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Disability discrimination solicitors

If you believe you have been discriminated against on grounds of disability and you wish to discuss your situation on a confidential basis with our specialist solicitors please complete our online enquiry form or call us on 01616 966 229.

You may be classed as suffering from a disability if you have a physical or mental impairment which has a substantial and long term adverse effect on your ability to carry out normal day-to-day activities.

A qualifying condition can include, (amongst other things), learning disabilities, mental illness, (such as depression and anxiety, schizophrenia or agoraphobia), cancer, aids or HIV infection and impairments which come and go if the actual effect is likely to recur (for example rheumatoid arthritis).

If you suffer from a progressive condition you will be protected from unlawful discrimination under the Equality Act, from the moment that your condition leads to the impairment of your ability to carry out day-to-day activities.

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Day-to-day activities 

Day-to-day activities include consideration of general mobility, ability to lift, carry or move everyday objects, physical co-ordination, eye-sight or hearing, speech, memory, manual dexterity, ability to concentrate, learn or understand, continence or perception of risks.

The effect on your ability to carry out day-to-day activities must be more than trivial and the effects must have lasted or be likely to last at for least 12 months or for the rest of your life. If this is not the case then the condition will not be classed as a “disability” for the purposes of a claim under the Equality Act.

The protection afforded by the Equality Act applies to every stage of the employment relationship i.e. advertising vacancies, recruitment, promotion, training and other opportunities, and dismissal.

This protection also extends to discrimination in the course of an individual’s day to day life as a consumer or service user. Such discrimination can be as a result of a refusal to provide a service to a disabled user or to make reasonable adjustments to their working procedures or policies to enable the individual to engage with the service.

Less favourable treatment can also be experienced directly or indirectly and can take various forms. This can include the making of unpleasant comments towards them in the course of their employment by colleagues or in the course of their day to day lives as consumers or service users.

Such conduct can be considered by the tribunals and the courts as harassment if it is believed that the behaviour has had the effect of violating the individual’s dignity or created an intimidating, hostile, degrading, humiliating or offensive environment for them.

Commonly, cases involving disability discrimination include claims for direct discrimination, indirect discrimination, discrimination arising out of disability, failure to make reasonable adjustments, and/or harassment.

Who can be held accountable for disability discrimination?

An employer, public body, service provider or association can be held accountable for the conduct of their employees which gives rise to claims against these businesses or organisations.

If you believe that you have been the victim of discrimination as a result of your disability and would like to speak to a member of our team call us on 01616 966 229 or complete our online enquiry form without delay.

Recently settled disability discrimination claims

  • We secured compensation for our client who was discriminated against and dismissed on the basis of her disabilities.
  • We secured compensation for our client after he was subject to disability discrimination when he was prohibited from using a public disabled toilet.
  • Our client was dismissed by her employer due to requiring time off work as a result of her condition, which amounted to a disability. We assisted our client in successfully pursuing a disability discrimination claim against her former employer, which included claims for unfair dismissal and failure to make reasonable adjustments.
  • Our client requested the provision of reasonable adjustments from her employer to enable her to fulfil her duties, which they delayed in doing so. We assisted our client in pursuing a disability discrimination claim and were successful in achieving a significant monetary settlement for the delay and detriment suffered as a result, whilst preserving her continued  employment.
  • Our client was successful in achieving a monetary settlement which provided for a claim for injury to feelings and loss of earnings following a claim for disability discrimination and unfair dismissal.
4.5out of 10
4.5 score on Trustpilot Based on count 1384

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Discrimination law staff reorder

  • Philip Richardson
  • Maria Chadwick
  • Adam Pennington
  • Rebecca Billinge
  • Stephen Woodhouse
  • Lucy Bishop
  • Kenneth Tang
  • Charlotte Brain
  • Eleanor Adshead
  • Terri Li
  • Abigail Martland