Resume & Employment Guide for People With Disabilities in the U.S.

In This Guide

Job searching can bring added uncertainty for people with disabilities, from explaining employment gaps and navigating concerns about unconscious bias to deciding when and how to request accommodations.

Your disability doesn’t define your professional value, and the skills you’ve developed through your experiences can include adaptability, problem-solving, and resilience.

This guide provides a practical roadmap for building an ATS-friendly resume, writing a persuasive cover letter, preparing for interviews, and finding inclusive employment opportunities. You’ll find guidance on workplace rights, accommodations, job search resources, and tools that can help you create a professional resume and move through the job search with confidence.

Selecting the Best Resume Format for Your Background

The best resume format depends on your work history, career goals, and how clearly you can connect your experience to the job. A combination resume balances skills and experience, while a chronological resume makes a steady work history easy to follow. A functional format emphasizes skills, but can make your career timeline less clear to employers and ATS software.

Combination Format: Blend Skills & Experience

A combination resume leads with relevant skills and competencies before presenting work experience in reverse-chronological order. This format can work well if you want to emphasize your strengths while still giving employers a clear picture of your career history.

• How it works: Leads with relevant skills, core competencies, and accomplishments, followed by a streamlined reverse-chronological work history
• Best for: Career changers, people returning to work, or candidates whose transferable skills and accomplishments deserve more emphasis
• Keep in mind: Keep your employment history clear and factual. Use the format to emphasize your strengths, not to conceal employment gaps.

Chronological Format: Highlight Steady Work History

A chronological resume, also called a reverse-chronological resume, lists your most recent position first and works backward through your relevant experience. It’s a straightforward choice for job seekers with consistent work histories, recent relevant experience, or a clear progression toward their target role.

• How it works: Lists positions in reverse-chronological order, starting with your most recent or current role
• Best for: Candidates with consistent work histories, recent relevant experience, or a clear career progression
• Keep in mind: Employment gaps may be more visible, but a gap doesn’t automatically weaken your resume. Focus on relevant accomplishments and skills, and use clear dates so employers can quickly understand your background.

Functional Format: Prioritize Competencies Over Timelines

A functional resume organizes information around skills and competencies instead of emphasizing a chronological work history. It can make sense for specific career transitions or portfolio careers where skills span different roles, industries, or types of work, but it can make it harder for recruiters to quickly understand your career progression and timeline.

• How it works: Groups experience into skill categories, such as “Project Management,” “Legal Research,” or “Client Communication,” rather than emphasizing job-by-job duties
• Best for: Specific career transitions, unique portfolio careers, or situations where a skills-focused presentation better reflects how you developed your experience
• Keep in mind: Combination resumes can be a practical alternative when you want to emphasize skills while still providing a clear work history. Some ATS platforms may also parse functional layouts less consistently, so review the final resume for readability and structure.

Resume-Writing Tips for Job Seekers With Disabilities

Writing a resume as a job seeker with a disability follows many of the same principles as any effective resume: Keep it readable, emphasize relevant qualifications, and show your results. A clear, structured resume makes your skills easier for recruiters to identify, giving you more space to focus on your qualifications rather than your disability.

Keep Your Resume Clear, Concise, & Readable

A clear, concise resume makes it easier for recruiters and ATS software to find your most relevant qualifications. For most roles, aim for one page when you can present your experience effectively in that space. Use active language, short bullet points, consistent formatting, and enough white space to prevent dense blocks of text.

Here are key tips to keep in mind:

• Keep it focused. Prioritize experience, skills, and accomplishments that relate to the position, not every responsibility from every job.
• Use direct language. Start bullet points with strong action verbs, such as “managed,” “developed,” “analyzed,” or “reduced.”
• Break up text. Use bullet points, headings, and paragraph breaks to make your resume easier to scan.
• Use consistent formatting. Apply the same style to headings, dates, job titles, employers, and bullet points throughout the document.

Highlight Core Qualifications & Technical Skills

Highlight the qualifications and technical skills that most closely match the job you want, including relevant software, certifications, or languages. Place job-relevant qualifications where recruiters can find them quickly, such as your professional summary or skills section.

Here are key tips to keep in mind:

• Match the job description. Prioritize skills and qualifications the employer specifically requests or emphasizes to offer a clearer picture of what you can contribute.
• List specific tools. Name relevant software, platforms, equipment, programming languages, or systems rather than using broad terms such as “computer skills.”
• Include certifications. Add professional licenses, certifications, or credentials that support your qualifications for the role.
• Highlight languages. List spoken, written, or signed languages when they’re relevant to the position you’re applying for.
• Organize technical skills. For technical roles, consider grouping skills into categories such as software, programming languages, operating systems, or technical tools.

