Is My Disability A Shield Against Performance Management?

Yes and no.

Yes, because your employer must make allowances for the impact of your disability on your ability to do your job and in particular is legally obliged to makereasonableadjustments that will permit your full and effective participation in the workplace.

Where employees and employers sometimes come to blows is in not agreeing about what is and is not reasonable, remembering that the adjustment is only required if it is reasonable and has a prospect of alleviating the disadvantage.

Apparently simple concepts can lead to complex disputes.

No, because your employer is paying you to do a job and is entitled to have the job done correctly. They must be able to give constructive feedback and to suggest when performance might not be up to scratch without a disabled employee hiding behind their disability as an excuse for the poor performance. Disability is not a shield to poor performance or to misconduct (although the latter might be mitigated by