RNID: For deaf and hard of hearing people.

Under the Disability Discrimination Act (DDA), it is unlawful for an employer to discriminate against a disabled person by treating them less favourably than anyone else for a reason connected to their disability (unless this can be justified), or by failing to make reasonable adjustments.

The employment part of the DDA covers:

  • recruiting and retaining staff 
  • access to training
  • dismissal or redundancy
  • harassment and reasonable adjustments
  • work pension schemes and insurance benefits for employees.

There is more information in our factsheet, Discrimination and employment - your rights under the DDA.

Not all deaf and hard of hearing employees will need permanent adjustments to keep working. But if an individual does need help you need to make sure you reasonably do all that you can to support them.

Health and safety at work

Employers should:

  • make sure they manage work risks for everyone
  • take account of disability, avoiding assumptions
  • involve disabled workers in doing risk assessments and making ‘reasonable adjustments’
  • consult others with appropriate expertise where necessary
  • review the situation if necessary, working with the disabled person and/or their representative.

A risk assessment should be specific for the individual carrying out a particular task.

Employers might need to make changes so all their employees safe. For example, a fire alarm that is only audible puts your employees, visitors or customers at risk, if they have a hearing loss. A flashing fire alarm can help to resolve this.

You can read more information about legal requirements and standards at the Health and Safety Executive website (external link, opens new browser window).