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Last updateSun, 06 Nov 2016 10am

Back You are here: Home Employment

In 2003 EMPLOYERS: Were Given Year to Adapt Workplaces for People With Disabilities

Irish employers have one year to adapt their workplace to include people with disabilities, following the Governments acceptance of a European Union employment discrimination law.

Under the changes, due to come into force in December 2003, businesses will have to make “reasonable accommodation” for disabled workers unless they can prove they amount to a “disproportionate burden”

In November 2000, the European Unions 15 member-states agreed a general framework directive to ban all forms of job discrimination based on religion, belief, disability, age, or sexual orientation. On disability, in reads: “In order to guarantee compliance with the principle of equal treatment in relation to persons with disabilities, reasonable accommodation shall.


Access Checklist-How Accessible is Your Premises?

This checklist is designed to act as a tool for your organisation to ensure that the physical environment is accessible for all.

Entry Yes/No
1. No steps or alternative to steps at the front door (e.g. ramps)
2. Steps which are non slippery and have edges marked
3. Signage is clear, illuminated, in clear large letters and at eye level, preferably with raised letters which can be felt
4. Accessible parking bays and pick up and drop off facilities
5. Sliding doors or doors which are not too heavy to operate


Retaining Employees with a Disability

Retaining Employees with Disabilities
Retaining employees who acquire a disability during employment or whose disability worsens is not only a statutory requirement, it has added benefits.

It demonstrates to employees that a company values all their staff
It allows a company to hold on to skills and experience without having to recruit and train another person.


Making Your Premises Accessible

Accessibility does not just refer to gaining access to a building. In the workplace, accessibility refers to the ease with which the premises can be used by an employee, allowing them to be as independent as possible. This applies to all disabilities, whether physical, learning or visual or hearing impairments.

Making your building(s) accessible

  •  Provide level access, or ramps to ground floor entrance.
  • Provide lifts to upper floors.
  • Fit handrails to both sides of any steps or ramps.
  • Make sure doors are wide enough for people using wheelchairs to get through.



Recruiting People with Disabilities

Attracting Applications from Disabled People

It is essential that all stages of the employment procedure are not discriminatory.

Below you will find steps you can take to ensure your company/organisation is open to all.

Recruitment Literature

Use positive, varied role-models in your recruitment literature
This will reflect your commitment to diversity in the work place. Avoid stereotypes, for e.g. only representing people with disabilities doing low-level jobs.


Employment Quota for People with Disabilities

Workplace Developments

Despite efforts to increase the quota of people with disabilities working in the Civil Service and the Public Sector, figures remain low.

In an effort to combat this, a 3% Quota Monitoring Committee, chaired by the Department of Justice, Equality and Law Reform, introduced a quota level for the employment of people with disabilities in the public service. As part of this initiative, brochures have been produced detailing targeted recruitment measures which need to be taken by Public Sector employers.


Grants & Programmes

There are various grants and programmes available to employers who have/intend to hire people with disabilities on their workforce. There are also various schemes available to people with disabilities.

Grants and Programmes for People with Disabilities

Disability Awareness Training for Employers
This new scheme provides for grants towards the cost of Disability Awareness training for employees. Further details are available from the FAS Regional Services to Businesses Offices.


Staff Training

Disability Awareness and Disability Equality Training

Holding disability awareness/equality training for staff throughout your organisation will help to create shared knowledge and foster company ethos.

Incorporating disability awareness training into induction training for all new members of staff would ensure that everyone receives this training.

It is important to monitor staff awareness to check that the training has been effective.


Best Practice

Monitor recruitment, training, retention and promotional procedures


Monitoring applications from people with disabilities enables employers to see if their recruitment and promotion policies and practices are effective.

Recruitment and in-house literature
Is the language used suitable?


Are all selection procedures non-discriminatory?



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