DDA Advice

This is a very brief overview of the Disability Discrimination Act 1995 & 2005 and does not cover all points within the Acts.

  • Part 2 of the Act is about employment, Part 3 is for Service Providers and Part 4 is for Education. There is also Special Education Needs Act (SENDA).
  • It is unlawful for service providers to discriminate against a disabled person because of their impairment
  • Service providers have now to make reasonable changes to their practices, policies and procedures, to include the provision of auxiliary aids (e.g. induction loops) and providing alternative methods and means of access to overcome physical features.
  • Where physical features make it impossible or unreasonably difficult to make use of a service, reasonable steps must be taken to remove or alter the feature so it no longer has that effect or provide a reasonable means of avoiding it.
  • Public sector bodies have a basic requirement when carrying out their duties to have due regard for the promotion of equality between disabled people and others, eliminate discrimination that is unlawful under the DDA and harassment of disabled people that is related to their disability, promote positive attitudes towards disabled people. Encourage participation by disabled people in public life and take steps to meet the needs of disabled people even if this means more favourable treatment. This is known as the Disability Equality Duty (DED).
  • Clubs with 25 members or more in essence have the same duties to a disabled member, applicant/potential applicant, and associate or guest/potential guest as a service provider.
  • In education it is unlawful for the provider to discriminate against you for a reason related to your disability in admissions, the curriculum, teaching and learning. This includes trips, outings, sports, leisure facilities, meals, libraries, work experience and accommodation. They also could be discriminating by excluding you from an education provider or course. In post 16 education reasonable adjustment takes in auxiliary aids and services along with removing or altering physical features.
  • Employees must not be discriminated against on the grounds of their disability when it comes to employment offered, opportunities within the organisations or dismissal. Reasonable adjustments must be made to suit the individual.