Disability is a huge issue and there is undoubtedly a long way to go before disabled people in the Uk are afforded anything like equal rights and that’s notwithstanding the Equality Act.
Whilst there is a legitimate reason why the smallest of businesses can assert that they can in reality only undertake a proportionate set of modifications and allowances for disabled staff and customers and suppliers, there really is no excuse for larger businesses and many still seem to pay lip service to really taking the issue seriously.
The proportion of those with a disability who want to work but cannot get work is much much higher than for the able bodied and this is particularly disappointing given that it has been proven that disabled employees have an enormous amount to contribute to the working world and often make very commited employees.
Part of the difficulty in employment law terms is in defining disability – in some cases this is very obvious and easy to see, in other areas, such as RSI or perhaps areas like depression or muscular injuries it is far harder, and there acn also be an overlap with personal injury related issues in this area.
Employers should adopt an open minded, sensitive and serious approach to the issue of workplace disability. whilst one size does not fit all, as described above, making clear policies in the contract of employment is important as well, which will generally be ths starting point for a Tribunal to assess whether the employer has carefully considered the issue of making reasonable adjustments in the workplace.
If you believe you need legal advice on a discrimination issue, always speak to solicitors who specialise in this area.