Examples of specific situations

Employment services

An employment service provider must not unlawfully discriminate against people who are using or want to use its services.

In addition, an employment service provider has a duty to make reasonable adjustments, except when providing a vocational service.

For employment service providers, unlike for employers, the duty is ‘anticipatory’. If you are an employment service provider, this means you cannot wait until a disabled person wants to use your services, but must think in advance (and on an ongoing basis) about what disabled people with a range of impairments might reasonably need, such as people who have a visual impairment, a hearing impairment, a mobility impairment, or a learning disability. For example: an employment agency makes sure its website is accessible to disabled people and that it can provide information about job opportunities in a range of alternative formats. It also makes sure its staff are trained to assist disabled people who approach it to find out about job opportunities. 

Occupational pensions

Occupational pension schemes must not unlawfully discriminate against people. 

In addition, an occupational pension scheme must make reasonable adjustments to any provision, criterion or practice in relation to the scheme which puts a disabled person at a substantial disadvantage in comparison with people who are not disabled.