Disabled workers share the same general employment rights as other workers, but there are also some special provisions for them under the Disability Discrimination Act (DDA).

Under the DDA, it is unlawful for employers to discriminate against disabled people for a reason related to their disability, in all aspects of employment, unless this can be justified. The Act covers:

• application forms
• interview arrangements
• proficiency tests
• job offers
• terms of employment
• promotion, transfer or training opportunities
• work-related benefits such as access to recreation or refreshment facilities
• dismissal or redundancy

Reasonable adjustments in the workplace

Under the DDA, your employer has a duty to consider making ‘ reasonable adjustments’ to make sure you’re not put at a substantial disadvantage by employment arrangements or any physical feature of the workplace.

Examples of the sort of adjustments your employer should consider, in consultation with you, are set out in the DDA and include:

• allocating some of your work to someone else
• transferring you to another post or another place of work
• making adjustments to the buildings where you work
• being flexible about your hours – allowing you to have different core working hours and to be away from the office for assessment, treatment or rehabilitation
• providing training
• providing modified equipment
• making instructions and manuals more accessible
• providing a reader or interpreter

Things to consider at work

You can play an active role in discussing these arrangements with your employer. You might also want to encourage your employer to speak to someone with expertise in providing work-related help for disabled people.

The Disability Rights Commission (DRC) provides detailed guidance and advice for you and your employer about whether an adjustment is reasonable or not. Issues for you both to consider include:

• how effective will an adjustment be?
• will it mean that your disability is slightly less of a disadvantage or will it significantly reduce the disadvantage?
• is it practical?
• will it cause much disruption?
• will it help other people in the workplace?
• is the cost prohibitive?

You may want to make sure that your employer is aware of the Access to Work programme run by Jobcentre Plus. Through this programme, employers can get advice on appropriate adjustments and possibly some financial help towards the cost of the adjustments.

Types of help

There are a variety of ways in which Access to Work can help. For example, it can help pay for:

• communication support, if you’re deaf or have a hearing impairment and need support at an interview
• a reader at work, if you’re blind or have a visual impairment
• special equipment (or alterations to existing equipment) to suit your particular work needs arising from a disability
• help with the additional costs of travel to work for people who are unable to use public transport

Access to Work can also pay for a support worker, if you need practical help either at work or getting to work. The type of support on offer might include:

• someone to read to you if you are visually impaired,
• someone to help you communicate if you have a hearing impairment, or
• a specialist coach for a person with learning difficulties

For further details on access to work and around how the DDA affects the work place please contact Matthew Box at Inclusion.