Last reviewed: September 2026 by the KOS Ergonomics team
Reasonable accommodation is now one of the biggest compliance risks for Irish employers. Disability is the most-cited ground in discrimination complaints to the Workplace Relations Commission, and the number of cases is rising fast. This guide explains what the law requires, what the Supreme Court said in Nano Nagle School v Daly, how "disproportionate burden" works, what accommodations look like in practice, and a step-by-step process that will stand up to scrutiny.
Under Section 16 of the Employment Equality Acts 1998 to 2015, Irish employers must take appropriate measures to enable a person with a disability to access, take part in and progress in employment, unless those measures would impose a disproportionate burden. Measures can include adapting premises, equipment, working hours and the distribution of tasks. Since Nano Nagle School v Daly (2019), employers must be able to show they genuinely considered redistributing both minor tasks and core duties before refusing.
Why Reasonable Accommodation Matters Now
The Workplace Relations Commission's 2025 Annual Report shows a sharp rise in disability-related claims. (WRC Annual Reports)
- 31%of grounds cited in Employment Equality complaints in 2025 related to disability, the highest of any ground
- +52%increase in disability complaints under the Employment Equality Acts compared with 2024
- +30%increase in all complaints referred under the Employment Equality Acts in 2025
Many of these claims involve an alleged failure to provide reasonable accommodation. Where discrimination is found, the WRC can award compensation of up to two years' pay. For most employers, the cost of getting the process right is a fraction of the cost of defending a claim.
What the Law Says
The duty comes from Section 16 of the Employment Equality Acts 1998 to 2015. In summary, an employer must take appropriate measures, where needed in a particular case, to enable a person with a disability to:
- have access to employment
- take part in and advance in employment
- undergo training
…unless the measures would impose a disproportionate burden on the employer.
"Appropriate measures" means effective and practical steps to adapt the workplace to the disability, including:
- Adapting premises and equipment
- Changing patterns of working time
- Redistributing tasks
- Providing training or integration resources
The duty applies to all employers, in the private, public, community and voluntary sectors, and covers job applicants as well as existing employees. A person is treated as fully competent to do a job if they could do it with reasonable accommodation in place.
Who Counts as Having a Disability?
The definition in the Employment Equality Acts is much wider than many employers expect. It includes:
- Physical, intellectual, learning, cognitive and emotional disabilities
- Chronic diseases and illnesses
- Conditions that affect a person's thought processes, perception of reality, emotions or judgement
- Disabilities that exist now, existed in the past, may exist in the future, or are imputed to a person
In practice, this can cover musculoskeletal conditions, chronic back pain, arthritis, diabetes, cancer, long COVID, depression, anxiety, ADHD, autism, dyslexia, visual and hearing impairments, and many more. The safest approach is to treat any health condition that affects how someone does their job as potentially within scope.
When does the duty kick in? The duty is generally triggered once the employer is aware, or ought reasonably to be aware, of the disability. An employee doesn't have to use the words "reasonable accommodation". Repeated sick leave, a return after serious illness, or an employee raising difficulties at their workstation can all be enough.
Nano Nagle School v Daly: What Changed
The 2019 Supreme Court decision in Nano Nagle School v Daly is the leading Irish case on reasonable accommodation, and every employer should understand it.
The facts
Marie Daly worked as a Special Needs Assistant from 1998. A car accident in 2010 left her paralysed from the waist down, and when she sought to return to work in 2011, the school refused because she could not carry out all the physical duties of the role. An assessment identified 16 duties, of which she could wholly or partly perform 9.
What the Supreme Court decided
- Core duties can be redistributed. The Court overturned the Court of Appeal and held that reasonable accommodation can involve redistributing any task or duty in a job, not just minor or peripheral tasks, as long as this isn't disproportionate in the context of the employment.
- Employers must genuinely consider it. An employer must consider the impact of redistributing duties before it can refuse to provide reasonable accommodation.
- There are limits. The test is one of reasonableness and proportionality. An employer isn't required to completely redesign a role or create a different job, as that would almost always be a disproportionate burden.
