It is important to be aware of the specific laws that protect people affected by disabilities from discrimination in the workplace and whilst seeking employment. These are
Whilst these are separate pieces of legislation, they both provide similar legal protection. Disability is regarded as one of a set of protected characteristics. Other recognised characteristics include age, religion/belief and sexual orientation.
Both Acts define ‘disability’ as being impaired, both physically and/or mentally, which impacts upon a person’s ability to carry out ‘normal’ daily activities on a long-term basis, with ‘long-term’ being defined as a period lasting at least 12 months. Multiple sclerosis (MS) is legally recognised as a disability under both Acts and as such your rights as a person with a disability are automatically protected from the date of your formal diagnosis.
Whilst these Acts protect disabled people from being treated unfavourably because of something connected to their disability, it also suggests that they should be treated more favourably in comparison to their non-disabled colleagues, so long as it is the only way that equality of outcome can be achieved.
Fundamentally the Acts protect you against discrimination in relation to employment matters. This includes during the job seeking process, whilst in employment and after your employment ends. The following are examples of how the Acts protect you at different stages of employment and are not exhaustive lists
It is important to be aware of the different forms of disability discrimination that may impact you as a disabled person. The following summarises the main forms of workplace disability discrimination