Skip navigation (access key S)

Access Keys:

ਮੇਰੀ ਫੇਰੀ ਨੂੰ ਲੁਕਾਓ

ਹੁਣ ਕਿਸੇ ਨਾਲ ਗੱਲ ਕਰਨੀ ਚਾਹੁੰਦੇ ਹੋ?

  • ਮੁਫਤ, ਗੋਪਨੀਏ ਕਨੂੰਨੀ ਸਲਾਹ ਪ੍ਰਾਪਤ ਕਰੋ

    08001 225 6653ਤੇ ਕਾੱਲ ਕਰੋ
  • ਸੋਮਵਾਰ-ਸ਼ੁਕਰਵਾਰ ਸਵੇਰੇ 9 ਵਜੇ - ਸ਼ਾਮ 8.00 ਵਜੇ
  • ਸ਼ਨਿਚਰਵਾਰ ਸਵੇਰੇ 9 ਵਜੇ ਤੋਂ ਦੋਪਹਰ 12.30 ਵਜੇ ਤਕ
  • 4 ਪੈਨੀਆਂ/ਮਿਨਟ ਤੋਂ ਕਾੱਲਾਂ - ਜਾਂ ਅਸੀ ਤੁਹਾਨੂੰ ਵਾਪਸ ਕਾੱਲ ਕਰਾਂਗੇ

ਆਪਣੇ ਖੇਤਰ ਵਿੱਚ ਕਨੂੰਨੀ ਸਲਾਹਕਾਰ ਲੱਭੋ

18 Rights for Disabled People

pdf icon Download Rights for Disabled People (PDF File, 1.02Mb)

1. Introduction

2. When discrimination can happen

3. What the law says

4. What counts as a disability

5. When discrimination is allowed

6. Discrimination at work

When you are applying for a job, an employer must not discriminate against you by treating you less favourably in deciding who should be offered the job, and in setting the terms of the employment contract.

When deciding who should be offered the job, an employer must avoid discrimination in the:

  • job description;
  • ‘person specification’ (a description of the skills, experience and qualifications needed to do the job);
  • application form;
  • short-listing process;
  • interviewing; and
  • final selection.

The terms of the employment contract includes, for example:

  • pay;
  • holidays; and
  • working conditions.

If you are turned down for a job or a promotion because your disability would make it harder for you to do the job than a person without disabilities, the employer could be guilty of discrimination if:

  • they could make ‘reasonable adjustments’ to the workplace or working arrangements which would mean you would be able to do the job; and
  • you are otherwise the best candidate.

For example, if you are turned down for a job because a disability has stopped you getting a driving licence, the employer could be guilty of discrimination if:

  • the driving licence is not strictly necessary to do the job because the amount of travelling is small and you could do it, for example, by taxi; and
  • you are otherwise the best candidate for the job.

Other ‘reasonable adjustments’ may be, for example:

  • providing a different keyboard, phone or lighting;
  • providing extra training;
  • giving you a parking space at work;
  • moving a workstation so you can use it while in a wheelchair; or
  • changing the working hours to fit in with a care assistant.

What is reasonable depends on the circumstances. For example, it may be reasonable for a large employer to make greater adjustments than a smaller employer.

If you are dismissed or made redundant
Employers must not discriminate against disabled people when dismissing staff or making them redundant, unless they can properly justify it. For example, an employer may be able to justify dismissing you or asking you to take early retirement if your disability has got worse to the point where you can no longer do the main part of your job, and there are no other jobs you could do for that employer even if a ‘reasonable adjustment’ is made.

If you are being harassed
It is unlawful for someone to harass you because of your disability. Harassment is any action that violates your dignity or creates an intimidating or offensive environment for you. If you face harassment at work for a reason related to your disability, this would count as discrimination, because your employer would be responsible for getting the person or people who are harassing you to stop.

Types of worker covered by the law
The Disability Discrimination Act covers almost all types of worker, including:

  • prison officers;
  • firefighters;
  • police officers;
  • contract workers;
  • office holders (such as coroners, but not elected councillors);
  • people on work experience; and
  • partners in firms.

Special rules apply to the way the following groups treat people with disabilities:

  • trade organisations (such as trade unions and professional bodies);
  • qualifying bodies (such as the General Medical Council, Driving Standards Agency and examination boards);
  • trustees and managers of occupational pension schemes; and
  • former employers (where you have been treated unfavourably after a job has come to an end; for example, if a former employer gives you a poor reference for a new job for a discriminatory reason).

However, the Act does not cover the armed forces.

7. Discrimination when buying and using goods and services

8. Discrimination by public authorities

9. Discrimination by private clubs and associations

10. Discrimination when buying or renting a property

11. Discrimination at school or college

12. What you can do about discrimination

13. Going to an employment tribunal (ET)

14. Going to court

15. Going to a special educational needs and disability tribunal (Sendist)

16. The Human Rights Act

17. Further help

18. About this leaflet

This leaflet is published by the Gurkha Free Legal Advice (LSC). It was written in association with Andrew Short, a barrister at Outer Temple Chambers and specialist in discrimination law.

Leaflet Version: August 2008

ਵਾਪਸ ਉੱਤੇ