Disability at work in Norway

Overview

In Ireland, disability in the workplace is carefully regulated to protect employees' rights and support equal participation in employment. The relevant laws provide detailed definitions of disability and outline both employer responsibilities and benefits for persons with disabilities.

This guide provides an overview of legal requirements, employee entitlements, and workplace accommodation standards in Ireland.

Legal definitions and protections

The Disability Act 2005 and the Employment Equality Acts 1998–2015 form the legal foundation for disability rights at work in Ireland.

• Disability is defined as a substantial restriction in a person’s ability to work or participate in social life due to a lasting physical, sensory, mental health, or intellectual impairment.
• The law also covers chronic illness, mental health conditions, learning disabilities, and significant bodily impairments.

The Acts prohibit discrimination on nine grounds, including disability, in all aspects of employment: recruitment, pay, access to employment, promotion, conditions, training, and dismissal.

Employer obligations

Employers must provide equal opportunities and reasonable accommodations for employees with disabilities.

• No legal quota exists for employing people with disabilities in private companies.
• Public service bodies must achieve a minimum target, aiming to increase from 3 percent to 6 percent of staff with disabilities by 2024.
• Employers cannot lawfully discriminate against candidates or employees due to disability status.

The law requires all employers to make reasonable accommodations unless doing so would impose a disproportionate burden on the business.

Reasonable accommodation requirements

Employers must take practical steps to help employees with disabilities carry out their duties on an equal footing with others.

• Modifying work premises or equipment, such as installing ramps or providing special computer software
• Offering flexible hours or work-from-home arrangements
• Adjusting job tasks or attendance to fit individual needs
• Providing necessary training or support

Employers are not required to provide aids or devices an employee would normally provide for themselves, such as personal hearing aids. Claims of disproportionate burden must be carefully justified, taking into account workplace resources and the availability of public funding or grants.

Employee rights and benefits

Employees with disabilities in Ireland are entitled to a range of statutory supports and welfare benefits that facilitate inclusion and independence at work.

• Disability Allowance: Weekly payment for people aged 16 or older who meet the criteria
• Additional social welfare benefits may be available alongside the Disability Allowance
• Living Alone Allowance for those residing independently
• Free travel passes for public transport, with special companion entitlements in some cases
• Domiciliary Care Allowance for parents caring for children with severe disabilities
• The Personal Reader Grant for blind or visually impaired employees needing reading assistance at work
• Access to The Ability Programme, focusing on employability and training for young people with disabilities

Supports and incentives for employers

The Irish government offers several schemes to help employers recruit and retain staff with disabilities and to offset the costs of accommodating workplace needs.

• Wage Subsidy Scheme: Employers may receive a subsidy per hour worked by eligible employees with disabilities
• Reasonable Accommodation Fund: Grants for adapting workplaces or equipment, providing interpreters for interviews, or supporting employee retention
• Disability Awareness Support Scheme: Grants for staff training in disability awareness
• EmployAbility Service: A confidential job-matching and placement service for employers and job seekers with disabilities
• JobsPlus: Financial incentives for employers hiring individuals who have been registered as job seekers

Remote work and flexible arrangements

Remote work options have expanded opportunities for people with disabilities, as recognized in national strategies.

• Remote and flexible working can help address barriers such as commuting and inaccessible office environments
• The National Remote Working Strategy encourages wider access to remote work, aiming to increase workforce inclusion for people with disabilities
• Employers must ensure that reasonable accommodations extend to remote work settings

Arrangements may include working from home, flexible scheduling, or hybrid work models to fit individual needs.

Public sector employment targets

Public service bodies have specific obligations to promote and support the employment of people with disabilities.

• Targets for employment of persons with disabilities are currently set at 3 percent, rising to 6 percent by 2024
• Annual reporting on progress towards these targets is required

Resources and guidance

Employers and employees seeking further information on disability in the workplace should consult:

• Department of Social Protection
• National Disability Authority
• Public sector policies and codes of practice

Consultation with affected employees is essential to ensure appropriate measures are in place.

FAQs

What legal protections exist for employees with disabilities in Ireland?

Irish law prohibits discrimination against people with disabilities in all areas of employment, including hiring, pay, conditions, training, and dismissal. Employers are required to provide reasonable accommodations so that employees with disabilities can work on equal terms, unless doing so would cause a disproportionate burden on the business.

Does Ireland require private employers to hire a minimum percentage of persons with disabilities?

There is no quota for private sector employers. However, public sector bodies must reach specific targets for employment of people with disabilities, which are set to increase to 6 percent of employees by the year 2024. Reporting on progress is mandatory for public employers.

What types of workplace accommodations are required for employees with disabilities?

Employers must make practical adjustments to enable employees with disabilities to fully participate at work. Examples include providing accessible equipment, adapting physical spaces, flexible working hours, training support, and remote work options when possible. The law expects consultation to determine individual needs.

What financial supports are available to employers that hire people with disabilities?

Employers may receive wage subsidies, grants for workplace adaptations, funding for interpreters or readers, and support for disability awareness training. These government schemes help offset extra costs involved in hiring or accommodating employees with disabilities, depending on eligibility.

How are disputes about workplace disability accommodation resolved?

If an employee feels they have been discriminated against or denied reasonable accommodation, they can file a complaint with the Workplace Relations Commission. Formal investigations and mediation aim to resolve issues in line with Irish and EU equality laws.