All disabled people have the right to work on an equal basis with others. The UN Convention on the Rights of Persons with Disabilities (CRPD) Article 27 affirms the right to work, including the right to reasonable accommodation in the workplace.
This page centers disabled people's expertise navigating employment rights in different countries.
Jump to your country or region:
Under international human rights frameworks, disabled workers have the right to:
Non-discrimination: Can't be refused a job, fired, demoted, or treated differently because of disability.
Reasonable accommodation: Employers must provide adjustments that allow you to do your job, unless it causes undue hardship.
Equal pay and benefits: Same pay for same work; same access to benefits.
Privacy: Your medical information should be confidential.
Freedom from harassment: Protection from disability-related harassment.
Accommodations are changes to the job, workplace, or work practices that remove barriers. Examples:
Accommodation is interactive—you and your employer work together to find solutions.
Americans with Disabilities Act (ADA) Title I: Covers employers with 15+ employees. Prohibits discrimination and requires reasonable accommodation.
Section 504 of the Rehabilitation Act: Covers federal government and employers receiving federal funds. No minimum size.
State laws: Many states have stronger protections (lower employer thresholds, broader definitions).
Hiring: Employers can't ask about disability before making a job offer. They can ask if you can do essential job functions.
On the job: You're entitled to reasonable accommodation unless it causes "undue hardship." Employers must engage in an "interactive process" to find accommodations.
Termination: Can't be fired because of disability. If fired for performance, the question is whether accommodation would have addressed the issue.
Disclosure is your choice:
Disability:IN works with businesses on disability inclusion.
National Organization on Disability focuses on employment.
EARN (Employer Assistance and Resource Network) provides employer resources.
Job Accommodation Network (JAN) provides free consultation on accommodations.
Canadian Human Rights Act: Covers federally regulated employers. Prohibits discrimination based on disability.
Provincial Human Rights Codes: Each province has its own code covering most employers.
Employment Equity Act: Requires federally regulated employers to take positive measures for designated groups including disabled people.
Similar to the US:
Canadian courts have established strong duty to accommodate:
File with the relevant human rights commission:
Equality Act 2010: Prohibits discrimination based on disability. Covers all employers (no size threshold).
Reasonable adjustments: Employers must make reasonable adjustments where disabled person would otherwise be at substantial disadvantage.
Non-discrimination: Protection throughout employment—recruitment, terms, dismissal.
Discrimination arising from disability: Employer can't treat you unfavorably because of something arising from your disability (unless justified).
Harassment and victimization: Protected from harassment and from retaliation for asserting rights.
The Equality Act covers:
Government program providing:
Apply through gov.uk or call Access to Work.
Disability Rights UK provides employment information and advocacy.
Evenbreak is a job board and employment service run by disabled people.
Business Disability Forum works with employers.
EU Employment Equality Directive (2000/78/EC) prohibits discrimination in employment based on disability and requires reasonable accommodation.
Individual countries implement this in their national laws.
Germany:
France:
Netherlands:
Spain:
Each country has its own enforcement mechanisms—typically labor courts, equality bodies, or ombudsman offices.
European Disability Forum advocates at EU level.
National disability organizations in each country work on employment.
Disability Discrimination Act 1992 (DDA): Prohibits discrimination in employment based on disability.
Fair Work Act 2009: General employment protections.
State/Territory anti-discrimination laws: Provide additional protections.
Employers must make adjustments unless they cause "unjustifiable hardship." Factors considered:
Government-funded service providing:
Contact: jobaccess.gov.au or 1800 464 800
Government-funded employment support:
People with Disability Australia (PWDA) advocates on employment issues.
Australian Federation of Disability Organisations (AFDO) works on policy.
Disabled People's Organisations in each state.
If your country has ratified the CRPD, you have international human rights protection for:
National implementation varies significantly.
In many countries:
Face compounded barriers:
Experience:
May face:
Face:
You have a legal right to reasonable accommodation. Document your request in writing. Focus on what you need to do the job, not your diagnosis. Many accommodations are low or no cost. Know your rights before you ask.
Ask for written explanation. Propose alternatives. If no resolution, file a complaint with relevant agency (EEOC in US, human rights commission elsewhere). Consult with an employment attorney. Document everything.
Document all incidents. Report through internal channels. File complaint with relevant agency if internal resolution fails. Know that retaliation for reporting is also illegal.
Usually not required or advisable at application stage. Wait until after job offer to request accommodations in most cases. Consider what works best for your situation.
This may be illegal discrimination. Document the timeline. File complaint with relevant agency promptly (deadlines are strict). Consult an employment attorney.
Have you navigated employment rights as a disabled worker? Fought for accommodations? Have knowledge of your country's laws?
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We especially welcome:
This page centers disabled workers' expertise. Employment rights exist because disabled people organized and fought for them.
Last updated: November 2025