Introduction:
The global nursing shortage has intensified in the aftermath of the COVID-19 pandemic, forcing many organizations to rely on expensive contract staff to cover critical workforce gaps. Yet such measures only provide temporary relief and are insufficient for long-term stability. One frequently overlooked yet valuable talent pool are nurses who acquire a disability (NWD) during their career. Too often, these nurses leave the profession following the onset of disability, leading to the loss of expertise at a time when the healthcare system can least afford it. It is therefore imperative to understand how NWD experience the return-to-work (RTW) process in order to prevent the loss of this critical segment of the workforce.


Purpose:
The purpose of this study was to explore the RTW experiences of NWD and to identify barriers and facilitators that influence their reintegration into the workforce.


Method:
Thirteen semi-structured interviews were conducted with NWD from diverse clinical backgrounds. Data were transcribed verbatim and analyzed using reflexive thematic analysis, informed by a phenomenological approach.


Results:
Three overarching themes captured participants' RTW experiences. First, RTW was described as a complex and uncertain process marked by hidden obstacles, organizational gatekeeping, and personal costs. NWD reported pressure to conceal their disability to meet expectations of the "healthy nurse." Second, belonging in the workplace was often dependent on managerial approval, coworker attitudes, and the ability to navigate bureaucracy. Third, even when successful, returning to practice came at a price -participants spoke of emotional strain, fluctuating symptoms, and guilt toward colleagues - yet emphasized that accommodations and job redesign were essential to sustainable participation. Full results will be presented at the conference.


Conclusions:
The findings of this study have direct implications for nursing workforce retention and disability-inclusive practice. Recognizing the lived experience of disability as a professional asset rather than a liability has the potential to strengthen workforce sustainability.