Mental health disability discrimination

Abstract

This article analyses data collected on mental health discrimination (MHD) litigation in Britain between 2005 and 2012. The data on MHD litigation are presented by an examination of the following: population of cases reaching the Employment Appeal Tribunal and the additional (to MHD) claims brought in the cases, findings relating to the characteristics of the claimant and respondent and the workplace and organizational context from which the legal action arises, the forms of the MHD being claimed and key legal issues arising from the analysis of case law. Results suggest that a substantial gap between law, policy and practice remains and that organizations are not being proactive enough in preventing and tackling the issue of MHD arising in the workplace.

The legal implications of dementia in the workplace: establishing a cross-disciplinary research agenda

“…2016). Generally, when an employee brings a claim against their employer, alleging a failure to make reasonable adjustments, it is claimed that the condition does not come within the definition of disability (Lockwood, Henderson and Thornicroft 2014). This approach necessitates detailed consideration of the claimant's impairment and its effects, which can be an invasive and upsetting process (Lawson 2011).…”

“…However, case-law relating to disability discrimination in the context of mental illness provides some indication of the issues which arise when bringing a claim before the Employment Tribunal. For example, difficulties often arise in establishing that an individual with a mental illness comes within the definition of disabled and that their condition is an ‘impairment’ that has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities (Bell 2015; James 2004; Lockwood, Henderson and Thornicroft 2014). In relation to dementia, as it is a progressive condition that is difficult to measure and diagnose (Doron 2014) – possibly due to individuals being hesitant in seeking support, health professionals being reluctant to make a diagnosis, and symptoms in the under 65s being attributed to other causes such as depression or work-induced stress (Karnieli-Miller et al .…”

“…2016) – it may present particular challenges in meeting these tests. Nevertheless, in J v DLA Piper ([2010] I.C.R 1052), where the Employment Tribunal had to determine whether the claimant suffered from depression and was disabled within the meaning of the Act, it was found that it is the effects of the condition that should be assessed, rather than making the decision ‘on the basis of an exclusively medical diagnosis' (Lockwood, Henderson and Thornicroft 2014: 174). This means that having a medical diagnosis should not act as a barrier to coming within the protection of the legislation.…”

Justice obtained? How disabled claimants fare at Employment Tribunals

“…Previous research on discrimination at Employment Tribunals focused on all types of discrimination combined , rarely distinguishing disability separately (Harding et al, ). Where disability discrimination cases have been studied, this has been at the Employment Appeal Tribunal stage (see Konur, and Lockwood et al, –14, ). This article, therefore, breaks new ground as it focuses solely on disability discrimination cases at first instance, Employment Tribunals.…”

Hak Asasi Manusia Bagi Penyandang Disabilitas Dalam Mendapat Pekerjaan Yang Layak Tanpa Adanya Diskriminasi

“…(Szmukler, et al, asasi manusia yang sama, juga mengakui 11 persyaratan tambahan yang dimiliki 2014 hlm 245) beberapa orang untuk mengakses hak asasi Salah satu yang merupakan t e r s e b u t . K o n s e p h u k u m t e n t a n g perwujudan dari perhatian pemerintah diskriminasi kecacatan diperkenalkan pada yaitu adanya Konvensi Internasional Hakt a h u n 1 9 9 5 k e t i k a D i s a b i l i t y hak Penyandang Disabilitas ( Lockwood, et al, 2014 Undang-Undang yang terkait dengan hak 12 hlm 169-170) dan kewajiban Penyandang Disabilitas, K e a d a a n i n i m e n c e r m i n k a n Pemerintah dan Pemerintah Daerah serta kondisi kehidupan pada umumnya dan Pemberi Kerja (Perusahaan) sudah diatur kebijaksanaan sosial ekonomi dari masa ke secara jelas.Aturan-aturan tersebut adalah masa, akan tetapi dalam bidang kecacatan sebagai berikut: terdapat pula keadaan-keadaan khusus…”