- Consultation is expected. The Court held that a lack of consultation isn't, by itself, discrimination, but that a wise employer would meaningfully consult the employee. In practice, it's very hard to show you've properly considered accommodation without talking to the person involved.
For employers, the lesson is clear: you need evidence that you looked at the whole role, considered every realistic option, and involved the employee before reaching a decision.
What Is a Disproportionate Burden?
An employer doesn't have to provide an accommodation that would be a disproportionate burden. When deciding this, the law requires account to be taken of:
- The financial and other costs of the measure
- The scale and financial resources of the business
- The possibility of getting public funding or other assistance
The third point is often overlooked. Private sector and other eligible employers can get support through the Department of Social Protection's Work and Access programme, including up to €2,500 for a workplace needs assessment and grants for work equipment and workplace adaptations. If funding is available, cost alone is unlikely to justify a refusal. Our guide to Work and Access grants explains what's available and how to apply.
Many accommodations cost little or nothing: changing start times, allowing extra breaks, moving a desk, adjusting existing equipment, or reallocating a small number of tasks.
Reasonable Accommodation Examples
Every case is individual, but these examples show the range of measures employers commonly consider.
| Condition or need | Examples of reasonable accommodation |
|---|---|
| Back, neck or shoulder conditions | Sit-stand desk, specialist ergonomic chair, monitor arms, reduced lifting, task rotation, a phased return after surgery |
| Upper limb conditions (RSI, carpal tunnel, arthritis) | Vertical mouse, split or compact keyboard, voice recognition software, forearm supports, more frequent micro-breaks |
| Visual impairment | Larger or additional screens, screen magnification or reading software, adjusted lighting, glare control, a Personal Reader |
| Hearing impairment | Assistive listening devices, captioning in meetings, Irish Sign Language interpretation, a quieter workspace |
| Mental health conditions | Flexible or predictable hours, a phased return, protected breaks, reduced out-of-hours contact, a quiet workspace, adjusted workload |
| Neurodivergence (ADHD, autism, dyslexia) | Noise-cancelling headphones, a low-distraction workspace, written instructions, assistive software, clear task structure |
| Fatigue-related conditions (long COVID, ME/CFS, MS) | Reduced or flexible hours, home working, rest breaks, redistributing physically demanding duties |
| Mobility impairment | Accessible workstation and premises, parking near the entrance, height-adjustable desk, redistribution of duties requiring mobility |
These are examples only. The right accommodation depends on the individual, their role and specialist advice.
A Compliant Reasonable Accommodation Process, Step by Step
- Recognise the trigger. Act as soon as you're aware, or should be aware, that an employee's health may be affecting their work.
- Meet the employee. Discuss what they're finding difficult and what they think would help. Keep a record.
- Get the right medical advice. Seek an occupational health opinion on the employee's capacity and restrictions. A report from their GP or consultant needs their consent under the Medical Reports Act 1988.
- Assess the job and the workplace. A specialist workplace needs assessment looks at the whole role, the workstation and the tasks, and recommends specific, practical adjustments.
- List every realistic option. Include equipment, working time, location, and the redistribution of tasks and core duties, as Nano Nagle requires.
- Check for funding. See whether Work and Access or other supports can cover part of the cost.
- Consult on the options. Share the options with the employee and consider their views before deciding.
- Decide, and explain the reasons. Put the decision in writing. If an option is refused, set out clearly why it would be a disproportionate burden.
- Implement and review. Put the measures in place, check they're working, and review them if the employee's condition or role changes.
What to Document
If a claim reaches the WRC, your records are your evidence. Keep a clear file that includes:
- When and how you became aware of the employee's condition
- Notes of every meeting with the employee, and what was discussed
- Occupational health and specialist assessment reports
- Every option considered, including any redistribution of duties
- Costs, and any funding applied for or available
- The decision, with written reasons
- What was implemented, and when
- Follow-up reviews and any changes made
Keep medical information separate and secure. Health data is special category data under GDPR. Store it separately from the general personnel file, limit access to those who need it, and only collect what's necessary.
