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Disabled individual employers of carers face major issues. They must manage an atypical work relationship with their employees, one in which the employer’s prerogatives are counterbalanced by the disabled person’s dependency on their carer. The disability has a significant effect on this work relationship, affecting both their position and their responsibilities. To overcome these difficulties, employers can develop resources, either their own or taken from elsewhere. While direct employment can be complex, it is nevertheless a genuine solution for organizing human help that allows remaining in one’s own home to be a viable option. It permits the disabled person autonomy and social participation. But this autonomy does not exclude the need for support in their role as an employer. The challenge is to offer a hybrid response, one that takes into account the doubly distinctive situation of being a direct employer and a disabled person.