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개요
The Equality Act 2010 provides comprehensive protection against disability discrimination in employment, education, access to services, housing, and transport. Disability is a protected characteristic — defined as a physical or mental impairment that has a substantial and long-term adverse effect on the ability to carry out normal day-to-day activities. The duty to make reasonable adjustments is a proactive and anticipatory duty — organisations must take steps to remove barriers for disabled people without waiting to be asked.
단계별 절차
Understand Your Protected Status
Disability under the Equality Act 2010 covers physical impairments, mental health conditions, learning disabilities, sensory impairments, and progressive conditions (including HIV, cancer, and multiple sclerosis from diagnosis). The impairment must have a 'substantial and long-term' effect.
- 'Substantial' means more than minor or trivial
- 'Long-term' means lasting or likely to last 12+ months
- Cancer, HIV, and MS are automatically disabilities from diagnosis
- Past disabilities are also protected
Request Reasonable Adjustments
Employers, service providers, and education institutions must make reasonable adjustments to remove barriers. Examples: flexible working hours, modified equipment, additional support, accessible premises, information in alternative formats.
- You do not need to use the phrase 'reasonable adjustment' — just explain what you need
- The duty is on the employer/provider to consider adjustments — they should not wait for you to ask
- Keep a written record of requests and responses
Challenge Discrimination
If you experience discrimination, raise a grievance (employment) or complain to the organisation. If not resolved, you can bring a claim in the Employment Tribunal (for workplace issues) or County Court (for services and other areas) within the applicable time limits.
- Employment Tribunal: 3 months less 1 day from the act of discrimination
- County Court: 6 months from the act of discrimination
- ACAS early conciliation is required before an Employment Tribunal claim
- The Equality Advisory and Support Service (EASS) provides free advice
Access Benefits and Support
Disabled people may be entitled to: Personal Independence Payment (PIP), Employment and Support Allowance (ESA), Disability Living Allowance (children), Access to Work scheme (workplace support funded by DWP), Blue Badge scheme, and council tax reduction.
- PIP is not means-tested — your income doesn't affect eligibility
- Access to Work can fund equipment, support workers, and travel costs
- Apply early — processing times can be long
비용
중요 경고
Employers cannot ask about health or disability before making a job offer, except in limited circumstances (Equality Act 2010, s.60).
Failure to make reasonable adjustments is itself a form of discrimination — it does not require proof of motive or knowledge.
Time limits for discrimination claims are strict — seek advice early.