DDA
Under the DDA, it is unlawful for employers to discriminate against disabled people for a reason related to their disability, in all aspects of employment, unless this can be justified. The Act covers things like:
- application forms
- interview arrangements
- proficiency tests
- job offers
- terms of employment
- promotion, transfer or training opportunities
- work-related benefits such as access to recreation or refreshment facilities
- dismissal or redundancy
- Reasonable adjustments in the workplace
Under the DDA, your employer has a duty to make 'reasonable adjustments' to make sure you're not put at a substantial disadvantage by employment arrangements or any physical feature of the workplace.
Examples of the sort of adjustments your employer should consider, in consultation with you, include:
- allocating some of your work to someone else
- transferring you to another post or another place of work
- making adjustments to the buildings where you work
- being flexible about your hours - allowing you to have different core working hours and to be away from the office for assessment, treatment or rehabilitation
- providing training
- providing modified equipment
- making instructions and manuals more accessible
- providing a reader or interpreter
- Things to consider at work
You can play an active role in discussing these arrangements with your employer. You might also want to encourage your employer to speak to someone with expertise in providing work-related help for disabled people.
The Equality and Human Rights Commission, which has replaced the Disability Rights Commission, provides guidance and advice for you and your employer about the DDA and what adjustments might be reasonable. Issues for you both to consider include:
how effective will an adjustment be?
will it mean that your disability is slightly less of a disadvantage or will it significantly reduce the disadvantage?
is it practical?
will it cause much disruption?
will it help other people in the workplace?
is the cost prohibitive?