isn't just a compliance issue—it's a costly mistake that can wreak havoc on your company's bottom line. From multi-million-dollar lawsuits to a revolving door of talent, the financial and reputational risks are staggering.
In today’s fast-evolving workplace, the real question is: Can your organization afford not to accommodate? As legal battles soar and disengaged employees cost businesses billions in lost productivity, the hidden costs of non-compliance are becoming impossible to ignore.
Companies of all sizes are facing lawsuits, and no industry or organization is immune. Here’s a sample of a few EEOC lawsuit settlements from recent years (with many more out there):
For more EEOC cases, head to the EEOC newsroom (an average of 1 new EEOC lawsuit related to disability discrimination per day).
The short answer is no. Even companies using traditional methods and vendors for accommodations management are being sued. The reality is that many legacy solutions and processes can no longer meet the demands of the dynamic environment, especially given the increased volume and complexity of requests. Here are a few reasons why the complexity of requests is and will become more troublesome for HR teams:
In a McKinsey study, 41% of employees reported feeling undervalued or unsupported, with many considering leaving their jobs as a result. Feeling supported, acknowledged, and a sense of belonging is crucial in the workplace — and accommodations play a key role in fostering that environment. Whether someone has a visible or invisible disability, life circumstances can change, making support more critical than ever.
Employees who do not receive necessary accommodations are 5x more likely to report significant drops in productivity compared to those who do get the support they need. Gallup found that disengaged employees are 18% less productive than their engaged counterparts, leading to missed deadlines and lower-quality work. Additionally, disengaged employees take 37% more sick days, further disrupting workflow and increasing business costs. Small investments in accommodations can yield substantial returns by boosting employee efficiency and overall team output (source).
SHRM estimates that entirely replacing an employee, including all backfills and hidden costs, can be as high as three times the employee’s annual salary. Failing to accommodate employees can be costly, leading to high turnover and an expensive replacement process. Providing the right accommodations helps retain valuable employees, foster loyalty, and save your company from the expensive costs of backfilling roles and the burden it places on teams and customers.
*Studies by the American Psychological Association (APA) indicate that employees who feel supported by accommodations are 1.7 times more likely to stay with their current employer. The APA frequently publishes on the benefits of workplace support and accommodations.
According to the CDC, U.S. employers lose about $1,685 per employee each year due to absenteeism. Unnecessary absences disrupt workflows, especially in collaborative environments and customer-facing employees, negatively affecting productivity, team dynamics, and revenue-generating relationships.
Reputation Impact: A CareerArc study found that 86% of employees would not apply to or continue working at a company with a poor reputation for supporting employees with disabilities.
Talent Attraction: Research from Deloitte shows that companies with strong inclusion programs are 57% more likely to improve their ability to attract diverse talent. This information is discussed in their Global Human Capital Trends report.
By focusing on compliance and supporting employees through accommodations, organizations can protect their reputation, retain valuable talent, and boost productivity while avoiding high turnover and absenteeism costs.
Disclo's platform ensures workplace accommodations processes are compliant and streamlined. The specialized platform simplifies the complexities of accommodations, focusing on automation and efficiency. By using Disclo, employers can confidently manage accommodation requests, ensuring both compliance and a smooth process for employees.
Learn more details and explore Disclo's offerings here.
TL;DR This article outlines the visible and hidden costs of not accommodating your employees and why making reasonable accommodations is essential for sustaining a high-performance, engaged, and productive work environment. While not an exhaustive list of costs, the business case for scaling and improving workplace accommodations is clear.
TL;DR This article outlines the visible and hidden costs of not accommodating your employees and why making reasonable accommodations is essential for sustaining a high-performance, engaged, and productive work environment. While not an exhaustive list of costs, the business case for scaling and improving workplace accommodations is clear.
Failing to accommodate employees isn't just a compliance issue—it's a costly mistake that can wreak havoc on your company's bottom line. From multi-million-dollar lawsuits to a revolving door of talent, the financial and reputational risks are staggering.
In today’s fast-evolving workplace, the real question is: Can your organization afford not to accommodate? As legal battles soar and disengaged employees cost businesses billions in lost productivity, the hidden costs of non-compliance are becoming impossible to ignore.
Companies of all sizes are facing lawsuits, and no industry or organization is immune. Here’s a sample of a few EEOC lawsuit settlements from recent years (with many more out there):
For more EEOC cases, head to the EEOC newsroom (an average of 1 new EEOC lawsuit related to disability discrimination per day).
The short answer is no. Even companies using traditional methods and vendors for accommodations management are being sued. The reality is that many legacy solutions and processes can no longer meet the demands of the dynamic environment, especially given the increased volume and complexity of requests. Here are a few reasons why the complexity of requests is and will become more troublesome for HR teams:
In a McKinsey study, 41% of employees reported feeling undervalued or unsupported, with many considering leaving their jobs as a result. Feeling supported, acknowledged, and a sense of belonging is crucial in the workplace — and accommodations play a key role in fostering that environment. Whether someone has a visible or invisible disability, life circumstances can change, making support more critical than ever.
