Disability segregated employment (also referred to as ‘sheltered workshops’) violates disabled people's human right to work and employment. This article argues that modern slavery law might serve as one part of a broader strategy to end disability segregated employment, ensure accountability for the injustices within them and ensure equal access to open employment opportunities for disabled people. This is on the basis that disability segregated employment can be understood as a form of labour exploitation under modern slavery law – specifically forced labour and servitude. Modern slavery law is a useful legal tool to unseat deeply entrenched ableist attitudes of disability segregated employment as beneficial and necessary and build corporate/charity, public and government momentum towards the transition away from disability segregated employment, even if this particular area of law cannot itself legally compel the closure of sheltered workshops and an increase in open employment opportunities for disabled people.

Employer reluctance to hire disabled people narrows the economic and vocational opportunities of disabled people. This study investigates employer hiring decisions to identify which mainstream employers are most likely to hire disabled people. The study reports findings from interviews with eighty-seven employers in urban and regional South Australia. Analysis reveals differences across groups of employers based on their previous hiring behaviour. Communication from employment support agencies should specifically address concerns of non-hirers and light hirers. Long-term financial concerns present strong but surmountable barriers to light hirers employing disabled people. Policy mitigating long-term employer concerns could attract employers to hire disabled people for the first time (non-hirers) or return to hiring (light hirers) disabled people. Negative employers (antagonists) and employers already sustaining ongoing workplace relationships with disabled people (loyals) have insurmountable reasons to not hire any (or more) disabled people and should not be targeted.