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How To Use The Agent
To use the agent and assess your potential Access to Work eligibility, type your answers into the chat area.
Please answer or comment in response to each question you are asked, in order to fully complete the assessment.
What Is Access to Work?
Access to Work is a government scheme that can help people with a physical or mental health condition or disability to get or stay in work.
The scheme provides a grant to help pay for practical support, but it is not a substitute for the employer’s legal obligation to make reasonable adjustments or pay for them.
To qualify for Access To Work support, you must have a physical or mental health condition or disability that means you need support to do your job or get to and from work, be 16 or over, be in paid work, and be employed or self-employed
Who Can Apply For Access to Work?
Access to Work is a publicly funded employment support programme that aims to help more disabled people start or stay in work. It can provide practical and financial support if you have a disability or physical or mental health condition.
An Access to Work grant can pay for practical support to help you:
start working
stay in work
move into self-employment or start a business
You must be over 16 years old to apply. Other people who can apply include:
if you have a job offer
if you are a company director
if you are over retirement age (and now do not have to pay National Insurance) and are self- employed or starting self-employment
a member of the clergy in paid employment
Your Disability and How It Affects Your Work
Please provide a detailed explanation of your disability and how it affects your ability to work. The more details you provide, the better the agent will be able to assess your qualification for Access to Work support.
A couple of examples are provided below to help you know what type of information to provide:
I suffer from bilateral severe osteoarthritis in both of my hips – I can only walk for about fifty feet and that is on double crutches and I cannot sit for more than about 10 minutes without pain. This means I cannot sit very long to carry out any work on my PC and I do not have a laptop. This makes it difficult to concentrate and difficult to complete projects without a lot of interruptions
I have moderate hearing loss in both ears which prevents me from hearing customers conversations. I have difficulty hearing co- workers and I find it difficult to hear properly during training sessions
Please use the assessment agent to establish if you qualify and meet the criteria to receive support from Access to Work.
Sometimes the agent might misquote your details. Please provide your answer and correct the agent by confirming your correct details. The agent will correct itself and proceed with the assessment. This will not normally affect the outcome of your assessment.
Reasonable adjustments are changes that help disabled employees work without unfair disadvantages.
Fraudulently altering expert recommendations can lead to severe legal consequences under the Fraud Act 2006.
The Equality Act 2010 mandates employers to provide reasonable adjustments for disabled employees.
Access to Work grants are available to help cover the cost of adjustments, supporting both employers and employees.
Preventing fraud in the workplace involves transparency, checks, and training for all staff members.
In today’s world, ensuring fair treatment and equal opportunities for all is crucial. This includes making reasonable adjustments in the workplace for people with disabilities. But what happens when expert recommendations for these adjustments are altered fraudulently? Let’s dive into this issue, starting with the role of the Equality Act 2010.
The Role of the Equality Act 2010 in Workplace Adjustments
The Equality Act 2010 is a landmark piece of legislation in the UK. It aims to protect individuals from discrimination and promote a fairer society. This act covers various aspects of equality, including disability rights. One of its key features is the duty it places on employers to make reasonable adjustments for employees with disabilities.
Understanding the Equality Act 2010
So, what exactly does the Equality Act 2010 entail? At its core, the act consolidates and simplifies previous anti-discrimination laws. It covers nine protected characteristics, including disability. By doing so, it creates a comprehensive framework to ensure equal treatment in the workplace and beyond.
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Rights and Duties Granted Under the Act
“The duty to make reasonable adjustments is central to the Equality Act 2010. It ensures that disabled people are not put at a substantial disadvantage compared to non-disabled individuals.”
Under this act, employers have a legal obligation to provide reasonable adjustments. These adjustments might include physical changes to the workplace, providing specialized equipment, or altering work hours. The aim is to level the playing field and allow disabled employees to perform their roles effectively.
For instance, if a wheelchair user is unable to access certain areas of the office, an employer might install ramps or adjust doorways. These changes are not just beneficial; they’re a legal requirement.
Importance of Reasonable Adjustments for Employees
Reasonable adjustments are vital for several reasons. Firstly, they empower employees with disabilities to work without facing unnecessary barriers. This boosts their confidence, productivity, and job satisfaction. Secondly, it fosters a more inclusive workplace culture, where diversity is celebrated and everyone has the opportunity to thrive.
Moreover, by making these adjustments, employers can tap into a wider talent pool. They demonstrate their commitment to equality, which can enhance their reputation and attract top talent. Most importantly, reasonable adjustments uphold the rights of disabled individuals, ensuring they are treated with dignity and respect.