Employees who do not receive necessary accommodations are 5x more likely to report significant drops in productivity compared to those who do get the support they need. Gallup found that disengaged employees are 18% less productive than their engaged counterparts, leading to missed deadlines and lower-quality work. Additionally, disengaged employees take 37% more sick days, further disrupting workflow and increasing business costs. Small investments in accommodations can yield substantial returns by boosting employee efficiency and overall team output (source).
SHRM estimates that entirely replacing an employee, including all backfills and hidden costs, can be as high as three times the employee’s annual salary. Failing to accommodate employees can be costly, leading to high turnover and an expensive replacement process. Providing the right accommodations helps retain valuable employees, foster loyalty, and save your company from the expensive costs of backfilling roles and the burden it places on teams and customers.
*Studies by the American Psychological Association (APA) indicate that employees who feel supported by accommodations are 1.7 times more likely to stay with their current employer. The APA frequently publishes on the benefits of workplace support and accommodations.
According to the CDC, U.S. employers lose about $1,685 per employee each year due to absenteeism. Unnecessary absences disrupt workflows, especially in collaborative environments and customer-facing employees, negatively affecting productivity, team dynamics, and revenue-generating relationships.
Reputation Impact: A CareerArc study found that 86% of employees would not apply to or continue working at a company with a poor reputation for supporting employees with disabilities.
Talent Attraction: Research from Deloitte shows that companies with strong inclusion programs are 57% more likely to improve their ability to attract diverse talent. This information is discussed in their Global Human Capital Trends report.
By focusing on compliance and supporting employees through accommodations, organizations can protect their reputation, retain valuable talent, and boost productivity while avoiding high turnover and absenteeism costs.
Disclo's platform ensures workplace accommodations processes are compliant and streamlined. The specialized platform simplifies the complexities of accommodations, focusing on automation and efficiency. By using Disclo, employers can confidently manage accommodation requests, ensuring both compliance and a smooth process for employees.
Learn more details and explore Disclo's offerings here.
Failing to accommodate employees isn't just a compliance issue—it's a costly mistake that can wreak havoc on your company's bottom line. From multi-million-dollar lawsuits to a revolving door of talent, the financial and reputational risks are staggering.
In today’s fast-evolving workplace, the real question is: Can your organization afford not to accommodate? As legal battles soar and disengaged employees cost businesses billions in lost productivity, the hidden costs of non-compliance are becoming impossible to ignore.
Companies of all sizes are facing lawsuits, and no industry or organization is immune. Here’s a sample of a few EEOC lawsuit settlements from recent years (with many more out there):
For more EEOC cases, head to the EEOC newsroom (an average of 1 new EEOC lawsuit related to disability discrimination per day).
The short answer is no. Even companies using traditional methods and vendors for accommodations management are being sued. The reality is that many legacy solutions and processes can no longer meet the demands of the dynamic environment, especially given the increased volume and complexity of requests. Here are a few reasons why the complexity of requests is and will become more troublesome for HR teams:
In a McKinsey study, 41% of employees reported feeling undervalued or unsupported, with many considering leaving their jobs as a result. Feeling supported, acknowledged, and a sense of belonging is crucial in the workplace — and accommodations play a key role in fostering that environment. Whether someone has a visible or invisible disability, life circumstances can change, making support more critical than ever.
Employees who do not receive necessary accommodations are 5x more likely to report significant drops in productivity compared to those who do get the support they need. Gallup found that disengaged employees are 18% less productive than their engaged counterparts, leading to missed deadlines and lower-quality work. Additionally, disengaged employees take 37% more sick days, further disrupting workflow and increasing business costs. Small investments in accommodations can yield substantial returns by boosting employee efficiency and overall team output (source).
SHRM estimates that entirely replacing an employee, including all backfills and hidden costs, can be as high as three times the employee’s annual salary. Failing to accommodate employees can be costly, leading to high turnover and an expensive replacement process. Providing the right accommodations helps retain valuable employees, foster loyalty, and save your company from the expensive costs of backfilling roles and the burden it places on teams and customers.
*Studies by the American Psychological Association (APA) indicate that employees who feel supported by accommodations are 1.7 times more likely to stay with their current employer. The APA frequently publishes on the benefits of workplace support and accommodations.
According to the CDC, U.S. employers lose about $1,685 per employee each year due to absenteeism. Unnecessary absences disrupt workflows, especially in collaborative environments and customer-facing employees, negatively affecting productivity, team dynamics, and revenue-generating relationships.
Reputation Impact: A CareerArc study found that 86% of employees would not apply to or continue working at a company with a poor reputation for supporting employees with disabilities.
Talent Attraction: Research from Deloitte shows that companies with strong inclusion programs are 57% more likely to improve their ability to attract diverse talent. This information is discussed in their Global Human Capital Trends report.
By focusing on compliance and supporting employees through accommodations, organizations can protect their reputation, retain valuable talent, and boost productivity while avoiding high turnover and absenteeism costs.
Disclo's platform ensures workplace accommodations processes are compliant and streamlined. The specialized platform simplifies the complexities of accommodations, focusing on automation and efficiency. By using Disclo, employers can confidently manage accommodation requests, ensuring both compliance and a smooth process for employees.
Learn more details and explore Disclo's offerings here.
