Employment Provisions of the DDA
These came into force on the 2nd of December 1996 and apply to:
- the whole of the UK including Northern Ireland
- employers with 15 or more employees (this concession is likely to be removed by 2004)
- employees, apprentices, agency workers and the self-employed
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The Act affects all areas of employment:
| including: | |
and is also applicable to: |
| Recruitment internal & external | |
part time |
| performance appraisal | |
volunteer |
| promotion and transfer | |
self-employed and |
| training and development | |
contract workers |
What the Law requires
The DDA effectively says that you should employ the best person for the
job taking account of any reasonable adjustment required due to disability. Reasonable
adjustments to the workplace or policies, procedures and practices in the fields of
recruitment, appointment, retention, training and promotion may be required, but are seldom
onerous.
What you need to do - Consider
- Establishing an Employment Policy to include disabled people
- Determining sources of help available for employers, and employees
- Recognising that all jobs can be performed by people with disabilities
- Identifying methods of attracting disabled people as employees
- Monitoring applications by disabled people and their success
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Ensure you do not inadvertently discriminate by reviewing procedures in:
- Advertising and Selection
- The induction stage
- Training – take account of the needs of a disabled person
- Advancement
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Probably the most important advice is - Do not make assumptions
When meeting or communicating with people with disabilities, don't make
assumptions about what adjustment they might need.
What can disabled people do?
A disabled person can do any job they have the skills or experience for
For further information on the law and how it applies to your business consider our
Accessible Solutions Manual.
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