Disability: Employment
The question
To ask the Minister for Women and Equalities, if she will make an assessment with Cabinet colleagues of the potential merits of assessing employers' compliance with the (a) recruitment and (b) employment of disabled people duties of the Equality Act 2010.
Answered by Dame Nia Griffith
The Government is fully committed to the Equality Act 2010 (the Act), which protects disabled people from discrimination in the workplace. The Act prohibits direct and indirect disability discrimination and requires employers to make reasonable adjustments for disabled employees and applicants/candidates, to ensure that they are not placed at a substantial disadvantage compared to their non-disabled colleagues. This could include improving access to premises for wheelchair users, through installing ramps or other auxiliary aids or services.
The failure of an employer to make reasonable adjustments could amount to direct disability discrimination. However, the Act also recognises the need to strike a balance between the needs of disabled employees and the circumstances of their employers. What is ‘reasonable’ will therefore depend on the circumstances of each case.
Strong legal remedies are available to employees and applicants who feel that they have experienced disability discrimination by an employer. Guidance and codes of practice have been published by the Equality and Human Rights Commission and Acas, to help employers follow the law and employees and applicants understand their rights.
Verbatim has judged this answer against the question that was actually asked — answered, partly answered, or evaded. Sign in to see the verdict →