Reasonable adjustments disability passports. TUC Technical Report ![Reasonable adjustments disability passports [link]](https://bibbase.org/img/filetypes/link.svg "link")
Paper abstract bibtex The TUC and the GMB have launched a new disability passport to help the nearly 1 million (946,010) disabled people who fall out of work or switch employers each year to get the support they need. [...] The social model of disability The social model of disability The TUC has adopted the social model of disability. The social model of disability focuses on the ways in which society is organised, and the social and institutional barriers which restrict disabled people’s opportunities. The social model sees the person first and argues that the barriers they face, in combination with their impairments, are what disables them. Barriers can make it impossible or very difficult to access jobs, buildings or services, but the biggest barrier of all is the problem of people’s attitude to disability. Removing the barriers is the best way to include millions of disabled people in our society. The duty to make reasonable adjustments All employers have a legal duty under the Equality Act 2010 to proactively make reasonable adjustments to remove, reduce or prevent any disadvantages that disabled workers face. The law recognises that to secure equality for disabled people work may need to be structured differently, support given, and barriers removed. It means that in certain circumstances disabled people may be treated more favourably than non-disabled people to ensure equality, but one disabled person cannot be treated more favourably than another disabled person. An employer who fails to meet their legal duty under the Equality Act 2010 to make reasonable adjustments is in breach of the law and could be taken to an employment tribunal. Public sector employers have an additional legal duty to consider or think about how their policies or decisions affect people who are protected under the Equality Act. This public sector equality duty will include public authorities considering how their policies affect disabled employees and taking steps to mitigate any adverse impact.
@techreport{tuc_reasonable_nodate,
title = {Reasonable adjustments disability passports},
url = {https://www.tuc.org.uk/research-analysis/reports/reasonable-adjustments-disability-passports},
abstract = {The TUC and the GMB have launched a new disability passport to help the nearly 1 million (946,010) disabled people who fall out of work or switch employers each year to get the support they need.
[...]
The social model of disability
The social model of disability
The TUC has adopted the social model of disability. The social model of disability focuses on the ways in which society is organised, and the social and institutional barriers which restrict disabled people’s opportunities. The social model sees the person first and argues that the barriers they face, in combination with their impairments, are what disables them.
Barriers can make it impossible or very difficult to access jobs, buildings or services, but the biggest barrier of all is the problem of people’s attitude to disability. Removing the barriers is the best way to include millions of disabled people in our society.
The duty to make reasonable adjustments
All employers have a legal duty under the Equality Act 2010 to proactively make reasonable adjustments to remove, reduce or prevent any disadvantages that disabled workers face.
The law recognises that to secure equality for disabled people work may need to be structured differently, support given, and barriers removed. It means that in certain circumstances disabled people may be treated more favourably than non-disabled people to ensure equality, but one disabled person cannot be treated more favourably than another disabled person.
An employer who fails to meet their legal duty under the Equality Act 2010 to make reasonable adjustments is in breach of the law and could be taken to an employment tribunal.
Public sector employers have an additional legal duty to consider or think about how their policies or decisions affect people who are protected under the Equality Act. This public sector equality duty will include public authorities considering how their policies affect disabled employees and taking steps to mitigate any adverse impact.},
language = {en},
urldate = {2020-06-18},
author = {{TUC}}
}
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