Common Mistakes Employers Make
- Deciding someone "can't do the job" before exploring accommodation
- Only considering minor tasks, and not looking at redistributing core duties
- Making decisions without up-to-date medical or occupational health advice
- Not talking to the employee about options
- Refusing on cost grounds without checking for public funding
- Putting accommodations in place informally, with no written record
- Treating a one-off adjustment as permanent and never reviewing it
- Assuming the duty only applies to visible or permanent disabilities
How Reasonable Accommodation Links to DSE and Health and Safety Duties
Reasonable accommodation sits alongside, not instead of, your health and safety duties. Under the Safety, Health and Welfare at Work Act 2005, you must assess risks and keep those assessments up to date, and under the DSE Regulations in the General Application Regulations 2007, you must analyse screen workstations and reassess them when there's a significant change.
In practice, the two duties overlap constantly. An employee with a musculoskeletal condition needs a DSE assessment that reflects their condition, and the resulting equipment or changes are often the reasonable accommodation itself. A standard DSE checklist designed for the general workforce may not be enough, which is where a detailed medical DSE assessment or a full workplace needs assessment comes in.
How KOS Ergonomics Can Help
KOS Ergonomics has supported Irish employers since 1991. For reasonable accommodation, we provide:
- Workplace needs assessments. Led by occupational therapists, physiotherapists and ergonomists, on-site or virtually, nationwide, looking at the whole role and not just the desk.
- Clear, documented recommendations. Reports that set out each barrier and a practical, evidence-based solution, giving you a defensible record of the options considered.
- Grant-ready reports. Structured to support Work and Access applications.
- Free equipment trials. Try recommended equipment at our Fitting Studio before you commit.
- Public sector support. Clear reasonable accommodation plans where Work and Access funding doesn't apply.
Conclusion
With disability complaints to the WRC rising sharply, reasonable accommodation is no longer an area employers can handle informally. The law is clear: consider every realistic option, including redistributing core duties, take account of available funding, consult the employee, and document your reasons. Get the process right, and you'll protect both your employees and your organisation.
Get Reasonable Accommodation Right, First Time
Talk to our team about workplace needs assessments, documented recommendations and equipment trials. We'll call you back.
-
Workplace Needs & Return to Work Assessments
OT-led assessments with grant-ready reports and a free equipment trial.
Request a Callback -
Detailed Ergonomic Assessments
For medical, chronic pain and pregnancy needs. Personalised evaluations to support health and comfort.
Book Now -
Visit Our Showroom
Try ergonomic chairs, desks and accessories with expert guidance in Dublin or Tipperary.
Book a Visit
Frequently Asked Questions about Reasonable Accommodation in Ireland
What is reasonable accommodation in the workplace in Ireland?
Reasonable accommodation means the appropriate measures an employer must take, under Section 16 of the Employment Equality Acts, to enable a person with a disability to access, take part in and progress in employment. It can include adapting premises and equipment, changing working hours, redistributing tasks and providing training, unless the measures would impose a disproportionate burden.
Does reasonable accommodation apply to temporary or past conditions?
It can. The definition of disability in the Employment Equality Acts is very broad and includes chronic illness and disabilities that exist now, existed in the past, may exist in the future, or are imputed to a person. Employers should treat any health condition that affects how someone does their job as potentially within scope.
What is a disproportionate burden?
An employer doesn't have to provide an accommodation that would be a disproportionate burden. The assessment must take account of the financial and other costs, the scale and financial resources of the business, and the possibility of getting public funding or other assistance, such as Work and Access grants.
Does an employer have to redistribute core duties?
An employer must consider it. In Nano Nagle School v Daly (2019), the Supreme Court held that reasonable accommodation can involve redistributing any task or duty, not just minor tasks, unless it would be disproportionate. However, an employer isn't required to create an entirely different job.
Do employers have to consult the employee about reasonable accommodation?
The Supreme Court held that a failure to consult isn't, by itself, discrimination, but that a wise employer would meaningfully consult the employee. In practice, consulting the employee is the best way to identify workable options and to show you properly considered accommodation.
Does an employee have to formally request reasonable accommodation?
