Understanding employment and Cerebral Palsy

Employment is more than a pay cheque. It’s a way to contribute skills, connect with others, and build independence. For people with Cerebral Palsy (CP) – Hōkai Nukurangi, work can also be a platform for inclusion – but it often comes with barriers others don’t face.

Some workplaces are open and adaptive, allowing people with CP to flourish. Others are rigid, harbouring unspoken doubts about their capabilities. Long-term employment success isn’t just about getting a job – it’s about building stamina to keep it, putting support structures in place, and being ready to move sideways or upwards when the time is right.

There are several aspects of CP that can impact the employment experience. There are more obvious adaptations, such as making the buildings and technology accessible. However, there are also aspects of CP that are not so visible, including the need to account for learning styles, knowledge processing, speed, and accuracy. These elements can present a challenge, particularly when starting a first job. But they are by no means insurmountable. We have seen steady improvements in workplace accessibility.

What we know

In New Zealand, disabled people are far less likely to be in paid work than their non-disabled peers. Stats NZ data shows the employment gap is around 25 percentage points, and disabled people are roughly twice as likely to be unemployed. However, it can be difficult to measure types of employment and unofficial arrangements. We have some idea around employment and disability, but the true picture is still a work in progress.

The job market is difficult, whoever you are. Members have told us that it can be especially challenging for people living with CP to do the jobs that are traditionally considered entry-level or starter positions. These roles can include junior assistant work, retail, and hospitality. Frequently, these roles include a level of physical labour and manual dexterity that excludes many people across the different levels and types of CP.

However, it’s important to note that many people with CP figure out ways to do these roles, figuring out changes. In our experience, many members find alternative types of entry-level experience, or they work out adaptations with staff and management. Members have talked about data entry, social media and graphic design.

Several organisations recognise the need for interim and work experience training. However, these programmes can be in high demand, and many families and individuals navigate the beginning steps on their own. It’s worth remembering that we are not always talking about teenagers and youth. For various reasons, people living with CP can enter the workforce for the first time at different ages and stages.

In our experience with talking to members and their families, four main factors influence the experience of working and living with CP: 

1. Access to education and training – Early access to training, qualifications, and skill-building opens more options.
2. Physical and digital accessibility – Transport, building design, and technology compatibility all impact whether a role is doable long term.
3. Employer knowledge and attitudes – A supportive employer who understands CP can make adjustments that keep someone in work for years.
4. Support systems – Workplace modification funding, in-job coaching, or personal support workers can make the difference between short-lived and sustained employment.

Employment is not “all or nothing”. Many people with CP work part-time, freelance, or combine paid and voluntary work in ways that fit health, energy, and transport realities. There is also the question of “do people living with a disability always need to work in the disability space?”.

Beginning work or gaining work experience connected to a disability or health organisation is a common starting point. However, that often has less to do with disability itself and is more about the old cliché of “it’s not what you know, but who you know”.

Making wider industries more accessible is an advocacy focus that many organisations are working towards, including developing partnerships with large-scale employers to give people a range of work experience. Settling on a career path can be a balance between interests and passions, practicalities, job markets, and funding sources. The wider support networks that individuals with CP know can be a good starting point for navigating employment.

Starting work

Starting a new job when you live with a disability involves some extra things to think through (on top of what everyone manages). These are things you and your family may want to plan for or talk through.

Unique things to consider from the start

• Energy, health fluctuations, and fatigue: Some days will be stronger than others. Think about scheduling rest times, or aiming for part-time work first and building up.
• Accessibility: The workplace layout, toilets, paths, lighting, and how you physically move around matter.
• Assistive tools and modifications: You might need special equipment (like adapted desks, software, or supports) or adjustments.
• Travel and transport: Getting to and from work can be a barrier. If public transport isn’t fully accessible for you, you may need subsidised transport or special support.
• Support at work: You may benefit from a job coach, a “buddy”, or someone who can help with certain tasks.
• Disclosure and timing: Deciding if, when, and how much to tell an employer about your CP/disability is a personal decision. Often, disclosing early (with a support plan) can help ensure you have the support you need at work.
• Career path and flexibility: Your ideal work might evolve over time. Think about roles or industries that allow you to shift tasks, telework, or change hours.

Useful programmes and services

Here’s a handy list of up-to-date resources and links you or your family can use.

