The primary piece of legislation relevant to what we do is the Equality Act 2010. The Equality Act prohibits discrimination within the workplace on one of nine protected characteristics, including disability. Cancer (and many other characteristics) falls within the legal definition of disability.
Equality law also includes the obligation to change the way in which employment is structured to support disabled employees. This is the legal foundation of an employer’s duty to make reasonable adjustments for the ease and wellbeing of their employees, and forms the basis of much of our legal work here at ProAbility.
On top of this, there is much more legislation relevant to the work that we do. The Data Protection Act, for example, sets out the way in which sensitive medical information should be treated by employers, and it’s important that employers understand how they should treat this information.
The Access to the Medical Reports Act 1988 and Access to Health Records Act 1990 also feature guidelines on how to go about establishing the correct approach when in this situation. We also regularly draw upon general principles governing the management of ill health and handling of ill health dismissals within the Employment Rights Act 1996. In our workshops and consultancy service, we’ll help you navigate the implications of these documents and do all that we can to make them clear, accessible and relevant to you.