Employers with 15 or more employees must comply with the Act and should be fully aware of the far-reaching implications and effects upon them.

 WHAT IS A DISABILITY?

The Act defines disability as a physical or mental impairment, which has a substantial and long-term adverse effect on a person's ability to carry out normal day-to-day activities. This definition applies to all provisions within the Act and Schedule 1 sets out the qualifications for this definition..

Sometimes, there may be a dispute as to whether an employee is actually disabled for the purposes of the Act but is meant to embrace all people who are generally considered to be disabled.

Discrimination occurs when a person is treated less favourably than other people unjustifiably.

It also occurs when an employer fails to make a reasonable adjustment in relation to the disabled person and that failure cannot be justified.

 WHAT IS A "REASONABLE ADJUSTMENT"?

A reasonable adjustment is any step that a reasonable employer must take to not place a disabled person at a disadvantage in comparison to someone who is not disabled. This could be from the recruitment and selection process to providing training and benefits.
There are many complexities to the Act and its effects and it is essential that you are properly informed when dealing with these matters.

For further advice on the DDA and its implications visit the Disabilities Rights Commision's website now: Link

If you need advice about Race Discrimination issues whether you are an employer or employee, contact us by email or by telephone on 0161 766 8585.

If you are involved in an Employment Tribunal case or need advice about your case, we will give you a free initial assessment of your case without obligation.