The definition of disability in relation to employment is covered under the Equality Act 2010. A person has a disability if all of the following apply: 
 
🟒 they have a physical or mental impairment; and 
🟒 the impairment affects their ability to carry out normal day-to-day activities; and 
🟒 the impairment has a substantial adverse effect; and 
🟒 the adverse effect is long-term. - means that the condition must last or is likely to last for more than 12 months. 
 
The definition of what could be a disability is very broad and it also protects those who are discriminated against because of a person they are associated with who has a disability. 
 

Four main types of how disability discrimination can happen: 

🟒 direct discrimination 
🟒 indirect discrimination 
🟒 harassment 
🟒 victimisation 
 

Reasonable adjustments 

An employer must consider making a β€˜reasonable adjustment’ to accommodate the needs of a person with a disability by assessing: 
 
🟒 whether it needs to change how things are done? 
🟒 whether it needs to physically change the workplace? 
🟒 whether it needs to provide extra equipment or get someone to assist the disabled employee in some way? 
 

In doing this, the Company should consider: 

🟒 whether the adjustments are practical to make them. 
🟒 does the Company have the resources to pay for the changes to be made 
🟒 will the changes be effective in either overcoming or reducing the impact required. 
🟒 will the changes have an adverse impact on the health and safety of others. 
 

The types of adjustments could be: 

🟒 altering premises – providing ramps or changing signs 
🟒 altering assessment procedures – providing assistive technology 
🟒 communication – providing an interpreter, for example, people who are deaf or have a speech impairment 
🟒 training or mentoring – to support the employee with new adjustments 
🟒 time off during working hours - to attend necessary appointments 
🟒 modified all specialist equipment – supportive chairs or different desk 
 
This article is a brief overview of disability and the key is to ensure that the specific details of a situation are reviewed fully before making any decision. 
 
Please do not hesitate to contact daxa@hrresultsltd.co.uk if you would like to discuss the plan you would like to put in place. Taking HR from 'TO DO' to 'DONE'. 
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