- Previous studies have shown high unemployment rates amongst people with MS (PwMS) within 12 to 15 years of diagnosis.
- Organisational inflexibility, commuting challenges, and workplace accessibility found to be among the key factors contributing to MS-related employment risks.
- Understanding these workplace factors alongside MS symptoms is crucial for improving employment prospects for PwMS.
What was the aim of the research?
The study aimed to explore how workplace factors influence employment outcomes for PwMS. Specifically, it sought to identify common individual and group workplace factors that contribute to unemployment, or a perceived risk of unemployment among PwMS. Additionally, the researchers aimed to identify specific subgroups of PwMS that are more vulnerable to changes in their employment status due to these workplace factors.
What did the researchers do?
Researchers, supported by MS Australia, analysed data from the Australian Multiple Sclerosis Longitudinal Study (AMSLS). Data from the 1577 PwMS who responded to the 2016 economic impact survey, which included questions on employment status and workplace risk factors, was used to identify and analyse workplace factors that contributed to unemployment of PwMS or a perceived risk of unemployment.
Of the 1577 participants, 662 were currently employed, with 128 (19.3%) at self-reported risk of unemployment due to MS. The remaining 915 were unemployed with 486 (53%) identifying MS as the reason for their unemployment.
Fifteen workplace factors were included in the main reason list for MS-related employment loss and the risk of future employment loss. These were categorised under four groups:
- Organisational factors: Lack of flexible work conditions (e.g., work from home), no promotion opportunities, exhausting paid sick leave, inability to find suitable work within the organisation, or being asked to leave.
- Commuting challenges: Difficulty commuting to work, obtaining appropriate parking, or getting ready on time.
- Workplace mobility: Architectural barriers (e.g., stairs, distance to bathrooms), inaccessible bathrooms, inaccessible tearoom or beverage/food area, and general accessibility issues.
- Equipment use: Challenges with necessary equipment (e.g., inappropriate height, grip, or small buttons), need to stand for long periods, and unsuitable furniture.
What did the study find?
The study, published in Multiple Sclerosis and Related Disorders, found for currently employed PwMS at risk of job loss due to MS, 39.8% perceived risk due to organisational factors, followed by 28.9% for commuting factors. The top individual reasons across the four groups were: inflexible work hours/conditions, transportation difficulties, architectural barriers, and requirement to stand for long periods to use equipment.
For those who were unemployed due to MS, 44% attributed organisational factors as a cause, and 30.9% attributed difficulty using equipment as a factor. The leading individual reasons identified across the four groups were: inability to find suitable work within the same organisation, transportation difficulties, architectural barriers, and requirement to stand for long periods to use equipment.
The study also found that professionals and blue-collar workers were more likely to experience a higher number of workplace factors threatening their employment compared to managers. Additionally, individuals with moderate/severe disability were over 4 times more likely to face a higher number of workplace factors putting their employment at risk.
What does this mean for people with MS?
High unemployment rate of PwMS is associated with high economic and personal costs. While the impact of MS symptoms on employment outcomes is well established, this study reveals common workplace factors also have a significant impact on employment outcomes.
Consideration of the identified workplace factors can provide PwMS an impetus to discuss workplace adjustments with their employer to improve employment outcomes. Examples include requesting access to flexible hours and better accessibility.
The study’s insights can assist health professionals in advising employers on necessary adjustments to support PwMS in the workforce.
For employers, addressing the identified workplace factors and making necessary adjustments on an individual basis is crucial for improving the employment outcomes of PwMS. This fosters a more inclusive and supportive working environment, likely leading to enhanced job retention.
