Psychological Assessment of Disability Discrimination for Employment, Housing and Civil Claims
Employment Law Assessments
We provide assessment of disability and discrimination in employment, housing and civil claims providing timely and comprehensive reports for employment tribunals, county court and high court claims.
Many individuals who have autism have high intelligence and outstanding technical skills. There is a vast range of abilities in the autistic spectrum.
Psychological Assessment of Disability Discrimination for Employment, Housing and Civil Claims
Employment Law Assessments
We provide assessment of disability and discrimination in employment, housing and civil claims providing timely and comprehensive reports for employment tribunals, county court and high court claims.
Many individuals who have autism have high intelligence and outstanding technical skills. There is a vast range of abilities in the autistic spectrum.
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Rated excellent
Employment Disability Discrimination Assessments
We are often instructed to report on unfair dismissal claims, discrimination claims, claims arising out of working conditions, organisational change, restructuring, bullying and harassment and mental health at work. We assess rehabilitation after illness and are expert in all aspects of discrimination law. We make recommendations on reasonable adjustments.
Disability Discrimination Examples of Our Work
Some of the examples of our work on the types of disability discrimination at work that we advise on include a cases where an employees are dismissed because of absences related to disability at work. We recently dealt with a case where an employee was dismissed and told that she would not fit in because of her disability. This was a case of discrimination because of a disability.
Individuals with autism may not understand the subtleties of recruitment questions and psychometric tests, and reasonable adjustments should be made for this by employers.
People on the autism spectrum, usually make precious employees. However, it is vital that they receive the support and guidance that they need to thrive in any given role. As previously mentioned, people with autism struggle with social communication, sensory issues, and lack of understanding for other people. It is crucial that organisations follow the Equality Act (2010) and The Northern Ireland Disability Discrimination Act when operating with employees with autism.
For more information on these acts, please click the link For more information on working with autistic employees, please click the link Find advice and resources for those with autism looking for work, by clicking this link
In the housing arena, we have also advised on cases where individuals have been subject to eviction because of their disability. These disabilities have included common conditions such as depression, hoarding behaviour and schizophrenia.
Other examples of our work on disability discrimination include advising on cases where there is a concern that the employer has failed to make a reasonable adjustment during redundancy selection process to consider the individual’s disability.
Disability Discrimination at Work
Carrying out assessments of disability discrimination at work remains a core part of our work. The Equality Act 2010 makes it unlawful to discriminate against an employee or worker on the grounds of a mental health condition, learning disability or neurodevelopmental disorder.
A dismissal at work will not be illegal unless an employer knew or could reasonably be expected to know that the employee has a disability. This means it is essential to communicate the disability to the employer. In cases where disability is reported we are often asked to assess disability discrimination cases and determine whether the condition meets the criteria for a disability under the Equality Act.
Types of Disability Discrimination
The Equality Act 2010 also makes it illegal to treat an individual less favourably because of a disability. Finally, the Equality Act makes it illegal to victimise or harass someone because of the disability.
The Disability Discrimination Act
The provisions of the Disability Discrimination at were incorporated into the Equality Act 2010.
The Disability Discrimination Act
The provisions of the Disability Discrimination at were incorporated into the Equality Act 2010.
Learn More about How to Assess Disability Discrimination
- Disability Discrimination Equality and Human Rights Commission Advice
- Disability Discrimination – Citizens Advice – discrimination because of disability
- Disability Discrimination – Citizens Advice – discrimination – Protected Characteristics
- Disability at Work – ACAS Code
- Disability Discrimination At Work – Scope Guidance
- Discrimination arising from disability: five examples from case law
Learn More about How to Assess Equality and Diversity at Work:
Our Typical Instructions Focus on the Following areas:
- Pay and benefits claims including equal pay and equal value claims
- Job evaluation claims
- Employment demographics and statistics
- Discrimination in employment in respect of race, gender, age, disability sexual orientation and religion and belief
- Unfair dismissal and redundancy
- Breach of contract
- Wrongful dismissal
- Constructive dismissal
- Assessment of discrimination in recruitment and selection
- Psychological effects of physical disability
- Loss of future earnings and pension rights
- Career and employment prospects
- Potential earning assessments
- Employment disputes
- Psychological effects of physical disability
- Fitness to work assessments
- Financial quantification of injury/death
- Loss of income and loss of profits
- Rehabilitation assessments
- Potential earning assessments
- Vocational evaluation of the cost of injury
- Employment prospects and employability
- Workplace issues and adaptations for disabled people
- Employment disputes
- Disciplinary disputes
- Harassment investigations and reports
- Employment disputes
- Disciplinary disputes
- Occupational stress
- Work-induced stress
- Workplace hazards
- Human contributory factors in accidents
- Fitness to work following personal injury
- Failure to recover/suspicion of malingering