ABSTRACT
Britain diverged from the general European model with the Disability Discrimination Act 1995, which defines disability, covers direct discrimination and victimization, but not indirect discrimination, and places a duty on employers to make positive adjustments to the workplace to accommodate disabled people11
(Doyle, 1995; Stacey and Short, 2000). The DRC exercises responsibility for the legislation. Even so, almost all British workplaces, including those in the HI, do not employ disabled workers (Tables A.11 and A.12). In 2000/1 employment tribunals awarded £1.5 million compensation to successful claimants, with a maximum figure of £215,000 and a median of £6,019 in the small proportion of cases that proceeded to tribunal.