Not necessarily. The duty is generally triggered once the employer is aware, or ought reasonably to be aware, of the disability. An employee doesn't need to use the phrase "reasonable accommodation" for the duty to apply.
Is there funding to help employers with the cost?
Yes, for eligible employers. The Department of Social Protection's Work and Access programme can fund a workplace needs assessment, work equipment and workplace adaptations for employees with a disability or long-term condition. Public sector employers aren't eligible but still have the duty to provide reasonable accommodation.
How long does an employee have to bring a claim to the WRC?
A complaint under the Employment Equality Acts must generally be made to the Workplace Relations Commission within six months of the last act of discrimination. This can be extended to 12 months where there's reasonable cause for the delay.
Does reasonable accommodation apply in the public sector?
Yes. The duty applies to all employers, including public sector bodies. The only difference is that public sector employers can't get Work and Access funding, so they fund accommodations directly.
This guide provides general information for employers in Ireland and isn't legal advice. For advice on a specific case, speak to an employment law or HR professional.
Last reviewed: September 2026 by the KOS Ergonomics team
Reasonable accommodation is now one of the biggest compliance risks for Irish employers. Disability is the most-cited ground in discrimination complaints to the Workplace Relations Commission, and the number of cases is rising fast. This guide explains what the law requires, what the Supreme Court said in Nano Nagle School v Daly, how "disproportionate burden" works, what accommodations look like in practice, and a step-by-step process that will stand up to scrutiny.
Under Section 16 of the Employment Equality Acts 1998 to 2015, Irish employers must take appropriate measures to enable a person with a disability to access, take part in and progress in employment, unless those measures would impose a disproportionate burden. Measures can include adapting premises, equipment, working hours and the distribution of tasks. Since Nano Nagle School v Daly (2019), employers must be able to show they genuinely considered redistributing both minor tasks and core duties before refusing.
Why Reasonable Accommodation Matters Now
The Workplace Relations Commission's 2025 Annual Report shows a sharp rise in disability-related claims. (WRC Annual Reports)
- 31%of grounds cited in Employment Equality complaints in 2025 related to disability, the highest of any ground
- +52%increase in disability complaints under the Employment Equality Acts compared with 2024
- +30%increase in all complaints referred under the Employment Equality Acts in 2025
Many of these claims involve an alleged failure to provide reasonable accommodation. Where discrimination is found, the WRC can award compensation of up to two years' pay. For most employers, the cost of getting the process right is a fraction of the cost of defending a claim.
What the Law Says
The duty comes from Section 16 of the Employment Equality Acts 1998 to 2015. In summary, an employer must take appropriate measures, where needed in a particular case, to enable a person with a disability to:
- have access to employment
- take part in and advance in employment
- undergo training
…unless the measures would impose a disproportionate burden on the employer.
"Appropriate measures" means effective and practical steps to adapt the workplace to the disability, including:
- Adapting premises and equipment
- Changing patterns of working time
- Redistributing tasks
- Providing training or integration resources
The duty applies to all employers, in the private, public, community and voluntary sectors, and covers job applicants as well as existing employees. A person is treated as fully competent to do a job if they could do it with reasonable accommodation in place.
Who Counts as Having a Disability?
The definition in the Employment Equality Acts is much wider than many employers expect. It includes:
- Physical, intellectual, learning, cognitive and emotional disabilities
- Chronic diseases and illnesses
- Conditions that affect a person's thought processes, perception of reality, emotions or judgement
- Disabilities that exist now, existed in the past, may exist in the future, or are imputed to a person
In practice, this can cover musculoskeletal conditions, chronic back pain, arthritis, diabetes, cancer, long COVID, depression, anxiety, ADHD, autism, dyslexia, visual and hearing impairments, and many more. The safest approach is to treat any health condition that affects how someone does their job as potentially within scope.
When does the duty kick in? The duty is generally triggered once the employer is aware, or ought reasonably to be aware, of the disability. An employee doesn't have to use the words "reasonable accommodation". Repeated sick leave, a return after serious illness, or an employee raising difficulties at their workstation can all be enough.
