Disability Discrimination Compensation Calculator UK

Disability discrimination includes: direct discrimination, discrimination arising from disability, indirect discrimination, failure to make reasonable adjustments, and harassment. It is unlawful under the Equality Act 2010.

Employers must make reasonable adjustments to remove barriers for disabled employees. This can include modified working hours, physical adaptations, providing equipment, allowing working from home, or adjusting performance targets. Failure to make reasonable adjustments is the most common disability discrimination claim.

Under the Equality Act 2010, a disability is a physical or mental impairment that has a substantial and long-term (12+ months) adverse effect on your ability to carry out normal day-to-day activities. Cancer, HIV and MS are automatically covered.

Yes. Mental health conditions such as depression, anxiety, bipolar disorder, and PTSD can qualify as disabilities under the Equality Act if they meet the substantial and long-term test. The condition does not need to be formally diagnosed.

Yes. This occurs when you are treated unfavourably because of something arising from your disability (e.g. absence due to disability-related illness), rather than the disability itself. The employer must know or ought to know about the disability.

Employers should carry out impact assessments when implementing policies that could affect disabled employees. This is not a legal term but describes good practice that tribunals expect. Failure to consider disability impacts strengthens discrimination claims.