Disability at work in Ireland

Definition of disability under Irish law

Irish law defines disability in the context of employment and broader social participation. The Disability Act 2005 describes disability as a substantial restriction in the capacity to engage in work or social life due to a lasting physical, mental health, sensory, or intellectual impairment.

The Employment Equality Act 1998–2015 further specifies disability as including:

• Total or partial absence of bodily or mental functions
• Chronic illnesses or diseases
• Malfunction, malformation, or disfigurement of any body part
• Conditions that affect learning processes
• Conditions affecting thought processes, emotional judgment, perceptions, or behavior

Legal protections and employer obligations

The Employment Equality Acts prohibit discrimination on nine grounds, including disability. Employers must treat employees equally at all stages of employment.

• No discrimination in recruitment or job advertisements
• Equal pay for work of equal value
• Fair access to promotion and training opportunities
• Non-discriminatory terms of employment
• No unjust dismissal based on disability

Public service employers have additional obligations under the Disability Act to meet specific targets for employing people with disabilities, currently set at a minimum of 3%, with a planned increase to 6%.

Reasonable accommodation in the workplace

Employers in Ireland are required to make reasonable accommodations to support employees with disabilities. This means taking practical steps to ensure equal opportunities at work wherever possible.

• Adapting the workplace or equipment, such as providing ramps or specialized computers
• Offering flexible working hours or remote work options
• Adjusting job duties or attendance patterns as needed
• Providing training or support, such as sign language interpreters

Employers are not required to offer accommodations that would impose a disproportionate burden, considering factors like cost and business size. They must also consider available public grants or funding before claiming undue hardship.

Disability-related benefits for employees

Several national benefits and allowances are available for employees with disabilities in Ireland.

Disability allowance

• Weekly payment for people aged 16 and older with a qualifying disability
• May include extra social welfare benefits or supplementary payments
• Living Alone Allowance available to eligible individuals living independently

Free travel

• Eligible people can access free State public transport
• Companion cards allow a partner or helper to travel
• Additional eligibility rules apply to persons under 66 who are carers

Domiciliary care allowance

• Monthly payment for parents caring for a child with a severe disability
• Full-time carers can receive a standard weekly payment
• Part-time working/caring allows for a half-rate payment

Personal Reader Grant

• Blind or visually impaired workers can access grants to pay a personal reader
• The grant covers up to 640 hours per year at minimum wage rates

The Ability Programme

• Targets people with disabilities aged 15 to 29
• Supports education, training, and employment pathways through co-financed projects

Supports and incentives for employers

Irish employers may access several supports and financial incentives for hiring and retaining employees with disabilities.

Wage subsidy scheme

• Employers may receive €6.30 per hour for each qualifying hour worked
• Employment must be at least 15 hours per week

Reasonable Accommodation Fund

• Workplace Equipment Adaptation Grant for making the workplace more accessible
• Job Interview Interpreter Grant for interpreters at job interviews
• Employee Retention Grant to assess capacity of employees who become ill or impaired
• Disability Awareness Support Scheme for staff disability awareness training

Employability service and JobsPlus

• Free job placement and recruitment support for people with disabilities
• JobsPlus incentive rewards employers who hire long-term job seekers, including persons with disabilities, with regular payments over a two-year period (€7,500 or €10,000 depending on eligibility)

Remote work and flexible arrangements

Remote work can benefit employees with disabilities by reducing commuting barriers and allowing more flexible schedules. Employers are encouraged to consider remote or hybrid work as a reasonable accommodation, where practical.

• Remote work may be considered as a form of reasonable accommodation
• Employers should avoid isolating employees by only offering remote work unless chosen by the employee
• Support for remote work should include accessible technology and local transport options where relevant