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Very simple to engage with instant confirmation in writing straight after. Daniel, the solicitor who was appointed to me, was outstanding in his approach, his understanding of the technicalities of the law and, crucially, a genuine care for the client. Would definitely advise using Lawhive, you won't regret it.
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After struggling to find a solicitor willing to give us advice, and for a reasonable cost, we were so pleased to find the Lawhive website. At first we wondered how well it would work, but needn't have worried at all - the whole process was simple, straightforward and professional and great value for money. We felt extremely lucky to be matched with our solicitor, Sonay Erten, as she was exactly what we were looking for - knowledgeable, patient and kind - a refreshing change from solicitors we have used in the past. She showed a great deal of empathy for our situation and explained things in language that was easy to understand (rather than the usual "solicitor" talk, which can be intimidating). She's a shining example of what a solicitor should aspire to be and I wouldn't hesitate to recommend her to others or use her again in the future. We came out of our session reassured and confident of what we needed to do going forward, so a big "thank you!"
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I found the website very easy to use. Quick responses and I was even able to talk to someone who was friendly and competent. She rang me rather than emailed me. A solicitor was quickly found who could help me and once the relevant identification was approved he started work. Within two days the solicitor had checked documents and commented on them. Very efficient! Can highly recommend.
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The service was fast and ultra professional
Sonay was really informative and understood my questions instantly, what I thought was complex Sonay simplified massively. She regularly checked in and the service was fast and ultra professional. Would highly recommend.
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09 November, 23
Great service and very reasonably priced,
Great service and very reasonably priced, Kem was really helpful and professional. Would use again
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21 November, 23
Great Interaction
Great interaction. I had a simple question which would have cost a fortune going to see a local solicitor. It was all very professional but still friendly. The solicitor I spoke to was the chief executive of her law firm (I looked her up on LinkedIn). You are dealing with very good lawyers who earn additional money through Lawhive. I would definitely use this service again. Highly recommend.
Mark,
29 December, 23
The solicitor who was appointed to me was outstanding
Very simple to engage with instant confirmation in writing straight after. Daniel, the solicitor who was appointed to me, was outstanding in his approach, his understanding of the technicalities of the law and, crucially, a genuine care for the client. Would definitely advise using Lawhive, you won't regret it.
Tahir Idris,
04 October, 23
We were so pleased to find the Lawhive website
After struggling to find a solicitor willing to give us advice, and for a reasonable cost, we were so pleased to find the Lawhive website. At first we wondered how well it would work, but needn't have worried at all - the whole process was simple, straightforward and professional and great value for money. We felt extremely lucky to be matched with our solicitor, Sonay Erten, as she was exactly what we were looking for - knowledgeable, patient and kind - a refreshing change from solicitors we have used in the past. She showed a great deal of empathy for our situation and explained things in language that was easy to understand (rather than the usual "solicitor" talk, which can be intimidating). She's a shining example of what a solicitor should aspire to be and I wouldn't hesitate to recommend her to others or use her again in the future. We came out of our session reassured and confident of what we needed to do going forward, so a big "thank you!"
Julie Taylor,
01 June, 23
Fast and professional
I got the outcome I wanted regarding cease and desist to a competitor spreading defamatory statements about my business. Fast and professional, and at a much lower price than high street firms. Highly recommended thanks.
Jason Hunter,
23 July, 23
Very efficient! Can highly recommend.
I found the website very easy to use. Quick responses and I was even able to talk to someone who was friendly and competent. She rang me rather than emailed me. A solicitor was quickly found who could help me and once the relevant identification was approved he started work. Within two days the solicitor had checked documents and commented on them. Very efficient! Can highly recommend.
Pauline Piper,
15 February, 23
The service was fast and ultra professional
Sonay was really informative and understood my questions instantly, what I thought was complex Sonay simplified massively. She regularly checked in and the service was fast and ultra professional. Would highly recommend.
Jamie Crichton,
09 November, 23
Great service and very reasonably priced,
Great service and very reasonably priced, Kem was really helpful and professional. Would use again
Sarah Shanks,
21 November, 23
Rated 4.8 / 5. Showing our 4 & 5 star reviews.

About

Disability discrimination is when an employer treats a disabled person less favourably than a non-disabled person. This can include not hiring a disabled person, or paying a disabled person less than a non-disabled person. Solicitors can help those discriminated against to receive compensation and justice for any losses suffered as a result of discrimination.Next steps

How much does help with Disability Discrimination cost?

The cost for a licensed solicitor to help with Disability Discrimination is dependent on many factors including the complexity and specific requirements of the case. On average it is expected to range from £200-£300 but in some cases it could cost as much as £500.

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In the UK, the Equality Act 2010 protects people from different kinds of unfair treatment. Disability is one of nine protected characteristics safeguarded by the Equality Act 2010. 

disability-discrimination-solicitors

In this guide, we’re going to take a closer look at disability discrimination, including what it looks like, what your rights are, and how we can work together to make workplaces better for everyone. 

What is disability discrimination? 

Disability discrimination is when you’re treated unfairly because of a disability, whether on purpose or unintentionally. The Equality Act 2010 protects people from discrimination at work or when applying for jobs. According to the Act, you shouldn't be treated unfairly because: 

  • You have a disability; 

  • You’ve had a disability in the past; 

  • Someone thinks you have a disability; 

  • You’re connected to someone with a disability. 

If you believe you’ve faced disability discrimination, our employment law solicitors are here to help.

Get a free case assessment today for personalised advice from our expert legal assessment team.

What is classed as a disability? 

The law defines a person as having a disability if they have a physical or mental condition that significantly and continuously affects their ability to carry out everyday activities.

Some conditions are automatically protected under disability discrimination law. These conditions are: 

  • Cancer; 

  • HIV infection; 

  • Multiple sclerosis; 

  • Visual impairment. 

