An employer must not treat a disabled person unfavourably because of something connected to their disability, unless the employer can show that their action is objectively justified.
There is no unlawfulness if the employer does not know or could not reasonably have been expected to know that the person is disabled.
Protection is also afforded in relation to:
- direct discrimination
- associative discrimination
- perceptive discrimination
- indirect discrimination
- a failure to make reasonable adjustments
For information about the protected characteristics and business best practice, return to the discrimination page.
Contact us about promoting equality in the workplace, or if you have suffered discrimination.
For other legal topics go to the law library.