UK Equality Act 2010: Disability Employment Rights
Overview
The Equality Act 2010 consolidated previous anti-discrimination legislation and provides comprehensive protection for disabled people in the workplace.
Definition of Disability
Under the Act, a person has a disability if they have a physical or mental impairment that has a:
- Substantial effect on daily activities
- Long-term impact (12 months or more)
Employer Obligations
1. Duty to Make Reasonable Adjustments
Employers must take positive steps to remove barriers for disabled employees:
- Changing policies or practices
- Removing physical barriers
- Providing auxiliary aids
2. Types of Discrimination Prohibited
- Direct discrimination: Treating someone less favorably due to disability
- Indirect discrimination: Applying policies that disadvantage disabled people
- Harassment: Unwanted conduct related to disability
- Victimization: Treating someone badly for making a complaint
Reasonable Adjustments Examples
| Barrier | Possible Adjustment |
|---|---|
| Inaccessible premises | Install ramps, accessible toilets |
| Standard working hours | Flexible scheduling |
| Written communications | Provide in accessible formats |
| Interview process | Allow extra time, alternative formats |
Access to Work Scheme
The UK government provides grants through Access to Work to help cover costs of:
- Assistive technology
- Support workers
- Travel to work
- Workplace adaptations
Maximum grant: Up to £66,000 per year (2024/25)
Enforcement
Claims are heard by Employment Tribunals within 3 months of the discrimination.
Resources
- ACAS Disability Discrimination: acas.org.uk
- Gov.uk Access to Work: gov.uk/access-to-work
- Disability Rights UK: disabilityrightsuk.org