Nano Nagle School v Daly: What Changed
The 2019 Supreme Court decision in Nano Nagle School v Daly is the leading Irish case on reasonable accommodation, and every employer should understand it.
The facts
Marie Daly worked as a Special Needs Assistant from 1998. A car accident in 2010 left her paralysed from the waist down, and when she sought to return to work in 2011, the school refused because she could not carry out all the physical duties of the role. An assessment identified 16 duties, of which she could wholly or partly perform 9.
What the Supreme Court decided
- Core duties can be redistributed. The Court overturned the Court of Appeal and held that reasonable accommodation can involve redistributing any task or duty in a job, not just minor or peripheral tasks, as long as this isn't disproportionate in the context of the employment.
- Employers must genuinely consider it. An employer must consider the impact of redistributing duties before it can refuse to provide reasonable accommodation.
- There are limits. The test is one of reasonableness and proportionality. An employer isn't required to completely redesign a role or create a different job, as that would almost always be a disproportionate burden.
- Consultation is expected. The Court held that a lack of consultation isn't, by itself, discrimination, but that a wise employer would meaningfully consult the employee. In practice, it's very hard to show you've properly considered accommodation without talking to the person involved.
For employers, the lesson is clear: you need evidence that you looked at the whole role, considered every realistic option, and involved the employee before reaching a decision.
What Is a Disproportionate Burden?
An employer doesn't have to provide an accommodation that would be a disproportionate burden. When deciding this, the law requires account to be taken of:
- The financial and other costs of the measure
- The scale and financial resources of the business
- The possibility of getting public funding or other assistance
The third point is often overlooked. Private sector and other eligible employers can get support through the Department of Social Protection's Work and Access programme, including up to €2,500 for a workplace needs assessment and grants for work equipment and workplace adaptations. If funding is available, cost alone is unlikely to justify a refusal. Our guide to Work and Access grants explains what's available and how to apply.
Many accommodations cost little or nothing: changing start times, allowing extra breaks, moving a desk, adjusting existing equipment, or reallocating a small number of tasks.
Reasonable Accommodation Examples
Every case is individual, but these examples show the range of measures employers commonly consider.
| Condition or need | Examples of reasonable accommodation |
|---|---|
| Back, neck or shoulder conditions | Sit-stand desk, specialist ergonomic chair, monitor arms, reduced lifting, task rotation, a phased return after surgery |
| Upper limb conditions (RSI, carpal tunnel, arthritis) | Vertical mouse, split or compact keyboard, voice recognition software, forearm supports, more frequent micro-breaks |
| Visual impairment | Larger or additional screens, screen magnification or reading software, adjusted lighting, glare control, a Personal Reader |
| Hearing impairment | Assistive listening devices, captioning in meetings, Irish Sign Language interpretation, a quieter workspace |
| Mental health conditions | Flexible or predictable hours, a phased return, protected breaks, reduced out-of-hours contact, a quiet workspace, adjusted workload |
| Neurodivergence (ADHD, autism, dyslexia) | Noise-cancelling headphones, a low-distraction workspace, written instructions, assistive software, clear task structure |
| Fatigue-related conditions (long COVID, ME/CFS, MS) | Reduced or flexible hours, home working, rest breaks, redistributing physically demanding duties |
| Mobility impairment | Accessible workstation and premises, parking near the entrance, height-adjustable desk, redistribution of duties requiring mobility |
These are examples only. The right accommodation depends on the individual, their role and specialist advice.
A Compliant Reasonable Accommodation Process, Step by Step
- Recognise the trigger. Act as soon as you're aware, or should be aware, that an employee's health may be affecting their work.
- Meet the employee. Discuss what they're finding difficult and what they think would help. Keep a record.
- Get the right medical advice. Seek an occupational health opinion on the employee's capacity and restrictions. A report from their GP or consultant needs their consent under the Medical Reports Act 1988.
- Assess the job and the workplace. A specialist workplace needs assessment looks at the whole role, the workstation and the tasks, and recommends specific, practical adjustments.