Progressive conditions that get worse over time, like Alzheimer’s disease or Parkinson’s are considered a disability by law if the condition starts affecting someone’s daily activities and is likely to continue in the long-term. 

Who is protected by disability discrimination law? 

The law safeguards certain individuals from discrimination at work, including: 

  • Employees and workers; 

  • Contractors and self-employed individuals; 

  • Job applicants; 

  • Former employees. 

People can face disability discrimination from anyone they interact with in their jobs, such as colleagues, customers, or the general public. 

The Equality Act 2010 also safeguards individuals who had a disability in the past. For example, if someone is denied a promotion because they have previously had a lot of time off work due to a significant injury which was considered a disability.

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What are the different types of disability discrimination? 

Disability discrimination can come in the form of: 

  • Direct discrimination; 

  • Indirect discrimination;

  • Harassment; 

  • Victimisation

  • Discrimination arising from disability

  • Failure to make reasonable adjustments

Direct disability discrimination

Direct disability discrimination happens when someone is treated unfairly or disadvantaged because: 

  • They are disabled; 

  • They are connected to someone who is disabled (discrimination by association); 

  • Someone incorrectly believes they are disabled when they are not (discrimination by perception). 

Direct disability discrimination example 

Jade applies for a new position at a company and receives a job offer. However, as soon as she discloses her disability to the employer, the job offer is suddenly revoked. Later, the employer extends the same job offer to another candidate who does not have a disability. If the reason for withdrawing Jade’s offer was solely because of her disability, this is direct discrimination. 

Disability discrimination by association example

Sarah has a child with a disability and occasionally needs to take days off at short notice to attend medical appointments with her child. One day, she overhears her manager saying that the amount of time off her child causes is not acceptable. Sarah finds herself dismissed the following day. If the employer’s reason for dismissal is primarily due to the time off associated with Sarah’s disabled child, this is likely to be discrimination by association. 

Disability discrimination by perception

Charlie, a new team member, occasionally uses a wheelchair to get around due to a temporary leg injury. Despite being fully capable of performing the job, some colleagues see Charlie as less competent because of the wheelchair use. As a result, they start excluding Charlie from important meetings and conversations, assuming they might struggle with tasks. This exclusionary behaviour carries on even after Charlie demonstrates competence and explains that the wheelchair use is temporary. In this scenario, discrimination by perception occurs because colleagues unfairly treat Charlie based on their perceived limitations tied to wheelchair use. 

Indirect disability discrimination 

Indirect disability discrimination happens when there’s a rule or practice at work that applies to everyone, but it puts someone or a group of people at a disadvantage because of their disability. 

Example 

A company enforces a policy that all employees must go to mandatory training sessions in a room with no hearing loop. However, an employee with a hearing impairment finds it challenging to fully participate and benefit from the training without a hearing loop. In this case, the policy put the employee with a hearing impairment at a disadvantage due to their disability. 

Discrimination arising from disability 

Discrimination arising from disability means treating someone unfairly because of something that happens as a result of their disability, not the disability itself. Examples could include taking time off work for regular hospital appointments, changes in behaviour due to medication, needing regular rest or toilet breaks, or having an assistance dog. 

If someone is treated unfairly or put at a disadvantage because of these disability-related factors, it’s considered discrimination. However, if the person or organisation treating someone unfairly didn’t know and couldn’t have reasonably known about the disability, the law might not apply. 

Furthermore, in some cases, there might be a valid reason for discrimination, known as objective justification. For instance, if something resulting from someone’s disability makes it impossible for them to perform a specific job even with reasonable adjustments, that might be considered lawful discrimination. 

Example

Sarah has epilepsy, and as a result, she occasionally needs short breaks during her workday to manage her condition. Her employer, without understanding the nature of her disability, views these breaks as disruptive and decides to exclude her from team-building activities, thinking it's for the benefit of the team. 

In this scenario, Sarah is being treated unfavorably due to something arising from her disability—the need for breaks. This constitutes discrimination arising from disability. 

Failure to make reasonable adjustments 

If an employer doesn’t make necessary changes for someone who needs them due to their disability, this is a form of discrimination known as failure to make reasonable adjustments. 

Reasonable adjustments are changes made by the employer to help eliminate or lessen any disadvantage linked to a person’s disability. It’s a legal requirement for employers to make these adjustments, but what’s considered reasonable can vary based on the specific circumstances of each situation. 

Example 

Alex, who has a visual impairment, is hired by a company. The workplace uses a computer-based system for all communication and documentation. Alex requests the use of screen reader software, a reasonable adjustment that would allow him to access and understand digital information.

If the employer fails to provide the screen reader software, putting Alex at a significant disadvantage in performing his tasks compared to his colleagues, it would be considered a failure to make reasonable adjustments. In this case, providing the screen reader software is a reasonable step to ensure that Alex can work effectively despite his visual impairment. If the employer neglects to do this without a valid reason, it could be deemed discriminatory under the law.

Do you have to tell your employer about a disability to be protected by disability discrimination law?

Even if an employee doesn’t disclose their disability, they are still protected from discrimination if their employer could reasonably be expected to know about their disability. 

Individuals are not required by law to tell their current or potential employers about their disability. 

Why choose Lawhive? 

Dealing with discrimination at work can be really difficult. At Lawhive, our disability discrimination solicitors are here to support you in making your case against your employer. 

Get a free case assessment from our legal assessment team to find how we can help. In this assessment, we’ll listen to your problem and help you understand your rights and all the options for resolving your case. 

Should you choose to go ahead with your disability discrimination claim, we will connect you with the best employment law solicitor in our network who will fight hard on your behalf to get the outcome you deserve. 

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