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DISABILITY DISCRIMINATION: The importance of being reasonable

09 March 2012  

Melanie Lane and Dominic Holmes argue that it is more important than ever for employers to adopt a wide-ranging and flexible approach to reasonable adjustments

The Equality Act 2010 (the Act) has resulted in a radical overhaul of disability discrimination law. In particular, it has created two new strands of disability discrimination – indirect disability discrimination and discrimination ‘arising from disability’. These sit alongside the pre-existing concepts of direct disability discrimination and the duty to make reasonable adjustments (which survived the repeal of the Disability Discrimination Act 1995 (DDA), albeit with some changes).

 

Additional Info

  • Case(s) Referenced:

    Cordell v Foreign and Commonwealth Office [2011] UKEAT/0016/11/SM

    Leeds Teaching Hospital NHS Trust v Foster [2011] UKEAT/0552/10

    London Borough of Lewisham v Malcolm [2008] UKHL 43

    Noor v Foreign and Commonwealth Office [2011] UKEAT/0470/10/SM

    O’Hanlon v HM Revenue and Customs [2007] EWCA Civ 283

    Salford NHS Primary Care Trust v Smith [2011] UKEAT/0507/10

    Tameside Hospital NHS Foundation Trust v Mylott [2011] UKEAT/0352/09/DM; UKEAT/0399/10/DM

Last modified on 24 June 2015