Disabled Veterans and employers:
moving from surviving to thriving

A Voya Cares study, in collaboration with Easterseals

Table of Contents

Executive summary ..................................................................................................................................................... 1

Key findings ................................................................................................................................................................... 3

Background: the changing face of America’s Veterans and caregivers .................................................... 4

Research overview and methodology ................................................................................................................... 5

Veterans with disabilities experience greater difficulties transitioning from military ........................... 6

Disabled Veterans lack confidence in short-term and long-term finances ............................................... 8

Mental health concerns are top-of-mind .............................................................................................................. 12

Disabled Veterans in the workplace: a disconnect between access and use .......................................... 14

Caregivers serve an essential role, often without adequate support ......................................................... 20

Employers want to support disabled Veterans but need guidance ............................................................ 24

Where do employers go from here? ....................................................................................................................... 28

Executive summary
Employers have been eager to hire America’s Veterans in recognition of the unique expertise
they can bring to an organization, as well as a show of support and patriotism. But with over one-
third of Veterans nationwide reporting a disability, Voya Cares and Easterseals commissioned
original research to better understand what it means to support Veterans with disabilities and their
caregivers in the workplace.

The Veterans community today looks quite different than it did two decades ago. And service members
from the post-9/11 generation returning to civilian life, often following multiple deployments, are
returning to a different economy that demands new and constantly evolving skill sets.

On the surface, employers’ efforts to hire Veterans appear to have been successful: As of March 2024,
the unemployment rate for all Veterans is 3.0%, and it is 5.3% for Veterans with a disability, lower than
both groups’ non-Veteran counterparts.1

Veteran unemployment rate: General population unemployment rate:
3.0% 3.8%

Disabled Veteran unemployment rate: General disabled population unemployment rate:
5.3% 7.3%

However, these numbers do not show the full picture. For millions of American Veterans — particularly
the over 4.7 million who have service-connected disabilities2 — the transition from service to civilian
life and work can present complexities and difficulties. It is not always apparent how skills developed
in the military translate into the civilian workforce, even those that are highly valued by employers.
Disabled Veterans may be employed, but many are underemployed, meaning they have a job, but it is
part-time, and/or it does not allow them to use their skills and talents to their full potential. Mental and
emotional health and wellbeing also are concerns for disabled Veterans, further complicating efforts to
find and maintain employment that is appropriate to their level of skills and expertise.

Experiences like this have left many feeling uncertain about their long-term financial security and
retirement. Add to that a lack of understanding of the financial resources available to them through the
U.S. Department of Veterans Affairs (VA) and their employers, and disabled Veteran employees are left
unsure of how to maximize and integrate them all effectively.

Disabled Veterans and employers: moving from surviving to thriving — 1

The majority of respondents to a consumer insights survey in October
2022 think more can be done to help Veterans in the workplace:3

• 93% strongly or somewhat agree “it is important that Veterans are given a fair

• 88% strongly or somewhat agree “corporations could do more

Often overlooked in the conversation on important Veterans issues is the role of their families and
caregivers. According to the VA, there are more than 6.5 million unpaid caregivers of Veterans.4 These
individuals perform the necessary and often unseen care tasks — including managing medication,
health care, personal care, and transportation — that can impact not only the Veterans whom they
support but also many areas of caregivers’ own lives. Caregivers often experience some of the same
career challenges and financial insecurity that Veterans face but to a more extensive degree.

Today, many employers want to support their disabled Veteran employees and their Veteran caregiver
employees. However, there is a gap between However, there is a gap between what support
employees need, the benefits and services offered and those that are used.

With this in mind, Voya Cares and Easterseals commissioned original research to look beyond efforts
to hire Veterans to better understand what it means to support Veterans with disabilities and their
caregivers. Through surveys and in-depth interviews, the research explores key areas, such as:

• What challenges do Veterans with disabilities encounter when transitioning from service to civilian

• What are disabled Veterans’ financial and career goals?

• Are they confident in their readiness for retirement?

• What benefits and supports are they seeking from employers?

• How are family caregivers being supported in the workplace?

• What role can employers play in providing Veterans with disabilities and their caregivers the support

Disabled Veterans and employers: moving from surviving to thriving — 2

Key findings

D isabled Veterans report challenges transitioning from service to civilian life and work.
In particular, they face unique barriers to finding appropriate employment and advancing
in their careers.
Both Veterans with disabilities and employers face challenges connecting these Veterans with
promising job opportunities. Many disabled Veterans report being underemployed. Additionally,
disabled Veterans are more likely than nondisabled Veterans to feel they lack support for education
and professional development opportunities. And employers have challenges around hiring disabled
Veterans, including their tendency not to voluntarily disclose that they have a disability.

There is a significant gap between employers’ perception of how they support disabled Veterans
at work and how disabled Veterans and their caregivers feel their needs are being met in the
workplace.
Many employers see Veteran outreach as an essential part of their recruitment, but they are less
focused on specific outreach efforts to Veterans with disabilities. Furthermore, employers are less
certain about how to support disabled Veterans, once hired. While most employers are interested
in offering benefits to support disabled Veterans and their caregivers — such as Stay-at-Work
programs, managed accounts, and student debt management — the programs that disabled
Veterans prioritize often differ from what employers expect.

M any Veterans with disabilities have low confidence about their long-term financial future
and retirement.
Even though many disabled Veterans access VA resources, they are not confident they are
maximizing the benefits and resources available to them and integrating them effectively with their
employee benefits. This is especially evident for retirement planning services, an area in which
employers traditionally may not offer many benefits.

Concerns about mental health benefits and support are top-of-mind.
Disabled Veterans recognize mental health as a top barrier to employment and indicate that mental
health support and services are critical to their success at work. Yet even when employers make
these supports available, disabled Veterans often are hesitant to access them, partly because they
may not want to disclose mental health challenges.

Caregivers of disabled Veterans are struggling and frequently overlooked for support.
Caregivers often perform a balancing act between work, caregiving and their own needs and would
benefit from programs and resources that help them balance these demands.

