Across the country, the labor market is tightening. The workforce is aging, the pool of qualified workers is shrinking, and competition for talent is fierce. For people with disabilities, the challenge is even greater—national data shows that only 58% of VR participants are still employed one year after exit, and just 40% are with the same employer (TACQE).
That’s why the Workforce Innovation and Opportunity Act (WIOA) pushes VR programs to measure more than just job placement. VR agencies must now track whether people are still working 6 and 12 months after services end, and whether they’ve stayed with the same employer. This shift reflects a bigger goal: helping job seekers with disabilities find not only a job, but a workplace where they can grow and thrive.
PRIME understands that knowing how employers think and act is critical. By aligning retention strategies with employer practices, VR professionals can better guide job seekers toward workplaces where meaningful employment lasts.
Key Findings on Job Retention
When employers focus on retaining workers, managing absences and disabilities effectively, and using proven ways to hire people with disabilities, they increase productivity and reduce disability-related costs for their business and the community.
Managing absences and disabilities effectively involves preventing health problems at work, handling time off when someone is sick or injured, and helping people get back to work safely with the right supports and accommodations. It includes clear policies, quick responses when issues come up, fair leave and return-to-work processes, training for supervisors, and a culture that welcomes feedback and requests for help. When employers do these things well, people stay on the job longer and businesses run better.
A survey of 650 employers (Habeck et al., 2010) found that the five practices most linked to retention are:
- Mentoring and early support for new hires
- Professional development at all levels
- Real career advancement opportunities
- An open culture for feedback and ideas
- A clear link between the job and the organization’s mission
Other important points:
- Strong retention and strong disability and absence management practices go hand-in-hand.
- Even high-performing companies need to keep improving disability and absence management practices.
- Managers often undervalue these five high-impact practices—helping them see their importance can make a big difference.
Practical Takeaways for VR
Retention isn’t just an employer’s job—VR professionals play a critical role in helping job seekers keep their jobs long-term. The research points to clear actions VR counselors and administrators can take right now:
- Show managers what matters
Many managers underestimate the value of the top five retention strategies. Help them strengthen mentoring, training, career pathways, feedback culture, and mission alignment. - Prioritize employers with strong retention strategies and absence and disability management practices
Guide job seekers toward organizations with proven practices. These employers are more likely to provide effective accommodations and create stability for employees with disabilities. - Steer clear of risky workplaces
Discuss with job seekers the potential risks of working in environments with weak or inconsistent absence and disability management practices. These gaps can put employees with disabilities at greater risk of job loss. - Stay current on laws
Be ready to give accurate, timely guidance to both employers and job seekers by staying up to date on state, local, and federal laws affecting absence/disability management. Helpful resources include: - Look for signs of an employee-first culture
The best workplaces:- Have transparent return-to-work policies
- Provide accommodation training for managers
- Actively manage disability-related risks before they become problems
The Bottom Line
Retention is where job placement turns into lasting impact. For VR professionals, it means thinking beyond the hire—supporting job seekers to choose supportive employers, preparing managers to provide the right guidance, and building plans that make career growth possible for people with disabilities.
PRIME is working toward the same goal: making every job placement an opportunity to improve job retention outcomes in VR. Every hire can be the first step in a career that lasts.