Legal requirements of employers: 1. Introduction
Employers have a duty to recognise dyslexia under the Equality Act 2010, if it is assessed as being a disability. This means that employers should ensure that disabled people are not treated unfavourably and are offered reasonable adjustments or support.
The law states: ‘A person (P) has a disability if —
(a) P has a physical or mental impairment, and
(b) the impairment has a substantial and long-term adverse effect on P's ability to carry out normal day-to-day activities.’
Not all people with dyslexia have impairments that have substantial or long term adverse effects and would not be seen as being disabled. This is often because they have compensated well and developed good coping strategies or are working in areas where their dyslexia may have little effect. It is important to remember that circumstances can change if demands of a job change or coping strategies break down for any reason.
Did you know?
Assistive technologies help with everyday literacy and organisation tasks from reading or writing to planning or making calculations.