Disability Discrimination Solicitor
Disability discrimination can arise in several ways, including unfavourable treatment, incorrect assumptions or a failure to make reasonable adjustments. It affects employees with both visible and non-visible disabilities and can have significant consequences for role stability and how employees are treated at work.
Many employees are unsure how to respond or worry that raising concerns may make the situation worse, making clear legal guidance particularly important.
Disability discrimination is prohibited under the Equality Act 2010. It includes direct and indirect discrimination, harassment, victimisation and a failure to make reasonable adjustments. Employers are legally required to consider adjustments that reduce workplace barriers for disabled employees.
Examples include unfair performance criticism linked to disability, refusal of reasonable adjustments, exclusion from opportunities, misuse of sickness procedures or expectations that do not take disability into account.
Many employees are reluctant to disclose a disability or request adjustments because they are unsure how their employer will respond or fear negative consequences. Understanding your rights is an important first step in challenging unfair treatment, requesting appropriate adjustments and protecting your position at work.
What Is Disability Discrimination at Work?
Disability discrimination occurs when an employee is treated unfavourably because of a disability, or when workplace policies or procedures put disabled employees at a particular disadvantage. Direct discrimination involves worse treatment because of disability. Indirect discrimination arises where a neutral policy disproportionately affects disabled employees and cannot be justified.
A common issue is the failure to make reasonable adjustments, such as modifying duties, providing appropriate equipment or accommodating disability-related absence. Other examples include disciplinary action linked to disability, negative assumptions about capability or exclusion from meetings and opportunities.
Disability discrimination may also involve harassment or victimisation, particularly after concerns are raised. These issues often appear alongside grievances, capability processes or dismissal procedures.
Employees may experience disability discrimination in several forms, including:
Direct discrimination
Indirect discrimination
Failure to make reasonable adjustments
Harassment concerns
Disability-related absence
Victimisation risks
How Can David Help as Your Disability Discrimination Lawyer?
David advises senior executives and employees who believe they are experiencing disability discrimination or have been refused reasonable adjustments.
He helps you assess whether treatment or decisions amount to unlawful discrimination and explains how legal protections apply.
He reviews medical documentation, adjustment requests, emails, performance reports and timelines to understand the context and identify patterns of treatment. David provides guidance on requesting or escalating reasonable adjustments, raising grievances and navigating HR procedures, capability processes or sickness-related discussions.
For employees facing exclusion, repeated unfair treatment or inappropriate conduct, he offers practical steps to protect your position and manage risk.
Where continuing in the role is not viable, David negotiates exit terms or settlement agreements. He also advises on potential tribunal claims.
Many employees come to David facing recurring issues related to disability or reasonable adjustments, including:
Adjustment refusals
Unfair capability action
Biased Disability-related absence
If you are experiencing disability discrimination or your employer is not making reasonable adjustments, early legal advice can help you protect your rights and position. For clear and confidential guidance, contact David today.
Why Choose David
David has more than 35 years of experience advising senior executives and employees on disability discrimination and reasonable adjustment disputes. He understands the legal and organisational challenges that arise when health and work intersect and provides clear, measured advice on your rights and the steps available to you.
David helps employees document concerns, assess employer decisions and plan a strategic approach to resolving issues or negotiating exits. His focus is on protecting income, reputation and long-term career prospects with calm and practical guidance throughout.
