EFD homepage > information > DDA employment

DDA and employment

Under the Disability Discrimination Act (DDA) 1995 it is unlawful for an employer to treat a disabled job applicant, or an employee, less favourably, simply because of their disability, i.e. worse than someone without that disability when all surrounding circumstances including the abilities of the disabled person, are the same. This type of direct discrimination is unlawful and cannot be justified.

It is also unlawful for an employer to treat a disabled person less favourably for a reason related to their disability unless the treatment can be justified.

Less favourable treatment can only be justified if there is a material (i.e. relevant to the specific circumstances of the particular case) and substantial reason for it.

It is also unlawful for an employer to harass an employee because of their disability.

An employer also has a duty under the DDA to make reasonable adjustments to prevent a disabled employee from being places at a substantial disadvantage by any physical feature of the premises, or by any provision, criteria or practice of the employer.

The duty applies to all aspect of employment, including recruitment and selection, training, transfer, career development and retention.

For more information on the DDA and on practical solutions, view the events and publication pages.

The information team can only answer specific questions by member companies. For more information on joining the Forum, go to the Membership section for information on joining The Employers' Forum on Disability.