Despite the fact that Ukraine is a social state, the country does not have enough legislation to help 1.5 million people with disabilities benefit from the reasonable accommodation provision. The situation is expected to change as of 1 January 2026, when a law comes into force introducing new framework mechanisms in the reasonable accommodation procedure.
This was stated on Ukrainian Radio in the program “Today. In the Morning” by Daria Kukurika, Executive Director of the League of the Strong (a civic union). She also explained that the law opening new opportunities for reasonable accommodation still needs refinement.
“What do we want to improve? There is a positive example from European countries — allowing an individual entrepreneur (sole proprietor) to spend money on reasonable accommodation and receive compensation. Currently, only employers have this right. The second provision we are working on is so that a person with a disability would not have to apply to an employer, but could obtain reasonable accommodation directly by applying to an employment center. We are also working on simplifying the procedure for obtaining reasonable accommodation in order to exclude the State Labor Service from the inspection process. We expect that around 1.5 million people with disabilities who need reasonable accommodation will potentially take advantage of this benefit, and for them it will be an additional simplification in employment,” says Daria Kukurika.
She cites data from a study conducted this year by the League of the Strong on how engaged people with disabilities are in the labor market.
“In Ukraine, if we look at statistics, about 15–20% of people with disabilities are employed, depending on different sources. If we look not just at percentages but imagine the actual number, it is about 400–500 thousand people with disabilities employed out of a potential 2.9 million people of working age. We see that a large number of people with disabilities currently do not have jobs,” says Daria Kukurika.
An additional resource for people with disabilities
“32% of people with disabilities have higher education, 45% have vocational education, 70% have work experience, and 74% have permanent internet access. That means there is a significant opportunity for people with disabilities to work and have an additional resource. If we talk about the changes that will take effect from 1 January 2026, the draft law is, first, a framework one — meaning it is a basis for further legislative changes; second, it initiates changes that will introduce additional incentives for employers to hire people with disabilities,” emphasizes Daria Kukurika.
When asked what will change for people with disabilities from 1 January, she speaks not only about improving the reasonable accommodation procedure. This includes physical adjustments to the workplace and premises, provision of support services, and assistance with orientation within a building.
“Job quotas continue to apply. What does that mean? If an employer has between 8 and 24 employees, they are obliged to employ one person with a disability. If there are more than 25, then it is 4%. Previously, non-compliance relied on fines. Now this is being shifted to a quarterly contribution, and these contributions are to be directed to the Social Protection Fund and, accordingly, later used to improve workplaces for people with disabilities,” she emphasizes.
Four barriers for employers
Another issue is how employers view reasonable employment. Today, we can speak about four main barriers that hinder both the employment of people with disabilities and the implementation of reasonable accommodation. 23% of employers cite a lack of state support. 22% have doubts about the work efficiency of people with disabilities. 22% point to the inaccessibility of the work environment, and 19% mention financial difficulties in adapting the workplace.
Daria Kukurika believes all these barriers can be overcome: “For example, by offering partial employment, remote work, and workplace support opportunities. This is a social service that should exist for people with disabilities — it will help the employer and the team.” She says the state or local budgets could help fund paid support services for a person with a disability during their adaptation at the workplace. But in general, certain activities related to arranging and implementing reasonable accommodation do not require additional financial resources.
This publication was created by the League of the Strong with the support of the Askold and Dir Foundation, administered by ISAR Ednannia, within the project “Strong Civil Society of Ukraine — a Driver of Reforms and Democracy,” funded by Norway and Sweden. The content of this publication is the responsibility of the League of the Strong and does not reflect the views of the governments of Norway, Sweden, or ISAR Ednannia.