Disability Discrimination Act 2005
The Disability Discrimination Act (DDA) describes a disabled person as 'anyone with a physical or mental impairment, which has a substantial and long-term adverse effect upon their ability to carry out normal day to day activities'.
Definitions:
- Physical impairment - this includes weakening or adverse change of a part of the body caused through illness, by accident or from birth eg blindness, deafness, heart disease, paralysis of a limb or severe disfigurement.
- Mental impairment - this includes learning disabilities and all recognised mental illnesses.
For people who are disabled, or have a disability, the act makes it unlawful for them to be discriminated against. This can be for:
- employment
- access to goods, facilities and services
- management, buying or renting of land and property
- education and related services
Employers' responsibilities
It unlawful for any employer (except the armed forces) to discriminate against employees or job applicants on the grounds of disability.
Employers are legally responsible for ensuring that discrimination does not occur in the workplace. This includes making reasonable adjustments to premises for people with disabilities.
Recruitment
Employers must not discriminate against any disabled person when recruiting. This includes:
- job specification
- design and completion of the application forms
- selection process (including interview timing and location)
- assessment technique
- terms of employment offered
At work
Employers must not discriminate against any disabled person appointed to a job. This includes:
- terms and conditions of service
- induction arrangements
- opportunities for promotion, transfer, training or receiving any other benefit
- occupational pensions
- applying redundancy or dismissal procedures