Disability Discrimination Act (DDA) 1995

The DDA is the Disability Discrimination Act 1995. It had been introduced in stages in order to eliminate discrimination by reason of disability within today’s society. Parts I, 2 and 3 are all enforceable.

Part 3 of the Act is a very important piece of legislation as it places certain additional duties and responsibilities on businesses and organizations which provide goods, service or facilities to the general public. This part of the Act says that all businesses and organisations regardless of the number of staff they employ must take ‘reasonable steps’ to ensure that discrimination does not take place either because of physical features which create barriers to access, or because of staff attitude and business practices that mean people with disability suffer a lower standard of service than normally offered. The Act applies to all businesses and organizations. Very few are exempt and this is why it is very important for you to know exactly what your responsibilities and obligations are under this powerful legislation.

DDA compliance

Courses available

Overview for managers, management teams and committees.

Briefing sessions for senior management teams, board and committees.

Topic based sessions suitable for customer facing staff, i.e. in team meetings or customer care sessions.

Workshop 1. Disability awareness training

Workshop 2. Disability equality training

Q. What if I don’t comply?

You don’t have any choice the Disability Discrimination Act 1995 is LAW and if you haven’t already addressed this very serious issues, you need to do so now and avoid being the subject matter of headlines like these.

Prison service fined £420,000 under DDA ruling relating to workplace stress.

Plymouth retailer fined £17,500 in benchmark DDA case relating to asthmatic employee.

Pub landlord fined £4,000 for not admitting guide dog and owner.

Restaurant in Bradford fined £2,500 for ugly jibe at facially disfigured customer.

Airport worker wins DDA award £22,500 against employer who failed to adjust working practice.