- Published on
Legal Terms - disabled person
According to the Equality Act 2010 (and previously the Disability Discrimination Act 1995), an individual with a physical or mental impairment that significantly and persistently affects their capacity to perform daily activities, and may deteriorate over time, qualifies as disabled; certain conditions, such as HIV and multiple sclerosis, are recognized from the moment of diagnosis. The 2010 Act prohibits discrimination against an individual exclusively on the basis of a disability (e.g., denying employment to a qualified candidate due to cerebral palsy or limited sight). When discrimination arises due to a person's disability, an employer may invoke a defense of justification (e.g., when a wheelchair user is denied employment because the office is located up a steep flight of stairs without an elevator). Nonetheless, the employer is obligated to implement reasonable accommodations for an individual with a disability. These may encompass modifications to premises (e.g. a stairlift) or adjustments to working circumstances. Individuals with disabilities are also safeguarded against *indirect discrimination, *harassment, and *victimization. The legislation is applicable to all employers, irrespective of their size. The Act is supervised by the Equality and Human Rights Commission, which succeeded the Disability Rights Commission.
According to the Equality Act 2010 (and previously the Disability Discrimination Act 1995), an individual with a physical or mental impairment that significantly and persistently affects their capacity to perform daily activities, and may deteriorate over time, qualifies as disabled; certain conditions, such as HIV and multiple sclerosis, are recognized from the moment of diagnosis. The 2010 Act prohibits discrimination against an individual exclusively on the basis of a disability (e.g., denying employment to a qualified candidate due to cerebral palsy or limited sight). When discrimination arises due to a person's disability, an employer may invoke a defense of justification (e.g., when a wheelchair user is denied employment because the office is located up a steep flight of stairs without an elevator). Nonetheless, the employer is obligated to implement reasonable accommodations for an individual with a disability. These may encompass modifications to premises (e.g. a stairlift) or adjustments to working circumstances. Individuals with disabilities are also safeguarded against *indirect discrimination, *harassment, and *victimization. The legislation is applicable to all employers, irrespective of their size. The Act is supervised by the Equality and Human Rights Commission, which succeeded the Disability Rights Commission.
0 Comments