What counts as a disability under the law?

Under the Equality Act 2010, disability is defined as a physical or mental impairment that has a substantial and long-term adverse effect on your ability to carry out normal day-to-day activities. This definition covers a wide range of conditions, including mental health issues, learning disabilities, sensory impairments, and chronic pain. Certain conditions, such as cancer, HIV, and multiple sclerosis, are automatically covered from the point of diagnosis.

What are reasonable adjustments and who must provide them?

Employers, service providers, and education providers have a legal duty to make reasonable adjustments to ensure disabled people are not at a substantial disadvantage. These adjustments can include physical changes to premises, providing auxiliary aids, or modifying policies and procedures. If you believe you are facing barriers, you should write to the relevant provider explaining your needs and the specific adjustments that would help you.

Do I have to tell my employer I am disabled?

You are not legally required to disclose your disability during the recruitment process. However, if you do not inform your employer of your needs, they cannot make the necessary reasonable adjustments to support you in the role. While disclosure is optional, it is often necessary to trigger the employer’s duty to assess your ability to perform the job with appropriate support in place.

What is Personal Independence Payment (PIP) and who can claim it?

Personal Independence Payment (PIP) is a benefit for people aged 16 to 66 who have a long-term health condition or disability affecting daily living or mobility. It is not means-tested, meaning your eligibility is not based on your income or savings. PIP is paid regardless of whether you are currently working, providing financial support for the extra costs associated with your condition.

What can I do if I experience disability discrimination?

If you face discrimination, you can raise a grievance with your employer or contact ACAS for employment advice. For legal action, you can bring a claim in the employment tribunal within three months or in the county court within six months. You can also seek advice from the Equality Advisory Support Service (EASS) or organisations like Disability Rights UK and Scope.

What is the Access to Work scheme?

Access to Work is a government scheme that provides practical support and funding for workplace adjustments. It is available to people who are currently in employment or about to start work. The scheme can help with costs related to travel to work, support workers, and other adjustments needed to help you perform your job effectively.

All Rights Guides

Equality

Your Rights as a Disabled Person

The Equality Act 2010 protects disabled people from discrimination in employment, education, access to goods and services, housing, and public functions. Under the Act, disability is defined as a physical or mental impairment that has a substantial and long-term adverse effect on your ability to carry out normal day-to-day activities. Employers and service providers have a duty to make reasonable adjustments to remove barriers faced by disabled people.

Last updated: 2026-03-01

Your Rights

Protection from Discrimination

It is unlawful to discriminate against you because of your disability — in employment, education, access to services, housing, and transport. This includes direct discrimination, indirect discrimination, discrimination arising from disability, and failure to make reasonable adjustments.

Equality Act 2010, ss.13, 15, 19, 20–21

Reasonable Adjustments

Employers, service providers, and education providers must make reasonable adjustments to ensure you are not at a substantial disadvantage. This may include physical changes, providing auxiliary aids, or adjusting policies and procedures.

Equality Act 2010, ss.20–21

Access to Work Scheme

If you are in employment or about to start work, you can apply for Access to Work — a government scheme that provides practical support and funding for workplace adjustments, travel to work, and support workers.

Government scheme (non-statutory)

Blue Badge

If you have a permanent and substantial disability affecting your mobility, you may be eligible for a Blue Badge allowing you to park closer to your destination.

Chronically Sick and Disabled Persons Act 1970; The Disabled Persons (Badges for Motor Vehicles) Regulations 2000

Personal Independence Payment (PIP)

PIP is a benefit for people aged 16–66 with a long-term health condition or disability that affects daily living or mobility. It is not means-tested and is paid regardless of whether you work.

Welfare Reform Act 2012

Disability Discrimination in Education

Schools, colleges, and universities must not discriminate against disabled students and must make reasonable adjustments. Local authorities must assess and provide for special educational needs (SEN).

Equality Act 2010; Children and Families Act 2014

Common Myths

Myth

Only people in wheelchairs are covered by disability discrimination law.

Reality

The Equality Act covers a wide range of physical and mental impairments — including mental health conditions, learning disabilities, sensory impairments, chronic pain, and progressive conditions like MS, cancer, and HIV.

Myth

An employer can refuse to hire you because of your disability.

Reality

This is unlawful direct discrimination. Employers must assess your ability to do the job with reasonable adjustments in place.

Myth

You must disclose your disability to your employer.

Reality

You are not legally required to disclose your disability during recruitment. However, your employer cannot make reasonable adjustments if they are not aware of your needs.

What To Do

Know What Counts as Disability

A disability is a physical or mental impairment with a substantial and long-term (12 months+) adverse effect on normal daily activities. Cancer, HIV, and MS are automatically covered from diagnosis.

Request Reasonable Adjustments

Write to your employer or service provider explaining your needs and what adjustments would help. They must consider and respond to your request.

Complain or Take Legal Action

If you face discrimination, you can raise a grievance, contact ACAS (for employment), or bring a claim in the employment tribunal (within 3 months) or county court (within 6 months).

Key Legislation

Equality Act 2010
Disability Discrimination Act 1995 (largely superseded)
Chronically Sick and Disabled Persons Act 1970
Children and Families Act 2014

Useful Contacts

Disability Rights UK

Information and advice for disabled people.

Website

Scope

Disability equality charity.

Tel: 0808 800 3333

Website

ACAS

Employment advice including disability discrimination.

Tel: 0300 123 1100

Website

Equality Advisory Support Service (EASS)

Advice on discrimination issues.

Tel: 0808 800 0082

Frequently asked questions

What counts as a disability under the law?: Under the Equality Act 2010, disability is defined as a physical or mental impairment that has a substantial and long-term adverse effect on your ability to carry out normal day-to-day activities. This definition covers a wide range of conditions, including mental health issues, learning disabilities, sensory impairments, and chronic pain. Certain conditions, such as cancer, HIV, and multiple sclerosis, are automatically covered from the point of diagnosis.
What are reasonable adjustments and who must provide them?: Employers, service providers, and education providers have a legal duty to make reasonable adjustments to ensure disabled people are not at a substantial disadvantage. These adjustments can include physical changes to premises, providing auxiliary aids, or modifying policies and procedures. If you believe you are facing barriers, you should write to the relevant provider explaining your needs and the specific adjustments that would help you.
Do I have to tell my employer I am disabled?: You are not legally required to disclose your disability during the recruitment process. However, if you do not inform your employer of your needs, they cannot make the necessary reasonable adjustments to support you in the role. While disclosure is optional, it is often necessary to trigger the employer’s duty to assess your ability to perform the job with appropriate support in place.
What is Personal Independence Payment (PIP) and who can claim it?: Personal Independence Payment (PIP) is a benefit for people aged 16 to 66 who have a long-term health condition or disability affecting daily living or mobility. It is not means-tested, meaning your eligibility is not based on your income or savings. PIP is paid regardless of whether you are currently working, providing financial support for the extra costs associated with your condition.
What can I do if I experience disability discrimination?: If you face discrimination, you can raise a grievance with your employer or contact ACAS for employment advice. For legal action, you can bring a claim in the employment tribunal within three months or in the county court within six months. You can also seek advice from the Equality Advisory Support Service (EASS) or organisations like Disability Rights UK and Scope.
What is the Access to Work scheme?: Access to Work is a government scheme that provides practical support and funding for workplace adjustments. It is available to people who are currently in employment or about to start work. The scheme can help with costs related to travel to work, support workers, and other adjustments needed to help you perform your job effectively.