We set out details of 5 developments that could have a
significant impact on HR practice.
1. Disability discrimination – when an employer will
reasonably be expected to know an employee has a disability
The EAT rules that the employer should have known an
employee with reactive depression and post-traumatic stress
disorder (PTSD) was disabled and that it was under a duty to make
reasonable adjustments.
Employers have a duty to make reasonable adjustments if they
know, or could reasonably be expected to know, that an individual
has a disability and is likely to be put at a substantial
disadvantage. A disability is an impairment that has a substantial
adverse and long-term effect (it has lasted, or is expected to
last, at least 12 months) on the individual's ability to carry
out normal day-to-day activities.
