Liam Quaide (Cork East, Social Democrats)
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347. To ask the Minister for Enterprise, Trade and Employment the number of complaints under the Employment Equality Acts concerning failure to provide reasonable accommodation in employment in each of the years 2022, 2023, 2024 and 2025 and to date in 2026; the number of such cases that resulted in findings for the complainant; and if he will make a statement on the matter. [29379/26]

Liam Quaide (Cork East, Social Democrats)
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348. To ask the Minister for Enterprise, Trade and Employment whether his Department has collected or sought any data on the implementation by employers of the Reasonable Accommodation Passport framework launched by organisations (details supplied) in June 2022; if so, the findings to date; and if he will make a statement on the matter. [29380/26]

Peter Burke (Longford-Westmeath, Fine Gael)
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The Workplace Relations Commission (WRC) is an independent, statutory body under the aegis of my Department. The WRC’s primary functions include the inspection of employment law compliance, the provision of information on employment law, mediation, adjudication, conciliation, facilitation, and advisory services.

The number of complaint applications made under the Employment Equality Acts 1998–2021, for the period 2022 to date in 2026, in which the complainant specifically cited a failure to provide reasonable accommodation for a disability, together with their outcomes, is set out in the table below. Cases may be withdrawn for a number of reasons, including where a settlement has been reached or due to personal or practical considerations.

*Given the sensitivity and confidentiality attaching to mediation, very small numbers for outcomes to date in 2026 are not separately identified.

Whilst the WRC has the power to adjudicate on complaints under the Employment Equality Acts, policy responsibility for the equality legislation, rests with my colleague the Minister for Children, Disability and Equality. Having regard to the respective legislative responsibilities, the Department of Children, Disability and Equality would be best placed to address the Deputy’s question regarding the availability of data on employers’ implementation of the Reasonable Accommodation Passport framework.

Liam Quaide (Cork East, Social Democrats)
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349. To ask the Minister for Enterprise, Trade and Employment whether his Department has assessed the extent to which employers have written procedures in place for dealing with requests for reasonable accommodation from employees with disabilities; and if he will make a statement on the matter. [29381/26]

Alan Dillon (Mayo, Fine Gael)
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The Employment Equality Acts 1998-2015, and policy on reasonable accommodation for workers with disabilities are matters for the Minister for the Minister for Children, Disability and Employment.

Liam Quaide (Cork East, Social Democrats)
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350. To ask the Minister for Enterprise, Trade and Employment whether his Department has examined the case for requiring all employers to maintain written procedures for disability accommodation requests, to communicate those procedures to staff and to document informal accommodation requests; and if he will make a statement on the matter. [29385/26]

Alan Dillon (Mayo, Fine Gael)
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The Employment Equality Acts 1998-2015, and policy on reasonable accommodation for workers with disabilities are matters for the Minister for the Minister for Children, Disability and Employment.

Liam Quaide (Cork East, Social Democrats)
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351. To ask the Minister for Enterprise, Trade and Employment whether his Department has assessed the extent to which employees who request reasonable accommodation may experience retaliation, victimisation, increased scrutiny or adverse performance management; and if he will make a statement on the matter. [29386/26]

Peter Burke (Longford-Westmeath, Fine Gael)
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My Department is fully committed to complying with its obligations under the Employment Equality Acts 1998–2015 in relation to reasonable accommodation for staff with disabilities and to ensuring that employees who request or avail of reasonable accommodation are treated fairly and are not subject to victimisation, retaliation or less favourable treatment.

In my Department, approximately 8.24% of staff have a disability. Requests for reasonable accommodation are managed by our Disability Liaison Officer, who provides confidential advice and support to staff with disabilities. Over the past year this service has been expanded to include the support of two additional team members, offering an additional channel through which staff can raise concerns or seek guidance. Managers are also invited to use this service to make sure they are properly informed and trained around how to support their own staff.

While my Department has not identified evidence of systemic victimisation or adverse treatment linked to requests for reasonable accommodation, the HR team actively monitors and addresses all employee relations matters through established Civil Service Dignity at Work, Grievance, and Performance Management procedures, as well as through informal support and guidance given to staff and managers.

A range of policies and procedures are in place designed to prevent such behaviour and to identify and address any concerns before they arise, and my Department has put an emphasis on ensuring that staff are trained to understand them.

The Civil Service Dignity at Work Policy, which provides that bullying, harassment, victimisation or penalisation are not tolerated and sets out formal procedures for raising concerns, has recently been updated. Training has been made available and all staff have been advised that this training is mandatory.

Since end February, my Department has also focused on upskilling staff in disability supports. Four training sessions for staff and managers have been hosted on Reasonable Accommodation and Disability Awareness, with 160 staff attending to date.

All of our new entrants receive training on Equality, Diversity and Inclusion and the Public Sector Duty as part of their induction.

We became a JAM-Card friendly organisation in 2024, with over 80% of staff completing JAM-Card training in order to help our workplace to become a more accessible and welcoming place to service users and staff with hidden disabilities.

All of these arrangements are underpinned by my Department’s Equality, Diversity and Inclusion Strategy, which promotes a culture of inclusivity, respect and fairness, and specifically emphasises the importance of removing barriers to participation for staff with disabilities.