Filters
2010
Whether you are disabled in law depends on the effect your condition has on your daily life. It does not depend on having a clear medical diagnosis.
2009
Your employer cannot avoid the duty to make reasonable adjustments simply by claiming ignorance, if the information was available to them or they should have made enquiries.
2015
Less favourable treatment that causes distress or upset counts as a detriment in discrimination law, even without any financial or tangible loss.
2002
When deciding whether someone is disabled under the Equality Act 2010, the law asks what the condition stops them doing, not what the condition is called. A diagnosis is not required.
2003
Where the nature of a disability is not straightforward, the duty to make reasonable adjustments can require an employer to carry out a proper assessment before deciding what to do.
2006
Your employer not asking what adjustments you need is not, on its own, against the law, but it cannot use that silence as an excuse to do nothing either.
2019
Disability under the Equality Act 2010 requires only a substantial adverse effect on day-to-day activities. Substantial means more than minor or trivial, not severe or permanent.
2025
If you have a disability, your employer must consider reasonable adjustments when working arrangements change, including changes made while you are off sick.