Quantify Your Accomplishments With Data

Quantifying your accomplishments shows employers the scope and impact of your work. Whenever possible, add numbers to demonstrate what you managed, improved, reduced, increased, or delivered. Specific results give context to your responsibilities.

For example, instead of writing, “Managed administrative expenses and developed standard procedures,” write, “Reduced administrative expenses by 20% by developing standard procedures for recurring administrative tasks.”

Here are key tips to keep in mind:

• Show financial impact. Include revenue generated, money saved, or expenses reduced.
• Show scale. Mention the size of teams you managed, number of customers served, or volume of projects completed.
• Show efficiency. Explain how you reduced processing time, increased productivity, or streamlined a process.
• Show results. Include percentages, timeframes, completion rates, or other measurable outcomes when they are relevant.

If you can’t measure an accomplishment with a number, describe the positive result or outcome. Also consider positive client or supervisor feedback you’ve earned.

Let’s say you received the following endorsement: “Jackson was a pleasure to work with. He helped me navigate through the expansive store and select a color scheme to match my house.” You could translate it into a resume bullet point, such as “Provided personalized customer service, helping clients choose products that matched their needs and preferences.”

Use Resume-Building Tools for Support

Resume-building tools can make it easier to organize your experience, maintain consistent formatting, and tailor your resume for different jobs. You can use an online resume builder, word processor, AI writing tool, or another resource that fits your workflow and accessibility needs. The right tool should simplify the process without replacing your judgment or experience.

Here are a few options that can help you write your resume:

• Online resume builders: Use templates and guided prompts to organize your information and create a professional, ATS-friendly layout.
• Word processors: Microsoft Word and Google Docs offer more control over formatting and can work well with a simple, structured template.
• AI writing tools: Use AI to brainstorm accomplishment bullets, identify relevant keywords, or refine wording, then review the results for accuracy and authenticity.
• Resume templates: Start with a machine-readable resume template to establish clear sections and consistent formatting.
• Accessibility tools: Screen readers, voice-to-text, dictation, magnification, and other assistive technologies can make resume writing easier to navigate based on your needs.

How Do You Format a Resume to Pass ATS?

An applicant tracking system (ATS) is software employers use to collect, organize, and screen job applications. An ATS-friendly resume uses simple, consistent formatting that makes your information easy for software to identify. Use standard fonts, clear section headings, straightforward layouts, and relevant keywords from the job description.

Choose Readable Fonts & Sizes

Use standard, easy-to-read fonts, such as Arial, Calibri, or Times New Roman, to keep your resume accessible to both recruiters and ATS software.

Set body text to about 10 to 12 points and section headings to about 14 to 16 points. Use consistent font sizes and styles throughout the document to create a clear visual hierarchy.

Keep the Layout Simple & Structured

Keep your resume layout simple and structured so an ATS can identify your information more reliably. Complex design elements can sometimes interfere with parsing, especially when text is placed in graphics or unconventional layouts.

For the most reliable structure, use a single-column layout, standard section headings, and straightforward bullet points. Avoid relying on graphic callouts, text boxes, tables, decorative icons, or images to communicate important information.

Headers and footers can also cause problems in some systems, so keep essential contact information and resume content in the main body of your document.

Integrate Keywords Strategically

Use relevant keywords from the job description when they accurately describe your qualifications and experience. Pay attention to specific hard skills, software, certifications, job titles, and industry terminology, as well as soft skills that genuinely reflect your background.

Incorporate these terms naturally throughout your professional summary, skills, and work experience sections rather than creating a separate block of keywords.

For example, if a job description requests experience with Salesforce, account management, and customer retention, use those terms in your resume when they accurately describe your work. This gives ATS software and recruiters clear, relevant information.

Select the Right File Format

Follow the employer’s application instructions whenever a specific file format is requested. When no format is specified, a DOCX file is often a practical choice because it is widely supported and can be easier for some systems to process.

A standard PDF can also work when it contains selectable text and uses a straightforward layout, although some older systems may handle PDFs less consistently.

Should You Disclose Your Disability on Your Resume?

You don’t have to disclose a disability on your resume, and there’s no single right time or reason to share that information with an employer. Some people choose to disclose because they need an accommodation or feel comfortable discussing their disability, while others prefer to keep medical information private.