• Workbridge (employment support for disabled jobseekers)
• Work & Income – Job and Training Support Funds
• Firstport – Financial Support for Employment for Disabled People

Starting strong: First weeks on the job

Getting into work is a big achievement. The first months are vital for making things sustainable.

Things to negotiate or set up early

• Reasonable supports: Talk with your employer about what changes will help you do the role well (e.g. flexible hours, assistive tech, modified job tasks).
• Clear communication plan: Decide how you’ll let your manager or colleagues know about your needs. Maybe a “check-in” meeting every week while settling in.
• Job coach or buddy support: If you have funding (via Job Support), a job coach can help with transitions, or a colleague can mentor you temporarily.
• Document modifications: Keep a written record of agreed supports (what, when, who). This helps avoid misunderstandings.
• Energy and break planning: Build in short rests or breaking down tasks to avoid burnout.
• Review and adapt: After 1 or 2 months, check what’s working and what isn’t. Adjust with your employer.

Keeping a job over time

Once things are underway, there are ongoing factors to manage so that work stays sustainable.

• Health changes: Sometimes CP or other conditions fluctuate. Be ready to adapt (e.g. scale back, switch tasks temporarily).
• Support review: Reassess whether your supports or tools are still sufficient. As you get more confident, your needs might shift.
• Advocate for yourself: If new barriers arise (e.g. new software at work, physical layout changes), speak up early.
• Upskilling and training: You might want to move roles or responsibilities over time. Use training opportunities and ask for support.
• Network and peer support: Build connections with other disabled employees or support groups (they understand navigating workplace challenges).
• Career planning: Think long term — what role could you grow into, or what flexibility might you want in the future?

Talking with employers (plain advice)

When you’re in conversations with employers — whether in interviews or once employed — these approaches can help:

• Focus on ability, not limitation: Emphasise what you can do, and how you manage challenges.
• Offer solutions, not just requests: Show that you’ve thought about how work could be adapted.
• Start the conversation early (if comfortable): Bringing up support needs early can set expectations and reduce surprises.
• Use “reasonable accommodation” language: Many employers know this term—mention it to frame the discussion.
• Invite trial or phased work: Sometimes a trial period or scaled hours helps employers see you can do the job.
• Ask for a workplace accessibility check: Have someone with knowledge (e.g. from Workbridge) look at the space with you.

Your rights, advocacy and protection

It’s good to know what protections you have and how to advocate if things don’t go smoothly.

• Human Rights Act and Employment Law: In NZ, employers must not discriminate against you because of disability.
• Request reviews or mediation: If support requests are denied, you can ask HR, or go through mediation or seek support from advocacy bodies.
• Dispute/complaint process: If needed, you can go to the Human Rights Commission or employment dispute resolution services.
• Keep documentation: Emails, meeting notes, job descriptions, agreed support — it’s all helpful if there’s a disagreement.
• Use advocacy services: Organisations like CCS Disability Action, Disabled Persons Organisations, or disability advocates can help you understand your rights and push for fairness.

Conversation checklist: talking to your employer about access needs

Before the conversation

• Clarify your goals – What do you need to do your job well? What’s essential vs. nice-to-have?
• List your strengths – Be ready to explain your skills, experience, and value to the team.
• Prepare clear examples – Link each access need to how it helps you be productive.
• Know your rights – Review the Human Rights Act and Employment Relations Act.
• Gather resources – Bring info on supports like Workbridge funding or MSD Job Support.
• Choose your timing – Decide whether to talk in a one-to-one meeting, during a performance review, or at a specific project milestone.

During the conversation

• Lead with strengths – Start by talking about what you do well.
• Be specific – Say “a noise-cancelling headset would help me focus during calls” instead of “I get distracted”.
• Link to outcomes – Explain how adjustments benefit both you and the organisation.
• Stay factual – Avoid over-explaining medical details unless necessary for context, or you are asked.
• Be collaborative – Ask, “how can we make this work together?”.
• Note agreements – Write down what’s been discussed and any agreed next steps.

After the conversation

• Confirm in writing – Email a short summary of what was agreed to and by when.
• Follow up – If adjustments haven’t been implemented, check in politely but firmly.
• Evaluate – After a few weeks, assess whether the changes are working.
• Adjust if needed – Needs may evolve; regular reviews can keep supports relevant.
• Seek support – If conversations stall, contact CCS Disability Action, DPA, or an employment advocate for help.

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* Amy Hogan is the Cerebral Palsy Society’s Researcher and Member Support Advisor.