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

• Previous studies have shown that people with MS have high rates of unemployment within 12 to 15 years of diagnosis.
• Lack of organizational flexibility, commute difficulties, and accessibility to the workplace were found to be the main factors contributing to MS-related employment risk.
• Understanding these workplace factors along with MS symptoms is important to improve the employment prospects of people with MS.

What was the purpose of this study?

The aim of this study was to explore how workplace factors influence employment outcomes in people with MS. Specifically, they sought to identify common individual and group workplace factors that contribute to unemployment, or the perceived risk of unemployment, in people with MS. Additionally, the researchers aimed to identify specific subgroups of people with MS who are more vulnerable to changes in their employment status due to workplace factors.

What did the researchers do?

The researchers analysed data from the Australian Multiple Sclerosis Longitudinal Study (AMSLS), supported by MS Australia. Data from 1,577 people with MS who responded to the 2016 Economic Impact Survey, including questions about employment status and workplace risk factors, were used to identify and analyse workplace factors that contribute to unemployment and perceptions of unemployment risk among people with MS.

Of the 1577 participants, 662 were currently employed and 128 (19.3%) self-reported that they were at risk of unemployment due to MS. The remaining 915 were unemployed, with 486 (53%) citing MS as the reason for their unemployment.

The list of main reasons for MS-related unemployment and future unemployment risk included 15 workplace factors, which were categorised into four groups:

1. Organizational factors: lack of flexible working conditions (e.g. working from home), no opportunities for advancement, exhausting paid sick leave, not finding a suitable job within the organization, or being asked to leave.
2. Commuting challenges: Difficult to commute, difficulty finding adequate parking, difficulty getting ready on time.
3. Workplace mobility: Architectural barriers (e.g. stairs, distance to restrooms), inaccessible restrooms, inaccessible coffee rooms or drinking/eating areas, and general accessibility issues.
4. Use of equipment: Problems using necessary equipment (e.g., incorrect height, grips, or small buttons), prolonged standing required, inappropriate furniture, etc.

What did the study find?

The study, published in Multiple Sclerosis and Related Disorders, found that of currently employed people with MS at risk of unemployment due to MS, 39.8% perceived risk due to organizational factors, followed by 28.9% due to commuting factors. The top personal reasons across all four groups were inflexible working hours/conditions, transportation difficulties, architectural barriers and having to stand for long periods of time to use equipment.

Of those who lost their job due to MS, 44% cited organizational factors as the reason and 30.9% cited difficulties using equipment as the reason. The main personal reasons identified across the four groups were the inability to find a suitable job within the same organization, transportation difficulties, architectural barriers, and the need to stand for long periods of time to use equipment.

The study also found that professional and blue-collar workers are more likely to experience employment-threatening workplace factors than managers. Additionally, people with moderate/severe disabilities are more than four times more likely to face employment-threatening workplace factors.

What does this mean for people with MS?

High unemployment rates among people with MS are associated with high economic and personal costs. The impact of MS symptoms on employment outcomes is well established, but this study revealed that general workplace factors also have a significant impact on employment outcomes.

Considering the identified workplace factors may provide an opportunity for people with MS to discuss workplace adjustments with their employers to improve employment outcomes – for example, asking for flexible working hours or increased accessibility.

Findings from this study can help health professionals advise employers on the adjustments needed to support people with MS in the workplace.

For employers, addressing identified workplace factors and making the necessary individualized adjustments is essential to improving employment outcomes for people with MS. This will foster a more inclusive and supportive work environment, which is likely to lead to improved employment retention.