Consequences of Altering Expert Recommendations
Unfortunately, not everyone adheres to the principles of the Equality Act 2010. Some individuals or organizations may fraudulently alter expert recommendations for reasonable adjustments. This not only undermines the rights of disabled employees but also has serious legal implications.
Case Study: Fraudulent Alteration of Recommendations
Consider the case of a large corporation that was found to have altered expert recommendations to save costs. An employee with a visual impairment required specialized software to perform their duties effectively. The expert recommended a specific program, but the company opted for a cheaper, less effective alternative. This decision was made without the employee’s consent or knowledge.
As a result, the employee struggled to perform their tasks, leading to stress and a decline in job performance. This case highlights the detrimental impact of altering expert recommendations and the importance of adhering to the Equality Act 2010.
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Purpose and Benefits of Access to Work Grants
Access to Work grants are an invaluable resource for employees with disabilities. These grants provide financial support to cover the costs of workplace adjustments that go beyond the basic reasonable adjustments required by law. The purpose of these grants is to ensure that disabled employees can work on an equal footing with their non-disabled colleagues.
There are several benefits to these grants. For employees, they can access the equipment and support they need to perform their roles effectively. This might include assistive technology, specialized training, or even travel costs if public transport is not accessible. For employers, these grants alleviate the financial burden of making extensive adjustments, encouraging them to create a more inclusive workplace.
Steps for Employees to Apply for Grants
Applying for an Access to Work grant is a straightforward process. Here are the steps employees should follow:
Contact the Access to Work service directly. You can do this online or over the phone.
Provide details about your job role and the adjustments you require. Be as specific as possible about your needs.
Submit any supporting evidence, such as medical reports or expert recommendations, to strengthen your application.
Once your application is reviewed, an assessor may contact you to discuss your needs in more detail.
If approved, you will receive a grant offer outlining the support available and any conditions attached.
Role of Employers in Supporting Applications
Employers play a crucial role in the Access to Work process. Their support can make a significant difference in the success of an employee’s application. Here’s how employers can assist:
Firstly, employers should foster an open and supportive environment where employees feel comfortable discussing their needs. This encourages employees to seek help without fear of judgment or discrimination. Secondly, employers can provide detailed job descriptions and information about the workplace to support the application. This ensures that the assessor has a clear understanding of the work environment and any potential barriers.
Additionally, employers can liaise with the Access to Work service on behalf of the employee, streamlining the process. By demonstrating a commitment to supporting their employees, employers not only fulfill their legal obligations but also enhance their reputation as inclusive and equitable organizations.
Strategies to Prevent Fraudulent Alterations in Workplace
Preventing fraudulent alterations of expert recommendations requires a proactive approach. Organizations must implement strategies that promote transparency, accountability, and integrity. Here are some effective strategies to consider:
First and foremost, ensure that all recommendations are documented and stored securely. This creates a clear record that can be referenced if any discrepancies arise. Moreover, it’s important to involve multiple stakeholders in the decision-making process. This prevents any single individual from altering recommendations without oversight.
Ensuring Transparency in the Workplace
Transparency is key to preventing fraud. Organizations should establish clear policies and procedures for implementing reasonable adjustments. These policies should be communicated to all employees, ensuring everyone understands their rights and responsibilities.
Implementing Checks and Balances – Reasonable Adjustments
Checks and balances are essential in maintaining the integrity of expert recommendations. This might involve regular audits of adjustment processes or appointing a committee to oversee decisions. By having multiple layers of review, organizations can catch potential fraud before it becomes an issue.
Training and Awareness for Managers and Staff
Education is a powerful tool in the fight against fraud. Providing training sessions for managers and staff on disability rights and the importance of reasonable adjustments can foster a culture of respect and understanding. These sessions should cover the legal obligations under the Equality Act 2010 and the potential consequences of fraudulent behavior.
Furthermore, creating awareness about the signs of fraud can empower employees to speak up if they suspect wrongdoing. An open-door policy where employees can report concerns without fear of retaliation is vital for maintaining a fair and honest workplace.
Conclusion: Upholding Employee Rights and Legal Compliance
“The only way to achieve equality is through action, transparency, and accountability. Upholding the rights of disabled employees is not just a legal obligation but a moral one.”
