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Disability Discrimination Solicitors For Employees

Employment Law Solicitors

“A massive thank you for everything you’ve done and for getting such a fantastic result with my disability discrimination case. Your understanding of my illness has made all the difference.”

Gina, Disability Discrimination Client

Making Sense of the Law on disability discrimination for employees

If you believe that you’re a victim of disability discrimination in the workplace, our experienced disability discrimination solicitors can help you better understand your situation and your employer’s legal duties to make reasonable adjustments in the workplace.

What disabilities are covered under the Equality Act 2010?

The Equality Act 2010 addresses disability discrimination in the workplace. Certain conditions are automatically covered by the legislation from the point of diagnosis, including cancer, HIV and multiple sclerosis (MS).

Otherwise, protection is granted to those with a physical or mental impairment which has a substantial and long-term effect on their ability to carry out normal day-to-day activities. These employee rights and laws also protect employees who are discriminated against because of the disability of a family member, friend or other people they associate with.

Disability discrimination law can be complex, so it is important to consult with a specialist disability discrimination lawyer if you believe you are experiencing discrimination on the grounds of disability.

Examples of disability discrimination in the workplace

The following outlines different types of disability discrimination in the workplace with specific examples of disability discrimination at work.

Direct discrimination

Direct discrimination at work occurs when you are treated less favourably due to disability.

Discrimination arising from disability

Discrimination arising from disability is a result of you being treated unfavourably because of something arising in consequence of your disability, unless this treatment can be objectively justified. It is not necessary to compare the treatment with someone else.

Indirect discrimination

Indirect discrimination is where a provision, criterion or practice disadvantages people with a disability – including yourself – compared to those without that disability, unless the provision is a proportionate means of achieving a legitimate aim.

Failure to make Reasonable Adjustments

Failure to make Reasonable Adjustments is discriminatory when a provision, criterion or practice is applied, or a physical feature of premises exists, which substantially disadvantages a disabled person. Your employers are obliged to make Reasonable Adjustments such as installing equipment, reallocating duties or changing workplace policies.


Harassment is unwanted conduct related to disability which has the purpose or effect of violating your dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. The harassment need not be because of your own disability for it to be unlawful. There is no defence of justification in respect of harassment.


Victimisation is where you are treated less favourably because of action you have taken under or in connection with the legislation. For example, if someone formally complains of disability discrimination at work or supports someone who is complaining of disability discrimination in the workplace.

Associative Disability Discrimination

It is unlawful to directly discriminate against you as a worker because you are associated with someone else who has a disability. For example: if a worker was not invited to a business dinner with clients attending with their partners because their partner is disabled.

Perceived Disability Discrimination

It is unlawful to directly discriminate against you as a worker because of your perceived disability. For example, assuming that someone with a stammer would not have the communication abilities for a sales role, and subsequently declining to invite them for an interview without considering the potential employee’s actual abilities.

How we help employees challenge disability discrimination at work

If you believe you have faced employment disability discrimination with regards to pay, working conditions, training, promotion or dismissal, our Employment Law disability discrimination solicitors can help.

We offer disability discrimination legal advice on unfair dismissal disability discrimination, disability redundancy, and to those who have been offered a Settlement Agreement. We can also help if you believe you are facing disability discrimination as a job applicant or worker, including problems with a reference. Our disability discrimination at work solicitors can advise regarding your employer’s duties to make reasonable adjustments to try and keep you in your job. If an Employment Tribunal is the only option, we can represent you.

For expert advice on disability discrimination in the workplace, contact our employment disability lawyers today on 01273 609911, or email to find out more.

Martin Searle Solicitors, 9 Marlborough Place, Brighton, BN1 1UB
T: 01273 609 991

Martin Searle Solicitors is the trading name of ms solicitors ltd, which is authorised and regulated by the Solicitors Regulation Authority, and is registered in England under company number 05067303.

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