Practitioners should encourage employers to think beyond typical reasonable adjustments to ensure they meet their obligations to disabled employees, urges Karen Jackson

The new year is an excellent time for employers and law firms to think about how health-related and disability issues are addressed in the workplace. The trouble with disability legislation – still colloquially referred to as ‘DDA issues’ despite being enshrined in the Equality Act 2010 – is that everyone thinks they understand it, but in practice few really grasp the fact that for disability only among the protected characteristics there is a positive discrimination obligation.

It’s not enough just to not discriminate: the Equality Act for disability requires sometimes that people with disabilities are given better treatment than their a...

This article is part of a subscription-based access, to continue reading, please contact your library