Disabled Veterans and employers: moving from surviving to thriving — 3

Background: the changing face of
America’s Veterans and caregivers

For the more than 16 million Veterans5 in the United States, their adult lives are split into chapters —
before joining the military, their time serving, and life after the military. And the transition from serving
to post-service can be one of the most challenging shifts Veterans face — even more so for Veterans
who leave the service with a disability.

Today’s working Veterans represent the most diverse population ever to serve. Twenty years ago, the
Veteran population was overwhelmingly male and predominately white. Now, as they separate from
service, they are shifting the demographics of the overall Veteran population, with more women and
more people of color having served.6 The Veterans in the workforce today served during the Gulf War
era and the Global War on Terror following Sept. 11, 2001.

Along with the increase in diversity that this new era has brought, there also is increased discussion
and education about the importance of acknowledging any disability incurred during service, including
mental health conditions. This has led to greater awareness of the ways that post-traumatic stress
(PTS), traumatic brain injuries (TBI), insomnia, and other sleep issues can lead to mental health decline,
including depression and anxiety. While stigma still exists around mental health, more Veterans are
acknowledging they left service with this type of disability.6

As a result of the increased awareness and improved diagnostic criteria, post-9/11 and Gulf War
Veterans have the largest percentage of reported disabilities compared to previous generations.
According to the U.S. Census Bureau, 39% of post-9/11 Veterans have a service-connected disability. In
comparison, 37% of Gulf War Veterans, 26% of Vietnam Era Veterans, and 14% of World War II Veterans
have service-connected disabilities. The post-9/11 generation not only has an increased number of
reported disabilities compared to previous generations, they also are more likely to have a service-
connected disability rating — based on the severity of their condition — of 50% or higher.7

In addition to service-connected disabilities, many Veterans, especially older Veterans, have what
the U.S. Census calls an ACS-defined disability. This is a disability not related to service and includes
difficulty with any of the following: hearing, vision, cognitive function, independent living, mobility, and/
or self-care.8

With the increased number of Veterans with disabilities and the aging population of Veterans, the
number of caregivers has increased and the care that they provide has evolved. Caregivers are often
family members, neighbors, and/or friends who provide crucial, unpaid support to a Veteran with
a disability. According to the VA, there are more 6.5 million unpaid caregivers.9 These individuals
perform the necessary and often unseen labor that can impact not only the Veterans they support, but
other areas of their own lives, including their jobs and mental health.

Disabled Veterans and employers: moving from surviving to thriving — 4

Research overview and methodology

With this changing Veteran population in the U.S. as a backdrop, Voya Cares®, in collaboration with
Easterseals, commissioned Edge Research to conduct a national survey among disabled Veterans and
nondisabled Veterans, caregivers of disabled Veterans and employers.10

Edge Research fielded the survey from December 2023–January 2024 among the following audiences:

Veterans — Sample size of n=1029

• This includes n=728 Disabled Veterans and a comparison group of n=301 Nondisabled Veterans.

• Disabled Veterans include those who self-identify as having either a service-connected disability or

• Survey participants are ages 18–75, and either in the workforce (part-time or full-time) or actively

Caregivers of disabled Veterans — Sample size of n=305

• Caregivers of disabled Veterans include those who provide unpaid care to a family member with

• Survey participants are ages 18–75 and either in the workforce (part-time or full-time) or looking

Employers — Sample size of n=511

• Survey participants are decision-makers in the roles of hiring, benefits, retirement accounts, and/or

• They represent a mix of business sizes (with the number of employees being no less than 25)

To learn more about these audiences, 24 qualitative in-depth interviews were conducted virtually in
January and February 2024. Interviews included eight representatives from each audience:

• Disabled Veterans.

• Caregivers who provide 10 hours of care per week.

• Employers with at least 250 employees and that employ five or more Veterans with disabilities,

Quotes throughout this report represent findings from these interviews.

Disabled Veterans and employers: moving from surviving to thriving — 5

Veterans with disabilities experience
greater difficulties and lack support when
transitioning to civilian life and work

Based on this research, from the moment of separation from the military, Veterans with disabilities have
a different experience than those without disabilities. As the chart below demonstrates, few disabled
Veterans describe the transition to civilian work as “easy” ( just 37%), compared to 60% of those without
a disability who describe the transition as “easy”.

Transition to civilian work

60%

42%
37%

21% 22%
17%

Easy Neither easy nor di cult Di cult

Disabled Veterans Nondisabled Veterans

The transition is especially difficult for those with mental health challenges from military service; only
31% says the transition to civilian work was easy.

One of the top employment barriers for Veterans with disabilities is understanding how military skills
translate to the civilian workplace. This is a barrier for both employers and Veterans, as employers
often do not know how to assess a Veteran’s work experience in the military and align their
responsibilities to civilian work. This can be exacerbated by online application processes that rely on
algorithms and Artificial Intelligence to determine applicants’ qualifications and eligibility.

Disabled Veterans reported barriers to employment

Employers do not recognize how military skills translate to other jobs 29%

Competing with candidates who have been in the workforce longer 24%

Unsure how to translate military experience into civilian work opportunities 22%

Disabled Veterans and employers: moving from surviving to thriving — 6

At the same time, Veterans do not always know how to translate their military skills to civilian work;
they may not understand which civilian roles and job descriptions match their own work experience.
Veterans also are competing for positions with candidates who have more time in the civilian
workforce, may be more familiar with the industry, and have a better understanding of how to navigate
the application and interview process.

Even when they are able to secure employment, the quality or fit of the job may be lacking. Nearly a
third (32%) of disabled Veterans consider themselves underemployed, meaning that they do not have
enough paid work or are not doing work that makes full use of their skills and abilities. And while most
(73%) of disabled Veterans on the surface say they are satisfied with their jobs, far fewer (57%) feel they
have opportunities for professional growth and development.