In conclusion, preventing the fraudulent alteration of expert recommendations is essential for upholding the rights of disabled employees. By adhering to the legal frameworks set out by the Equality Act 2010 and utilizing resources like Access to Work grants, organizations can create a more inclusive and equitable workplace.
It is the responsibility of both employers and employees to ensure compliance with disability rights. By fostering a culture of transparency, implementing effective checks and balances, and promoting education and awareness, we can protect the rights of all employees and create a fairer society for everyone.
Remember, equality is not just about meeting legal requirements. It’s about recognizing the value and potential of every individual and providing them with the tools they need to succeed. For a deeper understanding, explore types of disability discrimination and how they can impact workplace equality.
Importance of Adhering to Legal Frameworks
Adhering to legal frameworks like the Equality Act 2010 is crucial for businesses. It ensures that the rights of disabled employees are respected and upheld. By following these guidelines, companies not only comply with the law but also foster an inclusive workplace environment.
Compliance helps protect businesses from legal repercussions. Failure to adhere can result in lawsuits, fines, and damage to the company’s reputation. Therefore, understanding and implementing the provisions of the Equality Act is not just beneficial but essential for any responsible organization.
Promoting Fairness and Equality in the Workplace
Promoting fairness and equality is a core aspect of creating a positive work culture. When employees feel valued and supported, they are more likely to be productive and engaged. By ensuring equal opportunities and making reasonable adjustments, employers demonstrate their commitment to diversity and inclusion.
Moreover, a fair workplace attracts a diverse range of talent. It shows potential employees that the organization values and supports all individuals, regardless of their abilities. This, in turn, can lead to a more innovative and dynamic team, driving the company forward.
Frequently Asked Questions
Understanding the nuances of disability rights and workplace adjustments can be complex. Here are some frequently asked questions to help clarify key points.
What are reasonable adjustments in the Equality Act 2010?
Reasonable adjustments refer to changes made in the workplace to accommodate employees with disabilities. These adjustments are designed to remove barriers and ensure that disabled employees have the same opportunities as others. Examples include modifying equipment, changing work hours, or providing additional support.
How does altering expert recommendations constitute fraud?
Altering expert recommendations is considered fraud because it involves deceit for personal or financial gain. When recommendations are altered to cut costs or avoid making necessary adjustments, it undermines the rights of the employee and can lead to significant legal consequences under the Fraud Act 2006.
What role do employers play in the Access to Work process?
Employers have a critical role in supporting Access to Work applications. They should provide necessary information about the workplace and the employee’s role to facilitate the application process. Employers can also offer support by creating an open environment where employees feel comfortable discussing their needs.
Additionally, employers should work closely with the Access to Work service to ensure that adjustments are implemented effectively. By doing so, they help create a more inclusive workplace and support their employees in achieving their full potential.
“Employers who actively support Access to Work applications demonstrate their commitment to inclusion and equality. This support is not just beneficial for the employee but also enhances the organization’s reputation as an equitable employer.”
By engaging in this process, employers fulfill their legal obligations and contribute to a more diverse and inclusive workforce.
What can businesses do to ensure compliance with disability rights?
Ensuring compliance with disability rights requires a proactive approach. Here are some steps businesses can take:
Develop and implement clear policies on reasonable adjustments and disability rights.
Provide regular training for managers and staff on disability awareness and legal obligations.
Conduct audits and reviews to ensure policies are being followed and adjustments are effective.
Foster an inclusive culture where employees feel comfortable discussing their needs.
Stay informed about changes in legislation and best practices in disability rights.
By taking these steps, businesses can ensure they meet their legal obligations and create a supportive environment for all employees.
Compliance is not just about avoiding legal issues; it’s about building a workplace where everyone can thrive. By prioritizing disability rights, businesses can enhance their reputation and attract a diverse range of talent.
Ultimately, promoting equality and inclusion is beneficial for everyone involved. It leads to a more engaged workforce, higher productivity, and a positive organizational culture.
How can employees protect their rights under the Equality Act 2010?
Employees can take several steps to protect their rights under the Equality Act 2010. First, they should familiarize themselves with the provisions of the act and understand their rights and responsibilities. This knowledge empowers them to advocate for themselves and seek necessary adjustments.
Second, employees should communicate openly with their employers about their needs. By discussing any barriers they face and suggesting potential adjustments, they can work collaboratively to find effective solutions.
Third, if employees encounter resistance or discrimination, they should document their experiences and seek advice from relevant organizations, such as trade unions or disability rights groups. These organizations can provide guidance and support in addressing any issues.
