Like all employees, people with disabilities can bring a range of skills, talents and abilities to the workplace and there is a range of supports in Ireland to help them find and keep employment. Some of these are for people with disabilities who are working – see ‘Employees with disabilities’ below. Other supports are for people with disabilities who are unemployed – see ‘Looking for work’ below.
If you develop a disability
If you have a job and become disabled – for example, through an accident or illness – you may want to return to work at some time. In this situation, it is important to sit down with your employer and discuss openly your options. Depending on the nature of your disability and the type of job you have, there may be no problem with you returning to work. In fact, your disability may have no impact on the type of job you have or your ability to perform it. However, your disability may require that your workplace be adapted or you may need special equipment in order to perform your job. If your disability prevents you from returning to your previous job, there is a range of options available – see ‘Looking for work’ below.
If you become more disabled or need further support
In situations where you already have a disability that has altered or is progressive, you should also sit down with your employer and discuss your available options and needs. Some of the issues you might discuss may involve whether or not your existing job requires further adaptation, whether alterations are required to the premises and whether your working conditions and work practices will need to change. You should also be frank and realistic about your own ability to continue to work.
The onset or progression of a disability can be a devastating event. However, it does not always mean that you will have to give up your job. Employers are obliged to make reasonable accommodations for staff with disabilities and often, you can continue working in an adapted workplace or with equipment and changes to your work practice and conditions of employment. Some possible options for you and your employer include:
Finding and keeping capable, experienced staff that you can rely on is important to all employers. There are a number of support schemes available to you if a member of your staff acquires a disability or if you hire a new staff member who has a disability. These employment supports are provided by the Department of Social Protection's EmployAbility Service (previously FÁS employment services which were transferred to the Department in January 2012).
Employees with disabilities have the same employment rights as other employees.
Equality legislation: The Employment Equality Acts 1998-2011 outlaw discrimination on the grounds of disability in employment, including training and recruitment. However the Employment Equality Acts state that an employer is not obliged to recruit or retain a person who is not fully competent or capable of undertaking the duties attached to a job. If you have a mental health difficulty the Equality Authority has published 2 booklets, Equality and mental health: what the law means for your workplace (pdf) and Equality and mental health: how the law can help you (pdf).
Reasonable accommodation: The Employment Equality Acts 1998-2011 require employers to take reasonable steps to accommodate the needs of employees and prospective employees with disabilities. Reasonable accommodation can be defined as some modification to the tasks or structure of a job or workplace, which allows the qualified employee with a disability to fully do the job and enjoy equal employment opportunities. However, under EU legislation, employers are not obliged to provide special treatment or facilities if the cost of doing so is excessive or disproportionate.
Health and safety: Under the Safety, Health and Welfare at Work Act 2005 employers must ensure the safety, health and welfare of all employees in their workplace. Special mention is made of employees with disabilities and employers are directed to take their needs into account, particularly with regard to doors, passageways, staircases, showers, washbasins, lavatories and workstations.
Public service quota: The Disability Act 2005 places an obligation on public bodies to consider and respond to the needs of people with disabilities. Under Part 5 of the Act, 3% of jobs in public service bodies (local authorities, civil service, the Health Service Executive and so on) are reserved for people with disabilities.
Whether you are looking for a job for the first time or re-entering the work force after an absence, it is important that you take stock of your skills and the practicalities associated with both your disability and the kind of work for which you are applying. A lot of employers have equal opportunities policies in place and make it clear on job applications that they welcome applications from suitably qualified people with disabilities. However, you should be aware of your rights and the obligations potential employers have towards you under Ireland’s equality legislation. It is up to you to decide whether to disclose your disability to potential employers. This is particularly so if your disability is not obvious (such as a chronic illness like arthritis or a mental illness) but may keep you from performing certain duties. While you may have your reasons for keeping your disability private, your employer cannot accommodate any special needs you may have if they do not know about your condition.
There are a number of support schemes and training opportunities available to people with disabilities who want to enter the work force.
Labour market services for people with disabilities include helping them find paid employment or preparing them for work through training or employment programmes. Employment supports are provided by the Department of Social Protection's EmployAbility Service (previously FÁS employment services).
FÁS provides vocational training for the unemployed and people who are re-entering the workforce through specific skills training and traineeships. Training for people in employment is offered through apprenticeships and in-company training. FÁS encourages people with disabilities to make use of all these training options.
FÁS also contracts with 20 specialist training providers around the country to deliver training courses to people with disabilities who may need more intensive support than would be available in non-specialist training courses. Some key features of specialist training include adapted equipment, a more individual approach and longer training sessions.
Job Interview Interpreter Grant Scheme
If you are a jobseeker who is deaf, hard of hearing or has a speech impairment you can apply for funding to have a sign language interpreter or other interpreter attend a job interview with you. Funding can also be provided to cover the costs of an interpreter during an induction period when you start work.
Supported Employment Programme
The Supported Employment Programme helps people with disabilities find work and offers them ongoing support, including job coaches throughout their employment. The programme operates through a range of organisations around the country.
If you are getting certain disability payments, for example, Disability Allowance and Blind Pension, you may be allowed to do some work that is rehabilitative or therapeutic without losing your disability payment – see ‘Employment schemes’ below. To work and retain your disability payment, you must first get written approval from the Department of Social Protection.
Since 13 February 2012 if you are getting Illness Benefit or Invalidity Pension and you wish to return to work you may qualify for Partial Capacity Benefit.
Employment schemes
Other employment supports
People with disabilities who want to start their own business or find work may be eligible for one of the following back-to-work supports:
Ahead (Association for Higher Education Access and Disability) has information for employers including a description of a reasonable accommodation on its website.
The Health and Safety Authority have produced a guide to inclusive health and safety practices for employees with disabilities (pdf).
'Just Ask - a Handbook for Employers and Employees' (pdf) a booklet that describes supports that can be provided for employees with mental health difficulties is available on the website of Eastern Vocational Enterprises (E.V.E.).
The Equality Authority provides information about equality in work and discrimination issues.
If you think you have been discriminated against because of your disability in work, vocational training or access to employment, you can make a complaint to the Equality Tribunal.
Contact your local FÁS office.