Employment law support on
following best practice for handling disability discrimination at work
The Disability Discrimination Act 1995 prohibits the less favourable treatment of employees on the ground of their disability or for reasons relating to their disability. Following recent case law, ‘discrimination by association' is now also likely to be prohibited; that is discriminating against someone who is not disabled but who is associated with someone who is.
A disability is defined in the Act 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". Discrimination can take place at any stage in the employment process, from advertising and interviewing, to dismissal and refusal to provide references.
At Q&A Law we understand the disability discrimination act and with our comprehensive services you'll find the answers to your questions along with a law guide, a step-by-step process guide, letter templates and policy documents to enable you to deal with all your disability discrimination issues. This is supported by your own solicitor available on the telephone or by email. We are so confident that we will be able to help your business, that you can call us today for your free introductory advice session on 0845 686 8480.
We can help answer questions such as:
Does the Disability Discrimination Act apply to employers who only have one employee?
How do I deal with a complaint of disability discrimination made by an employee?
What is the definition of disability?
How does the Disability Discrimination Act seek to protect an employee in the work place?
Which types of physical impairment are covered by the Act?
What about mental impairment?
What is meant by normal day to day activities?
How do I determine if someone is disabled?
What does the Act define as discriminatory behaviour?
What reasonable adjustments may an employer have to make for a disabled employee?
What do I have to consider when assessing reasonableness of an adjustment?
What would be considered reasonable in the case of a small employer?
When may less favourable treatment be considered justified?
What is an employee's remedy in the event of a disability discrimination complaint?
Can an employee who has only been employed for a few months claim unfair dismissal on the grounds of disability discrimination?
Can an employee who is not disabled claim disability discrimination?
Who is liable for discrimination?
Do I have to make reasonable adjustments for clients and visitors or anybody else who has dealings with the business?
What can the employee be awarded as a remedy for compensation?
Call Iain or one of his team of solicitors today to discuss how we could help you.
01707 444 450 or email us here