In addition, just over half are satisfied with their mental and emotional health, and even fewer are
satisfied with their financial health. And in almost every aspect, they are less satisfied than Veterans
without disabilities by a significant margin, further underscoring the need to pay closer attention to
this group that makes up more than a third of Veterans — 8.39 million Veterans spread across the
workforce nationwide.11

Social determinants of health
% satisfied with each

Your job or work 73%
76%

Opportunities for recreation, hobbies, sports, or leisure 64%
76%

Connections with friends, people in your community 64% 72%

Opportunities for professional growth and development 57% 66%

Your mental and emotional health 55% 75%

52%
Your physical health 74%

51%
Your financial health 55%

Disabled Veterans Nondisabled Veterans

Despite this lower level of satisfaction, most Veterans with disabilities (93%) are accessing at least one
VA benefit or service that may be able to impact their quality of life, most commonly health care (63%).
Even though three-quarters access financial benefits from the VA (disability payments, housing/home
loan assistance), fewer than half (43%) are confident that they are maximizing the VA benefits available
to them as a disabled Veteran.

In general, few disabled Veterans access support for key areas where satisfaction is low: more than
a quarter (29%) of disabled Veterans indicate that it was difficult to find financial health support, 27%
found it difficult to access mental health support, and a third (32%) said it was difficult to find support
for their disability.

Disabled Veterans and employers: moving from surviving to thriving — 7

Disabled Veterans lack confidence in
short-term and long-term finances

The lack of satisfaction and support around financial health is made even more evident when asked
about their confidence in their financial situation. More than half (51%) of disabled Veterans feel
confident in their ability to cover day-to-day expenses. From there, financial confidence notably
drops off. Only about one-third are confident that they can handle an emergency, can keep up with
the cost of living/inflation or will have enough money to live comfortably throughout retirement.
Disabled Veterans also are significantly less confident that they can pay down debt, compared to
nondisabled Veterans.

Financial situation
% confident with each

You have enough money to cover 51%
your day-to-day living expenses

You have enough money for 45%
health care expenses

You will have enough money 41%
to pay off any debt you have

You have enough money to handle an
emergency or sudden large expense 37%

You have enough money to cover increases
in overall cost of living and inflation 36%

You will have enough money to live
comfortably throughout your retirement 34%

Disabled Veterans

Looking more closely into disabled Veterans’ current finances, it is easy to understand why they lack
confidence in their financial situation:

• 24% report having less than $1,000 in savings and investments.

• 67% carry debt unrelated to mortgage or car loans.

• 68% say debt is a concern.

Disabled Veterans and employers: moving from surviving to thriving — 8

Spotlight on disabled women Veterans

Disabled women Veterans are significantly less satisfied than their male
counterparts in all areas, except physical health. Thirty-three percent
(33%) of disabled women Veterans are dissatisfied with opportunities
for professional growth and development, versus 17% of disabled male
Veterans. For financial health, 39% of disabled women Veterans are
dissatisfied, while 30% of disabled male Veterans say they are dissatisfied.
In terms of confidence, disabled women Veterans are less confident than
their male counterparts in all areas, and notably so around having enough
money to live comfortably through retirement.

Financial situation
% confident with each (by gender)

You have enough money to cover
your day-to-day living expenses

You have enough money for
health care expenses

You will have enough money to handle an
emergency or sudden large expense

You have enough money to cover increases
in overall cost of living and inflation

You have enough money
to pay off any debt you have

You will have enough money to live
comfortably throughout your retirement

Disabled Veterans and employers: moving from surviving to thriving — 9

To better understand why and how some disabled Veterans struggle more financially than others, a
statistical technique called “segmentation analysis” was used to look at unique groups of disabled
Veterans based on their financial situation and outlook. More than a third fall into a group that faces
“Day-to-day difficulties,” with lower incomes, more debt, and less built-in support.

Disabled Veterans segments

22%

37%

41%

Financially confident Unprepared for the future Day-to-day difficulties

What are their characteristics?

Financially confident Unprepared for the future Day-to-day difficulties

More likely to: More likely to: More likely to:

• Be younger (nearly half are • Be more confident in covering • Have low confidence in ability
Gen Z/Millennial) day-to-day expenses to cover day-to-day and any

• Be married • Be Gen X future expenses/retirement

• Be employed • Be married • Be women

• Be unconcerned about debt • Have served for more than • Be Gen X

• Have household income 6 years • Be unmarried

>$75,000 • Be employed • Have served less than 6 years

• Have savings and investments • Have debt • Not have a caregiver/loved-
averaging $150,000 • Have household income one providing support

• Be least likely to have both >$75,000 • Have both physical and
mental and physical injuries • Have average savings and mental injuries from service

investments of $85,000 • Be unemployed (24% currently
is unemployed and looking for
work)

• Say debt is a major concern

• Have household income

• Have average savings and

Disabled Veterans and employers: moving from surviving to thriving — 10

In viewing all the financial planning and products that disabled Veterans currently use, the vast majority
of those surveyed — 82% — say they have done some retirement planning. However, only half of those
surveyed have a retirement plan vehicle, such as an IRA, 401(k) or similar, perhaps due to the financial
strain they are experiencing covering day-to-day needs and paying down debt. This is remarkable
considering that 64% of those surveyed are either Gen X or Boomers (44 years or older). Very few
access professional services that assist in planning for retirement: only 18% have retirement planning
services, and fewer (14%) have a financial advisor.

Nearly half of disabled Veterans surveyed (46%) are planning to work to support themselves in
retirement — the most frequently cited source of retirement income for the survey — followed by
Social Security benefits at 44%. Forty-one percent (41%) of disabled Veterans will rely on VA disability
payments to support their retirement. Fewer are planning to rely on what they can save or invest
before retirement.

Veterans with disabilities may be thinking about retirement and savings, but they currently are not
accessing the expertise and tools that could help them plan.

I feel okay if something was to happen; I could probably take care of things for
three months. But then what happens beyond that? Within the military, we were
able to build that huge nest egg for yourself to where you could get through six
months or a year of taking care of expenses and whatnot, but I just don’t feel that
now. I feel like I had to start from the bottom, and I’m slowly working myself back
up all over again…. I would say I’m behind [on saving for retirement], because
I’m nowhere near the salary that I was making in the military as an officer. I’m
nowhere near that amount of money a month. And so, until I can get to that point
on the civilian side of the house, I don’t really feel that I can retire."

