Holly Cairns (Cork South West, Social Democrats)
Link to this: Individually | In context | Oireachtas source

166. To ask the Minister for Enterprise, Trade and Employment the way that his Department and public bodies and agencies that operate under his remit meet their obligations for reasonable accommodation under the Employment Equality Acts 1998-2015. [24304/22]

Leo Varadkar (Dublin West, Fine Gael)
Link to this: Individually | In context | Oireachtas source

Under the Employment Equality Acts 1998-2015 employers are obliged to provide reasonable accommodations to both employment candidates and employees with disabilities, unless these measures would impose a disproportionate burden on them. The factors to be taken into account in assessing whether a reasonable accommodation request would impose a disproportionate burden on the employer include, in particular:

- The financial and other costs entailed in providing the accommodation

- The resources available to the employer’s business

- The possibility of obtaining public funding or other assistance

My Department as a public service employer has a legal obligation under the Disability Act 2005 to, insofar as practicable, take all reasonable measures to promote and support the employment of people with disabilities.

The Department has in place a dedicated Disability Liaison Officer who acts as a proactive contact for staff with disabilities, to assist and support them, and to assist in the implementation of best Human Resource practices in line with equality legislation.

The Department is committed to providing reasonable accommodation to staff with disabilities who require this in order to work in this Department. We are also committed to addressing the health and safety needs of all employees, including employees with disabilities.

For this purpose, staff may be asked to indicate if they have any needs for reasonable accommodation related to a disability. Staff may also be asked to indicate if they require any particular health and safety supports relating to a disability, for example assistance or arrangements in relation to evacuating a building.

The Department has a needs assessment procedure to help identify workplace accommodations required by staff with a disability. There is a work assessment team which consists of Disability Liaison Officer, Health and Safety Officer, Access Officer, ICT unit for assistive technology/IT equipment. This team are available to provide support to any staff member with a disability in areas such as: access throughout the building, workstation, access to toilet and canteen facilities, evacuation procedures.

The day to day operational matters of the Agencies are a matter for their Board and CEO's and beyond the Minister's direct remit.