Finally, if necessary, employees can pursue legal action to enforce their rights. This step should be a last resort, but it is an option available to those who face discrimination or a lack of reasonable adjustments.
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Disclaimer
This communication and its contents reflects the journey of a normal everyday person and their experiences and observations of employment and disability justice issues. The research carried out and the unique insights are offered as guidance to help you navigate these areas.
This communication and its contents should not be considered as legal advice. If your circumstances and situation require legal advice, always seeks out a qualified legal professional.
In the UK, the rights of disabled employees are safeguarded by robust legal frameworks designed to ensure equality and fairness in the workplace. These rights are crucial for empowering individuals with disabilities to thrive professionally and personally. By understanding these rights, both employees and employers can foster a more inclusive and supportive work environment.
Defining Disability in the Workplace
The concept of disability in the workplace is defined by specific criteria, which are crucial for determining the rights and accommodations that employees are entitled to. A clear understanding of what constitutes a disability can help both employers and employees navigate their legal obligations and rights.
The Equality Act 2010: A Cornerstone
The Equality Act 2010serves as the cornerstone ofdisability rights in the UK. This comprehensive legislation defines a disability as a physical or mental impairment that has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities. Importantly, this act protects employees from discrimination based on their disability, ensuring they receive fair treatment in all aspects of employment.
Depicting Disability Rights UK
Reasonable Adjustments: What They Are and Why They Matter
Reasonable adjustments are modifications or changes that employers are required to make to ensure that disabled employees can work effectively. These adjustments can range from physical modifications to the workplace, such as installing ramps or modifying equipment, to altering work patterns or providing additional support like sign language interpreters.
These adjustments are crucial because they level the playing field, allowing disabled employees to perform their jobs without being hindered by their impairments. Employers must engage in an open dialogue with their employees to identify necessary adjustments and implement them in a timely manner.
The Role of Employers in Ensuring Rights
Employers play a pivotal role in ensuring the rights of disabled employees are upheld. It is their responsibility to create an inclusive work environment where all employees feel valued and supported. This involves not only making reasonable adjustments but also fostering a culture of respect and understanding.
UK Disability Employee Rights
Employers should actively seek to educate themselves and their workforce about disability rights and the importance of inclusivity. This can be achieved through training sessions, workshops, and regular discussions about diversity and inclusion. By taking proactive steps, employers can help prevent discrimination and create a more equitable workplace.
Challenges Faced by Disabled Employees
Despite the legal protections in place, disabled employees often face significant challenges in the workplace. These challenges can impede their career progression and negatively impact their overall well-being. Understanding these barriers is essential for developing effective strategies to overcome them.
Barriers to Employment and Progression
One of the most significant barriers faced by disabled employees is gaining employment in the first place. Many employers hold misconceptions about the capabilities of disabled individuals, leading to discriminatory hiring practices. Even when employed, disabled individuals may find it difficult to advance in their careers due to a lack of support or understanding from their employers.
To combat these barriers, it’s essential for employers to adopt inclusive recruitment practices and provide ongoing support and development opportunities for disabled employees. By doing so, they can tap into a diverse talent pool and benefit from the unique perspectives and skills that disabled individuals bring to the workplace.
Disability Employee Rights
The Impact of Workplace Discrimination
Workplace discrimination against disabled employees remains a significant issue despite legal protections. Discrimination can manifest in various forms, such as being overlooked for promotions, receiving unfair treatment, or facing hostility from colleagues. This not only affects the individual’s career growth but also their mental and emotional well-being.
It’s important to recognize that discrimination can be both overt and subtle. Overt discrimination might include explicit negative comments or actions, while subtle discrimination could involve exclusion from important meetings or social activities. Both forms can create a toxic work environment, leading to decreased job satisfaction and productivity.
Gaps in Accessibility and Inclusion
Accessibility and inclusion are critical components of a supportive workplace for disabled employees. Unfortunately, many workplaces still have significant gaps in these areas. Physical barriers, such as inaccessible buildings or inadequate facilities, can prevent disabled individuals from fully participating in the workforce.
UK Disability Employee Rights
Beyond physical accessibility, there’s also a need for inclusive workplace cultures. This means ensuring that policies, practices, and attitudes are inclusive of all employees, regardless of their abilities. Employers should strive to create an environment where disabled employees feel valued and included, which can be achieved through education, awareness, and continuous improvement efforts.