— Disabled Veteran

Disabled Veterans and employers: moving from surviving to thriving — 11

Mental health concerns are top-of-mind

Mental and emotional health and wellbeing are concerns for disabled Veterans, both generally and in
the workplace. As indicated earlier, the post-9/11 cohort are more aware of and willing to acknowledge
mental and emotional injuries than previous generations.

Despite the advancements made in the national conversation around mental health, stigmas persist:
Veterans with only mental health disabilities are less likely to disclose (56% disclose their disability) to
an employer than those with only physical disabilities (64% disclose). And Veterans with all types of
disabilities often fear workplace discrimination, worried that they will not get hired, or if hired, will be
treated differently.

Veterans are especially concerned about the public perceptions around PTS. A lack of
understanding among the general population of how it presents, mixed with popular media
depictions of violent Veterans, makes many disabled Veterans wary of sharing this diagnosis with
others, including employers.

Mental and emotional health challenges are the most common barriers
that disabled Veterans face when it comes to finding employment or
better employment, but employer awareness, understanding and
support have a big role to play.

• 31% of disabled Veterans cite mental or emotional health challenges as a

• 49% of disabled Veterans surveyed have both mental and physical injuries.

• Another 24% have only mental injuries.

I dropped the psychiatrist and went on the outside. I did this for one, I think, good
reason. I don’t want to take up a slot that somebody else may really need. I don’t
want to take an appointment from somebody who may really need it … so I will
not use the VA services. I’m not going to be greedy. I’m not going to take away
services that somebody could use instead."

— Disabled Veteran

Disabled Veterans and employers: moving from surviving to thriving — 12

On employers’ part, they tend to struggle with accommodating Veterans with the signature disabilities
of PTS, traumatic brain injury, depression, and anxiety. A quarter (25%) of employers surveyed cite
mental or emotional health as challenges in hiring disabled Veterans, and 23% of employers say
that disabled Veterans do not want to ask for the accommodations that they need. This aligns with
what disabled Veterans are saying; privacy concerns, fear of backlash, and concern for their fellow
Veterans are the main reasons many disabled Veterans do not want to disclose to employers or ask for
accommodations. Ironically, not disclosing can lead to employers being less likely to offer the supports
from which disabled Veterans would benefit. Fewer than two-thirds of employers surveyed (62%)
indicate they offer mental health support to employees.

How much do I want my employer to know? I have a disability. I’m bipolar. I take
medication for depression, so if I come to you asking for help with something,
that, one, you really don’t need to know because if I mess up, I don’t want you to
automatically assume it’s because of [being bipolar]. So, me having to go through
[my employer] to get assistance with something I’m not comfortable sharing….
My employer doesn’t need to know everything about me. All you need to be
concerned about is whether or not I can do the job. Now, if I can’t do the job, then
it’s still up in my parameters with how much I want to share with you, because I’ve
seen on Reddit and other places where people get this type of information, and
they run them up with it."

— Disabled Veteran

Disabled Veterans and employers: moving from surviving to thriving — 13

Disabled Veterans in the workplace:
a disconnect between access and use

Given the gaps in awareness and access to resources and services that would be most helpful to
disabled Veterans, there are a number of opportunities for employers, including collaborations with
community nonprofits to provide benefits and services through the workplace.

Just over half of disabled Veterans say their employer is very supportive of Veterans generally (53%
say very supportive), but fewer say their employer is very supportive of Veterans with disabilities
(45%), or employees with disabilities generally (43%). While almost all (95%) have disclosed they are a
Veteran, a third (33%) have not disclosed they have a disability. This points to a need for employers to
better support these employees.

Regarding general support from employers or colleagues, Veterans with disabilities have varying
experiences. Overall, Veterans feel that employers can better meet their needs in several areas,
including educational/professional developmental benefits. As noted in the social determinants of
health graph, on page 7, only 57% of disabled Veterans are satisfied with opportunities for professional
growth and development ( just 19% are very satisfied), and 32% consider themselves underemployed.

Workplace benefits and services

When looking broadly at employer benefits, there are two distinct issues: access (what an employer
offers) and use (what an employee uses). There are clear gaps between what Veterans say their
employers offer and what disabled Veterans are actually using.

Disabled Veterans and employers: moving from surviving to thriving — 14

Programs offered by employer

Necessary accommodations 27% 42% 19% 12%
for those with disabilities

Flexible work arrangements 38% 29% 25% 8%

A physical, accommodating environment 30% 36% 21% 13%
for individuals with disabilities

Leave or paid time off 29% 34% 24% 13%
for those with disabilities

Leave management programs 26% 34% 24% 16%

Leave or paid time off for caregivers 25% 34% 24% 17%

Reduced or temp. reassignments 20% 35% 28% 17%
for those with disabilities

Reduced or temp. reassignments 18% 31% 29% 22%
for caregivers

ERG for veterans with disabilities 21% 26% 35% 18%

ERG for veterans 21% 26% 37% 16%

ERG for people with disabilities 18% 28% 34% 20%

Comprehensive planning resources
17% 29% 34% 20%

and support for caregivers

ERG for caregivers 17% 26% 36% 21%

Currently use Offered but don't use Not offered Not sure

While 68% of respondents said their employer offers necessary accommodations for those with
disabilities, only 27% report using those accommodations. While some employer programs may not be
as prevalent as disabled Veterans would like, many are not taking advantage of existing programs that
may benefit them.

Disabled Veterans and employers: moving from surviving to thriving — 15

A slightly different question asked respondents what benefits their employer offered and if they use
those benefits.

