Hearing loss affects millions, but determining whether it qualifies a person as “disabled” depends on the context. The definition of disability changes significantly based on the goal, such as seeking financial benefits from a government agency or requesting workplace accommodations. The assessment involves two parts: the severity of the auditory impairment, determined by specific measurements, and the functional impact on a person’s life and ability to work. Understanding the different criteria used by various organizations is key to navigating disability classification.
How Hearing Loss is Measured
The foundation for classifying hearing loss is the audiogram, a graph that visually maps a person’s hearing sensitivity. Performed by an audiologist, this test measures the softest sounds a person can hear at different frequencies (pitch, measured in Hertz or Hz). Loudness, or intensity, is measured in decibels (dB); higher dB numbers indicate a greater degree of hearing loss because the sound must be louder to be perceived.
A key metric derived from the audiogram is the Pure-Tone Average (PTA), which is the average of hearing thresholds at the speech-relevant frequencies of 500, 1000, and 2000 Hz. The PTA provides a numerical summary of hearing sensitivity across the frequencies most important for understanding human conversation. Hearing loss severity is generally categorized using these PTA values, ranging from mild (26–40 dB) to profound (91 dB and greater).
The ability to hear pure tones does not always reflect the ability to understand speech, which is why Speech Discrimination Scores (SDS) are also measured. The SDS, sometimes called the word recognition score, determines the percentage of a standardized list of words a person can correctly identify without visual cues. This score directly measures an individual’s functional ability to process and comprehend spoken language.
Specific Federal Disability Criteria
The Social Security Administration (SSA) uses a medical guide, often called the “Blue Book,” which contains specific numerical criteria for hearing loss when determining financial assistance. To meet the severity requirements for disability benefits under Listing 2.10 (for hearing loss not treated with a cochlear implant), an applicant must satisfy one of two strict conditions using measurements from their better ear. The first condition requires a Pure-Tone Average (PTA) of 90 decibels (dB) or greater, which is considered severe-to-profound hearing loss.
The SSA requires that the PTA criteria also include an average bone conduction hearing threshold of 60 dB or greater in the better ear. The second condition for meeting the listing is based on the word recognition score, which must be 40 percent or less, indicating an extremely poor ability to understand spoken words.
These numerical standards must be met in the better-hearing ear, meaning the loss must be bilateral and severe to qualify under the listing. If a person’s hearing loss does not meet these exact criteria, they may still be approved for benefits if their overall impairment, including associated conditions like vertigo, prevents them from engaging in Substantial Gainful Activity (SGA). This secondary process involves a comprehensive review of how the impairment limits their capacity to work.
Hearing Loss and Workplace Accommodation
The definition of a disability in the workplace is governed by the Americans with Disabilities Act (ADA), which uses a broader, functional standard separate from the SSA’s financial criteria. Under the ADA, a person with hearing loss is considered to have a disability if the impairment substantially limits a major life activity, such as hearing. This standard focuses on the functional impact of the hearing loss, not a specific decibel number.
The ADA is a civil rights law designed to prevent discrimination and ensure equal opportunity. Employers with 15 or more employees must provide “reasonable accommodations”—adjustments or modifications that enable the employee to perform the essential functions of their job. Examples include:
- Assistive listening devices
- Captioned telephones
- Visual alerting systems for alarms
- Qualified sign language interpreters for meetings
The ADA’s definition is broad enough that even individuals who use mitigating measures like hearing aids or cochlear implants may still be considered disabled, as the focus is on the underlying impairment. Meeting the ADA standard ensures access to workplace protections but does not automatically qualify a person for SSA disability benefits, as the two systems have distinct legal and numerical thresholds.