Individuals With Diverse Disabilities
Legal Protections for Disabled Employees
In the UK, disabled employees are protected by a robust legal framework designed to prevent discrimination and ensure equal opportunities. These protections are crucial for empowering disabled individuals and promoting a fair and inclusive work environment.
How the Equality Act Protects
The Equality Act 2010 is the primary legislation that protects disabled employees in the UK. It prohibits discrimination in various aspects of employment, including recruitment, promotion, training, and dismissal. The Act also requires employers to make reasonable adjustments to accommodate disabled employees, ensuring they can perform their jobs effectively.
This legislation applies to all employers, regardless of size or sector. It provides a legal framework for disabled employees to challenge discriminatory practices and seek redress. By understanding their rights under the Equality Act, disabled employees can better advocate for themselves and ensure they receive fair treatment.
Procedures for Reporting Discrimination
If a disabled employee experiences discrimination, it’s essential to know the procedures for reporting it. The first step is often to raise the issue internally, either through a line manager or the HR department. Many organizations have formal grievance procedures in place to handle such complaints.
When internal resolution isn’t possible or satisfactory, employees may choose to take their case to an employment tribunal. This is a formal legal process where an independent tribunal considers the evidence and makes a judgment. It’s important for employees to document all instances of discrimination and gather supporting evidence to strengthen their case.
Fighting for Justice
Employment Tribunal: What to Expect
Going to an employment tribunal can be a daunting experience, but it’s an important avenue for seeking justice. The process typically involves submitting a claim, which outlines the details of the discrimination experienced. The tribunal will then review the claim and may call for a hearing.
During the hearing, both parties will present their evidence and arguments. The tribunal will consider all the information before making a decision. It’s important to note that legal representation isn’t mandatory, but it can be beneficial to have professional guidance to navigate the complexities of the process.
Successful claims
Successful claims can result in remedies such as compensation or orders for the employer to make specific changes. While the process can be challenging, it’s a crucial step for holding employers accountable and ensuring that disability rights are upheld.
Example: A disabled employee faced repeated discrimination at work, including being denied reasonable adjustments and subjected to derogatory comments. After unsuccessful attempts to resolve the issue internally, they took their case to an employment tribunal. The tribunal ruled in their favour, awarding compensation and mandating changes in the employer’s practices.
Advocacy and Support Organizations
Numerous organizations in the UK provide support and advocacy for disabled employees. These organizations play a vital role in promoting disability rights and offering resources to both employees and employers.
These organizations offer various services, including legal advice, advocacy, and training programs. They can assist employees in understanding their rights, navigating the legal system, and finding solutions to workplace challenges. Employers can also benefit from their expertise by learning how to create more inclusive and supportive work environments.
Example: A small business owner sought guidance from a disability rights organization to improve workplace accessibility. With their help, the business implemented changes that enhanced accessibility and fostered a more inclusive culture, benefiting both employees and customers.
Key Organizations Offering Support
Several key organizations offer support and resources for disabled employees and employers in the UK. These include:
Disability Rights UK: Provides information and support on disability rights and offers training and consultancy services.
Scope: Offers advice and support for disabled people and their families, focusing on equality and inclusion.
Equality and Human Rights Commission: Enforces the Equality Act and provides guidance on preventing discrimination.
By leveraging the resources and expertise of these organizations, both employees and employers can work towards creating a more equitable and inclusive workplace for all.
Disability Rights Knowledge for Employers & Employees
Resources for Employees and Employers
Access to the right resources is crucial for both employees and employers in understanding and implementing disability rights in the workplace. Many organizations offer comprehensive guides, tools, and support networks to facilitate this process.
For employees, knowing where to find information about their rights and available support is empowering. Organizations like Disability Rights UK and Scope provide valuable resources that can help individuals understand their entitlements and how to advocate for themselves effectively. These resources often include guides on navigating the legal system, understanding reasonable adjustments, and tips for dealing with discrimination.
Employers can also benefit significantly from these resources. By accessing training materials and consultancy services, they can learn how to create more inclusive workplaces. These resources can guide them in implementing best practices for hiring, supporting, and retaining disabled employees, ultimately leading to a more diverse and productive workforce.
The Importance of Advocating for Rights
Advocating for disability rights is not just about ensuring compliance with the law; it’s about creating a fair and inclusive society where everyone has the opportunity to succeed. Advocacy can take many forms, from individual actions to collective movements aimed at raising awareness and driving change.