Benefits offered by employer

Paid time off 67% 16%

Health insurance for yourself 59% 23%

Retirement plan 62% 17%

Dental insurance 51% 22%

Vision insurance 51% 22%

Family medical leave 46% 27%

Health insurance for your dependents 45% 29%

Life insurance 50% 22%

Retirement plan contribution matching/match 56% 16%

Disability income insurance 43% 25%

Health savings accounts 36% 28%

Mental health supports 36% 28%

Pension plan 43% 18%

Retirement planning services 40% 21%

Accident insurance 35% 22%

Reimbursements (such as phone or travel) 35% 22%

Wellness benefits (such as gym reimbursement) 34% 20%

Critical illness insurance 29% 24%

Tuition assistance 22% 30%

Financial wellness program 31% 19%

College savings plans (e.g., 529 plans, education savings accounts) 22% 24%

Hospital indemnity insurance 26% 19%

Deferred compensation/non-qualified retirement plans 24% 19%

Stock options 23% 20%

Emergency savings plans 22% 21%

Student loan debt assistance 14% 25%

Currently use Offered but don't use

This issue of access versus use is another area where there is a clear disconnect. For products
specifically geared towards retirement, the delta between those “offered” and “used” percentages
is concerning. Seventy-nine percent (79%) of employers (according to employees) offer a retirement
plan, yet only 62% use it. Use of retirement plan contribution matching is even lower, with only 56%
taking advantage (72% have access to that benefit), and just 40% of disabled Veteran employees use
retirement planning services through their employer (61% have access to them).

Disabled Veterans and employers: moving from surviving to thriving — 16

Beyond the more traditional employee benefits, such as paid time off (PTO) and health insurance for
themselves, use of other benefits is below 50%. When analyzing the responses of the three segments
of disabled Veterans identified earlier, those who are “financially confident” are significantly more
likely to have access to each of the programs and benefits shown in the graphs on pages 15 and 16 —
both traditional benefits as well as accommodations and employee resource groups (ERG) — and are
significantly more likely to take advantage of them when they are available. Those who experience
“Day-to-day difficulties” are least likely to have access to each of these benefits through work and less
likely to use them when they are available to them.

In interviews with this latter segment, participants explained that benefits information was limited —
often shared when they first started or only in group meetings where it is not easy to ask questions
about personal circumstances. Several expressed interest in one-on-one third-party guidance to help
them make choices and explore benefits based on their personal needs and financial circumstances,
without worrying about bias from their employers.

Beyond the basic benefits

Beyond currently offered benefits, the study asked disabled Veterans and employers about benefits,
programs and services selected with disabled Veterans’ needs in mind. Veterans were asked how
helpful each would be to them personally.

Potential support programs from employers
% who think helpful

Help to maximize your dollars spent
across VA and employer benefits 66%

Help with transitioning to retirement 64%

An online/digital personal financial tool that allows you to see ALL
of your financial/benefits information in a single place 62%

A workplace emergency savings fund 61%

A "Stay at Work" (SAW) program 60%

Support and resources that help make the
transition from the military to a civilian job easier 58%

Help estimating income needs in retirement 57%

Personalized advice/guidance service that builds
your investment portfolio (e.g. Managed Account) 57%

Personalized advice services to help with
financial planning and retirement needs 57%

Expanded health insurance coverage for mental illness 56%

Student debt management and loan repayment support 39%

Disabled Veterans

Disabled Veterans and employers: moving from surviving to thriving — 17

The most desired benefit indicated by disabled Veterans is assistance in maximizing VA and employer
benefits, with 66% saying this would be helpful. As noted earlier, fewer than half of disabled Veterans
are confident they are maximizing the VA benefits that are available to them, and the VA benefit
system can be confusing even to the most knowledgeable Veteran. With eligibility for many benefits
based on several different factors, including length of service, when the service occurred (Vietnam era,
peacetime, post-9/11, etc.) and other requirements, it can be confusing to navigate what a Veteran is
eligible for, when, and for how long.

Just looking online … I’ve just been calling the VA line, which is frustrating,
because they’re not the most helpful, and you know, we’re trying to figure this
out, and the answers that they give you are just like, “Oh, you can go to our
website and look for this,” or it just kind of felt like I was getting the runaround.
So, I would just call other service members, and they would tell me you’re entitled
to these things. Like I didn’t realize I was entitled, because of my disability, that
I could get an exemption for taxes on my home. I did not know that, and it was
just a service member who told me. I felt that should have been part of the
transitioning process. Just a service member told me, and I went up to the tax
office, and I was like, “Hey, I’m a Veteran; I have a disability, so what paperwork
do I need?” and then they gave it to me."

— Disabled Veteran

There are several areas around finances about which disabled Veterans are particularly interested,
including assistance with transitioning to retirement — understanding the myriad benefits they may
be eligible for including Social Security, military retirement, retirement plans and more (64% said this
would be helpful). An online/digital personal financial tool that allows employees to see all of their
financial and employer benefits information in a single place is also of real interest (62% said this would
be helpful).

In addition, slightly more than six-in-ten (61%) disabled Veterans are interested in emergency workplace
savings funds and “Stay at Work” programs that offer them a financial safety net in emergencies or
times of difficulty. These benefits can help with some of the financial insecurities described previously
and expressed in the in-depth interviews.

Disabled Veterans and employers: moving from surviving to thriving — 18

More than half of disabled Veterans (56%) indicate that expanded coverage for mental health would
be helpful — and this ranks particularly high for those who experience “Day-to-day difficulties.” In the
interviews, some disabled Veterans expressed confidentiality concerns in using employer benefits for
mental health, so interest could be higher if properly structured. Since mental health is the top barrier
faced by disabled Veterans in seeking any or better employment, it is clear that adequate — and
transparently confidential — mental health care is key to disabled Veterans’ success in the workforce.

Disabled Veterans also were asked about various support options that nonprofit Veterans services
organizations (VSO) could offer in partnership with employers. About two-thirds (67%) said a
Veterans’ staffing network would be helpful, and 63% said support and resources that help make the
transition from military to civilian work easier would be helpful, too. This points to a role for nonprofit
collaborations to help employers better support disabled Veterans in the workforce.

Disabled Veterans and employers: moving from surviving to thriving — 19

Caregivers serve an essential role,
often without adequate support

Like many caregivers, individuals who care for Veterans with disabilities can sometimes feel like a
forgotten group, despite serving in an essential, often life-sustaining role. Although they share similar
concerns as the disabled Veterans for whom they care, they experience elevated levels of concern.

Caregiver profile

Demographics: Financial situation:

• 62% are women. • 21% report confidence in having enough

• 58% support their disabled money to live comfortably through retirement.

Veteran financially. • 62% report having less than $50K in

• 52% are caring for a parent or parent-in-law. retirement savings.

• 21% care for a spouse. • 58% have a household income under $75k.