Deciding When (or If) to Disclose Your Disability

Your decision may depend on your comfort level, the hiring process, and whether you need a reasonable accommodation. Under the Americans with Disabilities Act (ADA), employers generally can’t ask applicants about a disability or its nature during the hiring process or before making a job offer.

A disability can be visible or nonvisible, and you don’t have to disclose either type simply because you’re applying for a job. Here’s how visible and nonvisible disabilities differ:

• Visible disabilities may be apparent to another person, such as a mobility impairment that requires a wheelchair or other assistive device. Even when a disability is visible, you generally don’t have to disclose it on your resume.
• Nonvisible disabilities may not be immediately apparent, including some learning, developmental, neurological, or mental health conditions. You can choose whether or when to disclose this information to an employer.

Disclosing to Request Accommodations

If you need an accommodation to participate in the application or interview process, you may choose to disclose your disability and tell the employer what change or support you need.

For instance, you might disclose before an interview if you need an accessible location, additional time for an assessment, an interpreter, or another accommodation. Giving an employer reasonable notice can make it easier to arrange the support you need.

Jeff Arseneaux, a disability employment consultant with cerebral palsy, emphasizes the value of being authentic about accommodation needs, noting that they often don’t require major changes or a significant expense.

He explained, “Sometimes it’s the simple accommodations that make the big difference. For example, a simple thing like a piece of Velcro under my keyboard, so it doesn’t slide when I try to use it, makes a difference for me.”

Arseneaux’s experience illustrates how small, practical adjustments can have a meaningful impact. As he puts it, “I’ve found that corporate America often interprets accommodations as costly and requiring lots of effort, which isn’t always the case.”

Explaining Employment Gaps

You don’t have to explain an employment gap on your resume, and you don’t need to disclose a disability to account for time away from work.

If you want to provide context, a brief, neutral explanation can help employers understand a significant gap without revealing private medical information. Choose wording that accurately reflects your circumstances and keeps the focus on your qualifications.

For example, you can list the dates of a significant career break and use “Illness and Recovery” as a brief explanation. This can provide context without naming a specific diagnosis or medical condition, while signaling that the period away from work has ended.

This wording is optional, however, and may not suit everyone. If “recovery” doesn’t accurately describe your situation, consider alternatives such as “Medical Leave,” “Career Break,” or “Professional Development,” or leave the gap unexplained.

You can also discuss an employment gap later in the hiring process if an employer asks. You aren’t required to provide more medical information than is necessary to explain your work history.

In the resume example below, we’ll show how to use these techniques to present an employment gap clearly while keeping the focus on your relevant experience.

Resume Example for a Job Seeker With a Disability

The following sample resume for a disabled person shows how to present relevant experience, skills, and accomplishments while addressing an employment gap and without disclosing private medical information. Notice how the “Illness and Recovery” entry provides context for the gap while keeping the resume focused on professional qualifications.

Beyond the Resume: Writing a Compelling Cover Letter

To write a compelling cover letter, explain how your experience fits the position, highlight one or two relevant accomplishments, and show that you understand the employer’s needs. If you choose to disclose a disability, keep the focus on your qualifications and the perspective or skills you want to share.

Connect Your Strengths With Employer Values

A customized cover letter should show how your experience and strengths connect with the employer’s work. Start by researching the company’s mission, values, and priorities, then identify one or two areas that genuinely align with your background. Use specific examples rather than simply repeating language from the company’s website.

For example, if an employer emphasizes accessible customer service, you might write:

Disclose Disabilities Professionally (If You Choose To)

You don’t need to disclose a disability in your cover letter, but if you choose to share this information, keep the discussion brief and relevant to your professional story.

You can describe skills or perspectives you have developed through your experiences without providing private medical details. Here are a few ways to approach disclosure:

Highlight adaptability:

Highlight resourcefulness:

Connect experience to the role:

Keep it brief:

Only use language that genuinely reflects your experience. You don’t need to describe your disability as a source of professional strength if that framing doesn’t feel relevant to you.

Keep Your Cover Letter Focused on Qualifications

Focus your cover letter on your qualifications, experience, and interest in the position, not detailed medical information. You generally don’t need to explain your diagnosis, medical history, treatment, or personal health circumstances.

Also avoid including specific accommodation requests in your cover letter. If you need an accommodation during the hiring process, you can contact the employer or designated hiring contact separately to discuss what you need.

Instead of explaining the details of a disability, focus on information that helps the employer understand your professional qualifications. A concise, job-focused cover letter can provide context without asking you to share more personal information than you want to disclose.