Self-Advocacy is a Powerful Tool
For disabled employees, self-advocacy is a powerful tool. By understanding and asserting their rights, they can challenge discriminatory practices and push for necessary adjustments. This might involve having open conversations with employers, seeking support from advocacy organizations, or even taking legal action when necessary.
Employers can also play a crucial role in advocacy by championing disability rights within their organizations. This involves promoting inclusive policies, providing training on diversity and inclusion, and fostering a workplace culture that values and respects all employees. By taking these steps, employers can help break down barriers and create a more equitable environment for everyone.
Disability Employee Rights Need More Visibility
The Path Forward for Disability Rights
As we look to the future, the path forward for disability rights in the UK involves continued advocacy, education, and collaboration. While significant progress has been made, there is still work to be done to ensure that all disabled individuals have equal opportunities to succeed in the workplace.
By understanding and upholding the rights of disabled employees, we can create a more inclusive and supportive work environment. This involves not only complying with legal requirements but also fostering a culture of respect and understanding. Together, we can build a society where everyone has the chance to thrive, regardless of their abilities.
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If internal resolution is not possible or satisfactory, the employee may choose to take their case to an employment tribunal. It’s important to document all instances of discrimination and gather supporting evidence to strengthen their case.
Disabled Employees Knowing Their Rights Is The First Step
In a lot of cases it will be enough to know your rights. If you present your situation in a way that benefits all parties, you are far more likely to be successful.
This site exists in order to make it much more difficult for employers and others to deny employees with disabilities their legal rights and protections.
It is a sad reflection, but some employers and other bodies deliberately aim to try and circumvent and evade the law. Laws put in place to protect those with disabilities.
This is a practice this cause was born to challenge and confront
Key Takeaways
The Equality Act 2010 defines disability and protects employees from discrimination in the UK.
Employers are legally required to make reasonable adjustments to accommodate disabled employees.
Disabled employees face barriers such as workplace discrimination and limited accessibility.
Legal protections include the right to report discrimination and seek recourse through employment tribunals.
Support organizations offer resources and advocacy for both employees and employers to ensure compliance and inclusion.
In this section, we’ll address some common questions about disability rights in the workplace, providing clear and concise answers to help you navigate these important issues.
What is considered a disability under UK law?
Under the Equality Act 2010, a disability is defined as a physical or mental impairment that has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities. This definition is broad and can encompass a wide range of conditions, including both visible and invisible disabilities.
What specific rights do disabled employees have in the workplace?
The right to be free from discrimination in all aspects of employment.
The right to reasonable adjustments to accommodate their disability.
The right to equal opportunities for promotion, training, and career advancement.
The right to report discrimination and seek redress through legal channels.
The right to work in an accessible and inclusive environment.
These rights are designed to ensure that disabled employees can participate fully in the workplace and have the same opportunities as their non-disabled colleagues.
How can employers ensure they meet legal obligations?
Employers can take several steps to ensure they meet their legal obligations regarding disability rights. Firstly, they should familiarize themselves with the Equality Act 2010 and understand their responsibilities under the law. This includes making reasonable adjustments and preventing discrimination.
Additionally, employers should implement inclusive policies and practices, provide training on diversity and inclusion, and regularly review their workplace environment for accessibility. Engaging with disabled employees and seeking their input can also help identify areas for improvement.
By taking these proactive steps, employers can create a more inclusive and supportive workplace that benefits everyone.
What should an employee do if they face discrimination?
If an employee experiences discrimination in the workplace, they should first attempt to resolve the issue internally. This might involve discussing the matter with their line manager or HR department and following any formal grievance procedures in place.
Disclaimer
This communication and its contents reflects the journey of a normal everyday person and their experiences and observations of employment and disability justice issues. The research carried out and the unique insights are offered as guidance to help you navigate these areas.
This communication and its contents should not be considered as legal advice. If your circumstances and situation require legal advice, always seeks out a qualified legal professional.
In the ideal world this website would not be necessary.
Employees with disabilities would be treated fairly and placed upon an equal footing with their co-workers that do not have with a disability.
In many circumstance this does happen and a worker with a disability gets the support that is needed.
When this support is not offered or is only partially carried out, knowing how to deal with the situation and finding a suitable remedy can be a minefield, full of complexity and hidden obstacles.
We aim to help you better understand what can go wrong and clarify some of the solutions that can be applied when certain issues arise.
If you feel that you have suffered an injustice in the workplace, related to your disability, we would love to hear about it and if you successfully resolved your problem?