• 85% are caring for someone with • 80% have non-mortgage, non-auto debt.

a service-connected disability. • 30% report feeling under-employed.

• 47% plan to work full-time or part-time to

Caregivers often provide support in many different areas, including 58% who report financially
supporting their Veteran. Most have had to make sacrifices at work; 86% of caregivers report that
caregiving has impacted their work or education in some way.

Challenges experienced at work
% of caregivers who experienced each

46%

31% 31% 31% 30% 29%

22%

17%
15% 15%

13%

10% 10%

Missed work Reduced Lost salary Sought help Had trouble Felt that your Taken a Taken family Changed Not been Turned down Felt your Missed
work hours or wages for anxiety providing the work leave of medical jobs or able to find a a job or supervisor or school or

and/or care needed su‚ered absence leave employers job with promotion co-workers delayed your
depression enough treated you education

flexibility di‚erently

Caregivers

Disabled Veterans and employers: moving from surviving to thriving — 20

Caregivers often perform a balancing act — providing support at home, going to work, and trying to
find time for their own well-being. It is no surprise, then, that when it comes to accessing support,
caregivers report facing the biggest challenges in finding and using resources not only for their
Veterans’ disabilities (only 30% report it is easy to find support) but also for their own financial (only
36% report it is easy) and mental and emotional health (only 43% report it is easy).

As a result, caregivers unsurprisingly report that jobs offering flexibility and better accommodations for
their caregiving role have the most appeal.

B eing at the top of your career and thinking you’ve got everything under
control and everything’s going in the right direction and just to have it do a
complete 180. I stepped down from a higher position at my job and took two
steps down to a job with less pay and being able to have the option to work
from home on the days that I need to work from home, but I’m with the same
company. The position that I was in was very demanding with a lot of travel, a
lot of being away from home, and when I took a lesser paid position and a more
accommodating position to be able to accommodate for when I needed to be
home … I would have to take a pay decrease to go down that level to where I
was at, but I would have the opportunity to be able to be more flexible with my
job and to work from home."

— Caregiver of a disabled Veteran

Disabled Veterans and employers: moving from surviving to thriving — 21

While finding flexible positions is key, some caregivers are hesitant to disclose their role to their
employer — about a third (30%) say they have not told their employer that they are caregivers of
disabled Veterans.

To be honest with you, I don’t think that I’ve ever really laid my cards on the table
with my employer about it. I think I’ve always been hesitant, because I don’t want
them to try to use [it] as a way to handicap me. I don’t want them to try to say, if
there’s a good opportunity, “Oh, we can’t count on her because she has to care
for her father,” or something like that. So, I’ve never been totally transparent with
them about it."

— Caregiver of a disabled Veteran

Caregivers, much like disabled Veterans, emphasize wanting additional support in key areas to
improve their overall wellness and financial health. One of the top-ranking areas in which caregivers
want support is maximizing both employer and VA benefits — for themselves and their loved one who
is a Veteran.

Potential support programs from employers
% of caregivers who think helpful

Expanded coverage for caregivers who are in the hospital and
need to provide continuity of care to a family member 69%

Help to maximize your dollars spent across VA and employer benefits 68%

Comprehensive planning resources and support for caregivers 66%

Help with transitioning to retirement 65%

A workplace emergency savings fund 65%

Expanded health insurance coverage for mental illness 64%

A “Stay at Work” (SAW) program 63%

Help estimating income needs in retirement 63%

An online/digital personal financial tool that allows you to see ALL
of your financial and employer benefits information in a single place 61%

Personalized advice/guidance service that builds your investment portfolio 60%

Personalized advice services to help with financial planning and retirement needs 57%

Student debt management and loan repayment support 48%

Disabled Veterans and employers: moving from surviving to thriving — 22

Because caregivers often balance many different roles, the programs that have the most appeal to
them tend to be those that offer more immediate support and relief. As seen in the data above, making
sure they have coverage for their caregiving responsibilities when experiencing their own emergencies
is paramount as an employer-provided benefit.

There are a number of opportunities for employers to support their caregiving employees both
directly and indirectly through community and nonprofit organizations. When asked about support
that nonprofit organizations might be able to offer, day-to-day needs like caregiver respite services
and support for food, transportation, shelter, and medical care each were rated as extremely or pretty
helpful by more than 70% of caregivers.

Nonprofit support programs
% of caregivers who say would be helpful

Access to caregiver respite services, caregiver training,
and connections to local resources for caregivers 72%

Assistance with day-to-day needs like food,
transportation, shelter, and medical care 71%

Assistance with building credit, finding a home, and 68%
paying off debt

Access to a veterans' staffing network that helps veterans 65%
and their spouses find meaningful jobs

Support and resources that help make the transition from 60%
the military to civilian work easier

Caregivers

Disabled Veterans and employers: moving from surviving to thriving — 23

Employers want to support disabled
Veterans but need guidance

Employers have a very different view of how they are supporting disabled Veteran employees.
Employers see themselves as highly supportive, including professional opportunities and financial
health — two areas in which disabled Veterans feel they lack support.

Employer support of disabled Veterans
% who say support is offered

Employers

96%
94%

91%

86%
85%

Opportunities for Physical Mental and Financial health Family dynamics/
professional growth health emotional health (financial interpersonal
and development management relationships

and assistance)

This perception is consistent across business size, with small, medium, and large organizations
responding that they are supportive of employees who are Veterans with disabilities.

Employers overall are interested in hiring Veterans because of the characteristics that military service
attracts or helps develop: discipline, focus, and being team players. But there is more that employers
can do to meet the needs of this audience and their caregivers, as described in the previous sections
of this report.

More than two-thirds (67%) of employers have DEI (diversity, equity, and inclusion) efforts in their hiring
and retention, and among those that do, 80% include Veterans in that effort, while only 67% include
Veterans with disabilities, and only 48% include caregivers of any kind. In terms of active recruitment,
only 35% of all employers focus on Veterans with disabilities for hiring.