Interview Strategies, Boundaries, & Accommodations

A strong interview strategy helps you keep the conversation focused on your qualifications while giving you flexibility to address employment gaps, career transitions, personal questions, and accommodation needs. Prepare a short introduction, decide what information you’re comfortable sharing, and practice a few responses to common questions.

Crafting Your Interview Pitch

Practice a 30–60-second pitch that explains who you are, what you bring to the role, and why your experience is relevant. If you have an employment gap or career transition you want to address, keep the explanation brief, then return to your current qualifications.

A simple structure is:

1. Introduce yourself. State your professional background and area of expertise.
2. Highlight relevant experience. Mention one or two skills or accomplishments that relate directly to the position.
3. Address a transition if needed. Briefly explain an employment gap or career change without sharing personal information you would rather keep private.
4. Connect to the role. End by explaining what interests you about the position and what you can contribute.

For example:

Establishing Your Boundaries

You can decide how much personal information you want to share during networking conversations and interviews. If someone asks an intrusive question about your disability, medical history, or personal circumstances, you can answer briefly, redirect the conversation, or explain that you prefer to keep that information private.

Try responses such as:

1. Redirect: “I prefer to keep my medical information private, but I’d be happy to tell you about my experience with project management.”
2. Set a boundary: “That’s a personal matter, so I’d rather not discuss it. I’m happy to talk about how I’d approach the responsibilities of this role.”
3. Refocus: “I’d prefer to focus on my professional background. In my previous position, I managed a team of eight and helped improve our response times.”
4. Flip the question: “I appreciate you asking, but I keep that part of my life private. I’d love to hear more about your work in the industry.”

Requesting Reasonable Accommodations

If you need an accommodation to participate in an interview, complete an assessment, or perform the essential functions of a job, you can ask the employer for a reasonable accommodation. You don’t have to disclose your disability on your resume to request one.

Contact the hiring manager, recruiter, HR representative, or other designated contact as early as possible so you have time to arrange the accommodation.

Common examples of accommodations during the hiring process or at work include:

• Accessible interview locations: Requesting a step-free entrance, accessible restroom, or other physical accessibility features
• Additional time: Requesting more time to complete a skills assessment or written test
• Communication support: Requesting a sign language interpreter, captioning, or another communication aid
• Alternative interview formats: Requesting a video interview, phone interview, or another format when appropriate
• Assistive technology: Using screen readers, speech-to-text software, magnification tools, or other assistive technology

When making a request, focus on what you need rather than providing extensive medical details. For example:

For an assessment, you might say:

Understanding Your Legal Right & Federal Workplace Protections

Federal laws protect people with disabilities throughout the employment process, including hiring, workplace accommodations, advancement, and protection from discrimination. The laws that apply depend on the employer type and the program or contract involved.

The following federal legislation provides a starting point for understanding your rights and available resources:

Americans with Disabilities Act (ADA Title I & Title II)

The ADA protects qualified people with disabilities from discrimination in employment and requires covered employers to provide reasonable accommodations when appropriate. Title I applies to employment, while Title II addresses programs, services, and activities of state and local governments, including employment:

• Title I covers private employers, state and local governments, employment agencies, and labor organizations that meet applicable coverage requirements. For private employers and employment agencies, Title I generally applies to organizations with 15 or more employees. It protects qualified applicants and employees in areas such as hiring, pay, benefits, promotions, training, and termination.
• Title II prohibits state and local government entities from discriminating against people with disabilities in their programs, services, and activities. It also covers state and local government employment.

Title I also requires covered employers to provide reasonable accommodations unless doing so would create an undue hardship. Depending on the circumstances, accommodations can include accessible facilities, modified work schedules, assistive technology, or changes to application and interview procedures.

Not every requested change qualifies as a reasonable accommodation. Employers generally don’t have to eliminate an essential job function, lower applicable performance or production standards, or provide personal-use items needed outside the workplace (like prosthetic limbs and wheelchairs).

Arseneaux recommends, “During the interview process, make sure to discuss with the recruiter or hiring manager the procedure for requesting reasonable accommodations, including with whom and how.”

Rehabilitation Act of 1973 (Sections 501 & 504)

The Rehabilitation Act of 1973 prohibits disability discrimination in certain federal employment, federally funded programs, and federal contracting situations. Section 501 covers federal employment, while Section 504 applies to programs and activities receiving federal financial assistance. Section 503 covers certain federal contractors and subcontractors.

