Disability Discrimination Act (DDA)
What is meant by 'disability'?
The DDA 1995 defines a 'disabled person' as an individual with a 'physical (including sensory) impairment or mental impairment which has a substantial and long-term adverse effect on his/her ability to carry out normal day-to-day activities'.
There are approximately 8.6 million people in the UK covered by the DDA. Over 5.5 million disabled people are of working age, which represents 16% of the population. (Figures from the Equality and Human Rights Commission.)
Since the 1st of October 2007, three commissions have come together to form The Equality and Human Rights Commission. This body now incorporates all inequality issues in relation to Disability, Gender and Race.
→ Visit The Equality and Human Rights Commission website (external site)
Legal duties and obligations under the DDA
Under the DDAs of 1995 and 2005, it is unlawful for employers to treat people with disabilities less favourably because of their disability.
The DDA came into force in stages and now applies to organisations of all sizes.
Under the DDA the employer has to make ‘reasonable adjustments’ if a disabled job applicant or employee is at a disadvantage in relation to others.
The duty applies to both physical features of the employer’s premises, e.g. fittings and equipment, and to all other aspects of employment including recruitment, training and retention.
If a disabled person has grounds to believe they have been discriminated against by their employer, they can take the organisation to an Employment Tribunal.
The DDA also applies to the provision of goods and services, access to facilities, education and the buying or renting of properly or land, all of which must be supplied in ways that do not discriminate against people with disabilities.
→ Read more on disabilities and non-discriminatory recruitment practices
To view the full text of the above legislation online, please follow the links under Legislation.
Good practices in employing people with disabilities
An employer might consider some of the following options in employing people with disabilities:
- job redesign
- adjustments within the workplace
- more flexible working patterns
- career breaks
- home working.
More information on non-discriminatory recruitment practices for people with disabilities can be found in our Employability section under Discrimination - Legal Obligations on Employers.
For practical information on employment and disability please contact the Disability Adviser at your local Job Centre Plus Office (external site).
Further information on disability and employment
- Email your query now
- Call our Adviceline on 0800 019 2211
Equality and Human Rights Commission Employers Pages (external site)
These pages from the EHRC give details of employers' rights and responsibilities, advice on employing people with disabilities, useful downloads, and links to further information.