Disabled Veterans and employers: moving from surviving to thriving — 24

As noted previously, disabled Veterans are overwhelmingly likely to disclose to their employers that
they are a Veteran, but only two-thirds (65%) of disabled Veterans disclose their disability to employers,
and just over half (56%) of Veterans with only a mental health disability are likely to disclose to their
employer. They often fear discrimination — either that they will not be hired or will be treated differently
once hired. Some employers have seen these fears realized in their own workplaces.

[Asking for accommodations] is tricky because you’re gonna get that conscious

or unconscious bias, right? If there’s somebody who is asking for that, this is
where I think, how do you prevent a leader from showing bias, right? Not wanting
this employee because they are asking for that accommodation …. No one will
ever admit to it being unsafe, but I will tell you from my experience that you can
do a lot of things to hurt your brand, and one of them is to have asterisks. Like
that’s kind of the reality of the corporate world. You can’t be high maintenance.
And if a Veteran says, “oh, I have a lot of PTSD,” somebody will consciously or
unconsciously have a bias."

— Employer

This common recognition of the possibility of bias presents an opportunity for employers and Veterans
with disabilities to have more meaningful conversations with each other. Employers can create an
environment that is conducive to disclosure for disabled Veterans, helping in turn to build trust and
awareness among all employees.

Employers were asked about the same benefits tested among Veterans and caregivers, and there
is strong alignment between what Veterans and caregivers see as helpful and what employers are
interested in providing.

Disabled Veterans and employers: moving from surviving to thriving — 25

% of employers % of disabled % of
Veterans say caregivers

Support programs from employers currently interested benefit is say benefit is offer in offering helpful helpful

Help maximizing dollars spent across benefits offered 24% 60% 66% 68%
by the VA and employer

Support and resources for transition from the military 23% 63% 58% n/a
to a civilian job

Expanded health insurance coverage 23% 62% 56% 64%
for mental illness

Help with the transition to retirement 23% 61% 64% 65%

Providing an online/digital personal financial tool 21% 64% 62% 61%

Comprehensive planning resources and 21% 61% n/a 66%
support for caregivers

A "Stay-at-Work" (SAW) program 19% 64% 60% 63%

Personalized advice services to help with financial 19% 63% 57% 57%
planning and retirement needs

Personalized service that builds an investment 19% 63% 57% 60%
portfolio (e.g., Managed account)

Help estimating income needs in retirement 19% 62% 57% 63%

Expanded coverage for caregivers 18% 64% n/a 69%
who are in the hospital

A workplace emergency savings plan 16% 66% 61% 65%

Student debt management and loan 15% 58% 39% 48%
repayment support

Disabled Veterans and employers: moving from surviving to thriving — 26

As noted before, the top desired support for disabled Veterans is help maximizing their benefits.
Employers also show strong interest in offering this benefit; however, only a quarter of employers
say they offer any help with this need now, and interviews indicate that a benefit to help disabled
Veterans maximize benefits may be limited to a general Employee Assistance Program (EAP). While
interest among employers is high, this area is one where the employers interviewed said they would
need additional expertise beyond what they have on staff. They see a clear role for third parties like
nonprofits, including VSOs, to support employer efforts in this area. However, few interviewed have
turned to those nonprofit organizations for guidance, and there seems to be little awareness that these
organizations exist.

I know we work with nonprofits for community building and all of that, but not
where they’re supporting our employees to my knowledge. I love the idea of it.
I don’t think there’s any way we could do that on our own. I think what would
make sense would be [a nonprofit collaborator] helping or putting together
programming around that financial planning and personalized service, standing
that up. So maybe creating some resources that are more self-serve just like,
“Hey, this is what we offer.” And then maybe standing it up so they’re the ones
getting the inquiries about, “Well, how do I do this?” Or, “How can you guide
me?” So, yeah, I would expect just kind of some expertise on that financial
planning piece, the navigation of those VA benefits. I think probably separately
… recommendations on how we could better support the military community on
mental health and especially those with disability."

— Employer

Notably, while there is strong interest in these support programs from employers — including both
financial benefits and expanded coverage for mental health — few are currently offering any of
them. There is a great deal of opportunity for employers to better demonstrate their commitment to
supporting disabled Veterans, and partnership with experts will be essential.

Disabled Veterans and employers: moving from surviving to thriving — 27

Where do employers go from here?
Veterans with disabilities and their caregivers are looking for support in the important areas discussed
above in their lives: transitioning out of the military, financial planning and mental health. This study
highlights a number of critical actions employers may consider taking if they are committed to easing
the transition from military to civilian life and work and making a meaningful difference in the lives of
disabled Veterans and their caregivers.

R ecognize that, when hiring Veterans, there is a possibility that Veterans with disabilities are
being hired — and the appropriate support may be provided.
More than a third of Veterans are leaving service with a disability, and these Veterans report having
a harder time making the transition to civilian life and work than those without disabilities. Disabled
Veterans may face additional challenges that employers should be conscious of, especially as they
transition. Employers should be prepared to allow sufficient time and effort onboarding Veterans
with disabilities and ongoing support to ensure their success. Consider building a welcoming and
supportive culture for disabled Veterans through ongoing employee education and awareness
building about the traditions and values of this employee group, standing up a Veterans ERG to
provide camaraderie and peer support, as well as a mentoring program to help disabled Veteran
employees acclimate to the corporate culture.

C onsider the needs of disabled Veteran employees in the design of a benefits package.

Again, Veterans with disabilities have unique needs, and those needs should be reflected in the
benefits package offered. For example, a majority expressed interest in assistance and tools to
help coordinate employee benefits and VA benefits. Based on the findings that many disabled
Veterans are not necessarily accessing the variety of financial benefits from the VA, employer benefit
offerings of group life insurance — preferably guaranteed issue — and short- and long-term disability
coverage may help to fill a gap in their financial planning. Highlighting another financial need, more
than 80% of disabled Veterans fall into segments that are not financially prepared for emergencies,
so emergency savings plans may offer a lifeline in emergencies. Preparing for retirement also is a
key need. Offering auto enrollment into a retirement plan like a 401(k) with a matching contribution
can help bridge the gap in retirement savings, while Health Savings Accounts (for high deductible
medical plans) and Flexible Spending Accounts can help to cover unpredictable medical costs both
in the short term and in retirement.