• Section 501 prohibits federal agencies from discriminating against qualified people with disabilities in employment and requires affirmative action to employ and advance people with disabilities.
• Section 504 prohibits disability discrimination in programs and activities receiving federal financial assistance. This can include organizations that receive federal assistance, as well as employment within covered programs.
• Section 503 applies to certain federal contractors and subcontractors. Federal contractors with contracts or subcontracts exceeding $10,000 are subject to Section 503’s nondiscrimination requirements, while additional affirmative-action requirements apply to contractors meeting a higher contract threshold.

Workforce Innovation & Opportunity Act (WIOA)

The Workforce Innovation and Opportunity Act (WIOA) helps job seekers access employment services, career counseling, education, and skills training. It also includes specific provisions for people with disabilities, making WIOA-funded workforce programs an important resource when you are looking for work, building skills, or transitioning into a new career.

WIOA-related services and protections include:

• Accessible American Job Centers: WIOA requires American Job Centers to maintain physical and programmatic accessibility for people with disabilities.
• Pre-employment transition services: Students with disabilities can receive services designed to help them prepare for employment and transition from school to work.
• Vocational rehabilitation: State Vocational Rehabilitation agencies provide employment-related services and can connect people with disabilities to training, employers, and other career resources.
• Nondiscrimination: Section 188 of WIOA prohibits discrimination based on disability in programs and activities funded or financially assisted under WIOA.

Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA)

The Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) protects certain veterans, including disabled veterans, from employment discrimination by covered federal contractors and subcontractors. It also requires covered contractors to take steps to support equal employment opportunities for protected veterans.

VEVRAA applies to federal contractors and subcontractors with contracts or subcontracts of $100,000 or more. Covered contractors must:

• Provide equal employment opportunities. Contractors cannot discriminate against protected veterans in recruiting, hiring, promotion, compensation, training, or other employment practices.
• Take affirmative action. Covered contractors must take affirmative action to recruit, hire, promote, and retain qualified protected veterans.
• List job openings. Contractors generally must list covered job openings with the appropriate state or local employment service so that protected veterans can receive priority referrals to those positions.

If you’re a veteran with a disability looking for work, VEVRAA can provide additional employment protections when you apply to covered federal contractors and subcontractors.

What to Do If You Experience Workplace Discrimination or Harassment

If you believe you’ve experienced disability discrimination, harassment, or retaliation at work, you can document what happened, report it to the appropriate person or agency, and explore your legal options. The Equal Employment Opportunity Commission (EEOC) enforces federal employment discrimination laws, including the ADA.

Understanding EEOC Protections & Illegal Retaliation

The EEOC enforces federal laws that prohibit employment discrimination based on disability and other protected characteristics.

Under the ADA, covered employers must also provide reasonable accommodations to qualified applicants and employees with disabilities, unless doing so would create an undue hardship. The ADA generally covers employers with 15 or more employees.

Disability-based harassment can also violate the ADA. Examples may include offensive jokes, ridicule, insults, threats, intimidation, or other unwelcome conduct. Harassment becomes unlawful when it’s sufficiently severe or frequent to create a hostile or abusive work environment or when it results in an adverse employment action, such as termination.

Retaliation is also illegal. An employer generally cannot punish someone for exercising rights protected by federal employment discrimination laws. Protected activities can include:

• Reporting discrimination or harassment
• Requesting a reasonable accommodation
• Filing an EEOC charge
• Participating in an EEOC investigation
• Opposing conduct you reasonably believe is discriminatory

Retaliation can include unjustified discipline, undesirable reassignment, increased scrutiny, threats, or making someone’s work more difficult because they engaged in protected activity.

Filing an Employment Discrimination Complaint

If you believe an employer has discriminated against you, you can file a charge of discrimination with the EEOC. You can begin the process through the EEOC’s online system or by contacting an EEOC field office. You don’t need an attorney to file a charge, and there’s no filing fee.

For most private-sector and state or local government discrimination claims, the general deadline is 180 calendar days from the alleged discriminatory act. This can extend to 300 days when a state or local agency enforces a law prohibiting discrimination on the same basis. Federal employees and applicants follow a different process. They generally must contact an agency EEO Counselor within 45 days of the alleged discrimination.

Civil Lawsuits & Potential Damages

For ADA discrimination claims, you generally must file a charge with the EEOC before filing a federal lawsuit. The EEOC may investigate the charge, offer mediation, or attempt to resolve the matter. To pursue an ADA claim in federal court, you generally need a Notice of Right to Sue from the EEOC.

