Adjusting workplace factors can improve employment outcomes for people with MS – MS Australia

• Previous studies have shown high rates of unemployment among people with MS (PwMS) within 12 to 15 years of diagnosis.
• Organizational inflexibility, commuting challenges and workplace accessibility have been found to be among the key factors contributing to MS-related employment risks.
• Understanding these workplace factors alongside MS symptoms is crucial to improving employment prospects for PwMS.

What was the purpose 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. In addition, the researchers aimed to identify specific subgroups of PwMS who are more vulnerable to changes in their employment status due to these workplace factors.

What did the researchers do?

The researchers, supported by MS Australia, analyzed data from the Australian Multiple Sclerosis Longitudinal Study (AMSLS). Data from 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 analyze workplace factors that contributed to unemployment to PwMS or a perceived risk of unemployment.

Of the 1577 participants, 662 were currently employed, 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 unemployment.

Fifteen workplace factors were included in the list of main reasons for MS-related job loss and risk of future job loss. They were classified into four groups:

1. Organizational factors: Lack of flexible working conditions (eg working from home), lack of promotion opportunities, exhausting paid sick leave, inability to find a suitable job within the organization or being asked to leave.
2. Commuting Challenges: Difficulty getting to work, finding adequate parking, or getting ready on time.
3. Workplace mobility: architectural barriers (eg stairs, distance to bathrooms), inaccessible bathrooms, inaccessible tea room or drink/food area and general accessibility issues.
4. Equipment use: challenges related to the equipment required (eg, inadequate height, grip or small buttons), the need to stand for long periods of time, and inappropriate furniture.

What did the study find?

The study, published in Multiple Sclerosis and Related Disorders, found that for currently employed PwMS at risk of job loss due to MS, 39.8% perceived risk due to organizational factors, followed by 28.9% for of commuting. The main individual reasons in the four groups were: inflexible working hours/conditions, transport difficulties, architectural barriers and the requirement to stand for long periods of time to use the equipment.

For those who were unemployed due to MS, 44% attributed organizational factors as the cause, and 30.9% attributed difficulties in using equipment as a factor. The main individual reasons identified in the four groups were: inability to find a suitable job within the same organisation, transport difficulties, architectural barriers and the need to stand for long periods of time to use the equipment.

The study also found that professionals and white-collar workers were more likely to experience a greater number of workplace factors that threaten their employment compared to managers. In addition, people with moderate/severe disabilities were more than 4 times more likely to experience a greater number of workplace factors that put their employment at risk.

What does this mean for people with MS?

The 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 that common workplace factors also have a significant impact on employment outcomes.

Consideration of identified workplace factors may provide impetus for PwMS to discuss workplace adjustments with the employer to improve employment outcomes. Examples include requesting access to flexible hours and better accessibility.

Insights from the study can help health professionals advise employers on adjustments needed to support PwMS in the workforce.

For employers, addressing identified workplace factors and making necessary adjustments on an individual basis is crucial to improving PwMS employment outcomes. This encourages a more supportive and inclusive work environment, which likely leads to better job retention.