Disabled Veterans and employers: moving from surviving to thriving — 28

Provide ample education around mental health care and coverage. Although many employer-
provided health insurance plans have robust coverage, these audiences may not know it.
Be sure that information regarding the coverage is plentiful and easy to access. Beyond the
coverage in the employer-sponsored health plan, consider offering free sessions through a general
EAP, and make the sessions available for the employee’s family members, as well. Lastly, all
employees should be regularly reminded of the benefits available to them to increase opportunities
to take advantage of existing programs.

Be proactive in creating a culture that is safe and inclusive for disabled Veterans (and their

caregivers) to disclose their situations and their needs.
Fear of bias is one reason disabled Veteran employees and caregivers currently may not disclose
their disability or role as caregivers and take advantage of existing programs and benefits. By
promoting the benefits of self-identification and how to access accommodations, both employers
and their disabled Veteran employees may benefit. Employers may seek to create opportunities for
disabled Veterans and their caregivers to have confidential conversations about employer benefits
or with VSO partners who could offer support. In addition, employers should consider offering
training to both managers and employees to reduce bias and stigma around disabilities — especially
mental health.

Look to the VA and VSOs to help support these employees and further their personal and

professional success.
The VA offers a number of benefits and programs, but navigating these options and VA systems
can be confusing and time-consuming. Consider offering support through a health care concierge
benefit that provides guidance, coaching, resources, and emotional support. Ultimately, employers
should think critically about what kinds of support they can offer directly and those they cannot. For
those they cannot offer, partnering with community VSOs when needed can help Veterans and their
caregivers maximize the benefits and services available to them through the VA.

Don’t forget about caregivers.
This audience often is forced to sacrifice professional growth for opportunities that offer more
flexibility. Employers may look for ways to support caregiver employees through flexible hours,
remote work options and concierge caregiving solutions that help them manage the day-to-day
demands of their caregiving. Benefits of this type not only can help caregiver employees stay better
engaged in their jobs, but also may keep them at their jobs long term.

Disabled Veterans and employers: moving from surviving to thriving — 29

Endnotes
1 March 8, 2024, Veteran Unemployment Rates, U.S. Department of Labor, https://www.dol.gov/agencies/vets/

latest-numbers

2 U.S. Census Bureau data tables 2022, https://data.census.gov/table/ACSDT1Y2022.B21100?t=Disability:Veterans

3 Based on the results of a Voya Financial Consumer Insights & Research survey conducted October 2-3,
2022, among 1,005 adults aged 18 in the U.S.

4 “Caregivers of Veterans Spend $11,500 on Average Each Year on Expenses, New Data Shows.” Military.com,
https://www.military.com/daily-news/2023/11/14/caregivers-of-veterans-spend-11500-average-each-year-ex-
penses-new-data-shows.html#:~:text=More than 6.5 million veterans,offers extensive
services for caregivers and U.S. Department of Veterans Affairs, Health Research, Caregivers and
Family Support, https://www.hsrd.research.va.gov/research_topics/caregiving.cfm

5 U.S. Census Bureau data tables 2022, https://data.census.gov/table/ACSDT1Y2022.B21100?t=Disability:Vet-
erans.

6 "Wounded Warrior Project: Annual Warrior Survey 2022," https://www.woundedwarriorproject.org/media/yl
whpx4h/wwp-2022-annual-warrior-survey-full-report.pdf

7 “Those Who Served: America’s Veterans from World War II to the War on Terror.” U.S. Census Bureau.
https://www.census.gov/library/publications/2020/demo/acs-43.html

8 “ Those Who Served: America’s Veterans from World War II to the War on Terror.” U.S. Census Bureau.
https://www.census.gov/library/publications/2020/demo/acs-43.html

9 “Caregivers of Veterans Spend $11,500 on Average Each Year on Expenses, New Data Shows.” Military.com,
https://www.military.com/daily-news/2023/11/14/caregivers-of-veterans-spend-11500-average-each-year-ex-
penses-new-data-shows.html#:~:text=More than 6.5 million veterans,offers extensive
services for caregivers and U.S. Department of Veterans Affairs, Health Research, Caregivers and
Family Support, https://www.hsrd.research.va.gov/research_topics/caregiving.cfm

10 The surveys were conducted online using reputable survey research panels. Online surveys are conve-
nience samples, and thus, findings are not projectable to the larger population. Edge Research follows
AAPOR best practices for survey administration.

11 March 8, 2024, Veteran Unemployment Rates, U.S. Department of Labor, https://www.dol.gov/agencies/vets/
latest-numbers

Disabled Veterans and employers: moving from surviving to thriving — 30

About Voya Cares®

As an extension of Voya’s mission to make a secure financial future possible, the Voya Cares
program is committed to making a positive difference in the lives of people with disabilities
and special needs from birth through aging, by providing advocacy, resources and solutions.
Visit Voyacares.com to learn more.

About Easterseals

Easterseals is leading the way to full equity, inclusion, and access through life-changing
disability and community services. Trusted by families for more than 100 years, the
organization has worked tirelessly with its partners to enhance quality of life and expand
local access to healthcare, education, employment, and transportation. And we won’t rest
until every one of us is valued, respected, and accepted. Through its national network of 70
Affiliates, Easterseals provides essential services and on-the-ground supports each year to 1.5
million children and adults with disabilities, including veterans and older adults — from early
childhood programs for the critical first five years to autism services, medical rehabilitation
and employment programs, transportation and mobility services, veterans’ programs,
and more. The organization’s public education, policy, and advocacy initiatives positively
shape perceptions and address the urgent and evolving needs of one in four Americans
with disabilities today. Together, we’re empowering people with disabilities, families, and
communities to be full and equal participants in society.
To learn more, visit www.easterseals.com.

This material has been provided for educational purposes only. This material was created to provide accurate and reliable information on the subjects
covered. It is not intended to provide specific legal, tax or other professional advice.

Easterseals and the Voya® family of companies are not affiliated and are not responsible for each other’s policies and services.

Voya Cares® and other Voya products and services are offered through the Voya family of companies.

© 2024 Voya Services Company. All rights reserved. CN3471201_0426