Holly Cairns
Question:866. Deputy Holly Cairns asked the Minister for Agriculture, Food and the Marine his Departmental protocols for meeting reasonable accommodation requests from employees with a declared disability. [23142/22]
View answerTuesday, 10 May 2022
Questions (866)
Written answers
In accordance with Section 47 of the Disability Act 2005, all public service bodies are obliged "in so far as practicable" to take all reasonable measures to promote and support the employment of persons with disabilities.
The Employment Equality Acts 1998 to 2015 provide guidance on the responsibilities of employers:
(a) Employers are required to take appropriate measures where needed in a particular case, to enable a person with a disability:
- to have access to employment,
- to participate or advance in employment,
-to undergo training,
unless the measures would impose a disproportionate burden on the employer.
My Department has a Disability Liaison Officer who fosters awareness of equality and disability issues among staff and provides support, advice and guidance to staff and managers in ensuring staff with a disability have equal opportunities throughout their career in my Department. The Disability Liaison Officer also facilitates reasonable accommodations as appropriate for employees with disabilities.
As provided for in the Code of Practice for the Employment of People with a Disability in the Irish Civil Service (the Code), requests for reasonable accommodations are applied for on a workplace accommodations form (Appendix D of the Code). Part two of these forms should be completed by a medical specialist.
In consultation with local management, where appropriate, all requests are considered in the context of supporting the person concerned, but also in the context of what is reasonable and, in accordance with the legislation, will not place a disproportionate burden on my Department.
Examples of reasonable accommodations regularly provided by my Department include specialised chairs and other office furniture, assistive technology required by visually impaired, deaf or dyslexic employees and local arrangements agreed with line managers of staff with disabilities such as reduced working hours.