Depending on the circumstances, available remedies may include:

• Back pay and lost benefits
• Hiring, reinstatement, or promotion
• Reasonable accommodation
• Compensation for certain financial and emotional harms
• Punitive damages in some cases
• Attorney’s fees and court costs

Compensatory and punitive damages for intentional discrimination are subject to statutory caps based on employer size. The combined caps currently range from $50,000 for employers with 15 to 100 employees to $300,000 for employers with more than 500 employees. These caps don’t apply to every type of remedy, including certain forms of back pay and other relief.

If you’re considering legal action, an attorney who handles employment discrimination cases can help you understand your options. The National Employment Lawyers Association also maintains a directory of employment attorneys.

Job Boards & Career Resources for People With Disabilities

Finding the right job search resources can help you connect with employers, explore federal hiring pathways, build job skills, and understand the benefits and services available to you. The resources below include disability-focused job boards, federal programs, training opportunities, benefits guidance, and organizations that provide employment support.

Disability-Focused Job Boards

Disability-focused job boards can help you find employers and opportunities that actively support disability-inclusive hiring. Using several resources can broaden your search and give you access to different employers, industries, and career services.

• abilityJOBS was founded in 1995 and describes itself as the largest job board and resume database dedicated to disability talent. It connects job seekers with employers across industries and also offers career resources and virtual job fairs.
• Disability:IN is a nonprofit organization focused on disability inclusion in business. Its corporate network connects employers and disability talent and provides resources related to inclusive employment.
• Disabled Person offers job listings across a range of fields, including accounting, marketing, management, architecture, and other professional and skilled occupations.
• CareerCircle connects job seekers with employers that promote disability inclusion and offers job listings, recruiting events, and career resources.

Federal & Veteran Pathways

Federal employment programs can provide additional ways to find work, particularly for people who qualify for disability- or veteran-specific hiring authorities. Programs such as Schedule A, AbilityOne, the Workforce Recruitment Program, and Veterans Affairs’ VR&E program can connect eligible candidates with federal or federally supported employment opportunities.

• Schedule A is a noncompetitive hiring authority that allows eligible federal agencies to hire qualified people with disabilities without using the traditional competitive hiring process. Applicants generally need documentation of an eligible disability and must meet the position’s qualifications. Schedule A doesn’t guarantee a job.
• AbilityOne is a federal program that creates employment opportunities for people who are blind or have significant disabilities through participating nonprofit organizations that provide products and services to the federal government.
• Workforce Recruitment Program (WRP) connects eligible college students, graduate students, and recent graduates with disabilities with federal employers for internships and permanent positions. Candidates join a searchable talent database that federal employers use. WRP doesn’t guarantee employment, and eligibility requirements apply.
• Veteran Readiness and Employment (VR&E) is a U.S. Department of Veterans Affairs program that provides eligible veterans and service members with services such as career counseling, employment assistance, education, and job training.

Benefits & Safeguards

Employment can affect disability benefits differently depending on the program and your circumstances. Before changing your work hours or starting a job, review the applicable work incentives so you understand how earnings could affect benefits and health coverage.

• Ticket to Work is a free, voluntary program for eligible people ages 18 through 64 who receive Social Security Disability Insurance (SSDI) or Supplemental Security Income (SSI). Participants can receive employment services, career counseling, training, and other support through participating providers. Ticket to Work works alongside Social Security work incentives that may allow eligible beneficiaries to maintain certain benefits or health coverage while transitioning to work.
• Social Security Work Incentives can protect or maintain access to certain benefits while eligible beneficiaries test their ability to work. The rules differ for SSDI and SSI, so review your specific benefits before making employment decisions.

Advisory Support

Employment organizations can help with accommodations, career planning, vocational rehabilitation, workplace rights, and other questions that may arise during a job search. These resources can be especially useful when you need guidance tailored to your circumstances.

• Job Accommodation Network (JAN) provides free, confidential guidance on workplace accommodations, the ADA, disability employment issues, and self-employment.
• State Vocational Rehabilitation (VR) Agencies help eligible people with disabilities prepare for, obtain, and retain employment. Services can include career counseling, training, job placement, and other employment support.
• Office of Disability Employment Policy (ODEP), part of the U.S. Department of Labor, develops and promotes policies and practices designed to increase the number and quality of employment opportunities for people with disabilities. ODEP provides policy guidance, technical assistance, research, and educational resources rather than serving as a direct employment placement agency.

Key Takeaways

Frequently Asked Questions