Disability in UK Law
When considering disability, the definition of impairment is important. In the UK, the term disability means a person with an impairment which affects their daily life. For example, someone with Asperger’s Syndrome may struggle to communicate with others. Other impairments, such as addiction to alcohol and drugs, may not be considered a disability. The list of impairments in the Equality Act 2010 is very broad. People with chronic fatigue syndrome, schizophrenia, and severe nut allergies may also be covered by this type of insurance policy.
The Equality Act 2010 replaced the Disability Act 1995, and is designed to protect people from discrimination in the workplace and wider society. Employers are required to make reasonable adjustments for disabled employees. The term disability is defined as “an adverse effect that significantly limits an individual’s ability to perform ordinary activities”. The impairment must be substantial, i.e., lasting more than 12 months and affecting an individual’s ability to perform daily activities.
disability harassment at workplace
Moreover, the Equality Act 2010 requires UK employers to make reasonable adjustments to accommodate disabled employees. To do so, employers need to understand what kinds of barriers these employees face in order to provide them with the appropriate support. Then, the employer must put in place those adjustments, and involve the employee in the discussion. The purpose of making reasonable adjustments is to ensure that the organisation can achieve its goals while keeping its employees safe. The decisions about what are reasonable will be based on the organisation’s resources.
What is a Disability in UK Law?
In the Equality Act 2010, conditions that are chronic and progressive are automatically classified as disabilities. Examples of these conditions include Alzheimer’s, Parkinson’s disease, and muscular dystrophy. A progressive condition may be a disability discrimination when it worsens over time. In addition, certain conditions such as cancer or multiple sclerosis do not qualify as a disability if it only affects the person’s daily activities.
The government also launched a voluntary reporting framework to encourage employers to report on the ways in which they support disabled employees. ACAS and BEIS have launched an advice hub to help organisations manage their disability. There is a list of resources for employers to access. It also provides additional information about what is a disability and how employers can address them. So, if you are thinking about creating a positive workplace for disabled employees, consider these tips.
The Equality Act also applies to cancer patients. Although a diagnosis of cancer does not make a person a disabled employee, it does make it a disability in employment law. An employee with cancer has important rights under this law, such as the right to negotiate changes in their working conditions that are practical for them and for other workers. The discrimination law also covers cancer patients in Northern Ireland. It also applies to people with chronic conditions like diabetes, heart disease, and asthma.