- List every realistic option. Include equipment, working time, location, and the redistribution of tasks and core duties, as Nano Nagle requires.
- Check for funding. See whether Work and Access or other supports can cover part of the cost.
- Consult on the options. Share the options with the employee and consider their views before deciding.
- Decide, and explain the reasons. Put the decision in writing. If an option is refused, set out clearly why it would be a disproportionate burden.
- Implement and review. Put the measures in place, check they're working, and review them if the employee's condition or role changes.
What to Document
If a claim reaches the WRC, your records are your evidence. Keep a clear file that includes:
- When and how you became aware of the employee's condition
- Notes of every meeting with the employee, and what was discussed
- Occupational health and specialist assessment reports
- Every option considered, including any redistribution of duties
- Costs, and any funding applied for or available
- The decision, with written reasons
- What was implemented, and when
- Follow-up reviews and any changes made
Keep medical information separate and secure. Health data is special category data under GDPR. Store it separately from the general personnel file, limit access to those who need it, and only collect what's necessary.
Common Mistakes Employers Make
- Deciding someone "can't do the job" before exploring accommodation
- Only considering minor tasks, and not looking at redistributing core duties
- Making decisions without up-to-date medical or occupational health advice
- Not talking to the employee about options
- Refusing on cost grounds without checking for public funding
- Putting accommodations in place informally, with no written record
- Treating a one-off adjustment as permanent and never reviewing it
- Assuming the duty only applies to visible or permanent disabilities
How Reasonable Accommodation Links to DSE and Health and Safety Duties
Reasonable accommodation sits alongside, not instead of, your health and safety duties. Under the Safety, Health and Welfare at Work Act 2005, you must assess risks and keep those assessments up to date, and under the DSE Regulations in the General Application Regulations 2007, you must analyse screen workstations and reassess them when there's a significant change.
In practice, the two duties overlap constantly. An employee with a musculoskeletal condition needs a DSE assessment that reflects their condition, and the resulting equipment or changes are often the reasonable accommodation itself. A standard DSE checklist designed for the general workforce may not be enough, which is where a detailed medical DSE assessment or a full workplace needs assessment comes in.
How KOS Ergonomics Can Help
KOS Ergonomics has supported Irish employers since 1991. For reasonable accommodation, we provide:
- Workplace needs assessments. Led by occupational therapists, physiotherapists and ergonomists, on-site or virtually, nationwide, looking at the whole role and not just the desk.
- Clear, documented recommendations. Reports that set out each barrier and a practical, evidence-based solution, giving you a defensible record of the options considered.
- Grant-ready reports. Structured to support Work and Access applications.
- Free equipment trials. Try recommended equipment at our Fitting Studio before you commit.
- Public sector support. Clear reasonable accommodation plans where Work and Access funding doesn't apply.
Conclusion
With disability complaints to the WRC rising sharply, reasonable accommodation is no longer an area employers can handle informally. The law is clear: consider every realistic option, including redistributing core duties, take account of available funding, consult the employee, and document your reasons. Get the process right, and you'll protect both your employees and your organisation.
Get Reasonable Accommodation Right, First Time
Talk to our team about workplace needs assessments, documented recommendations and equipment trials. We'll call you back.
-
Workplace Needs & Return to Work Assessments
OT-led assessments with grant-ready reports and a free equipment trial.
Request a Callback -
Detailed Ergonomic Assessments
For medical, chronic pain and pregnancy needs. Personalised evaluations to support health and comfort.
Book Now -
Visit Our Showroom
Try ergonomic chairs, desks and accessories with expert guidance in Dublin or Tipperary.
Book a Visit
Frequently Asked Questions about Reasonable Accommodation in Ireland
What is reasonable accommodation in the workplace in Ireland?
Reasonable accommodation means the appropriate measures an employer must take, under Section 16 of the Employment Equality Acts, to enable a person with a disability to access, take part in and progress in employment. It can include adapting premises and equipment, changing working hours, redistributing tasks and providing training, unless the measures would impose a disproportionate burden.
Does reasonable accommodation apply to temporary or past conditions?
It can. The definition of disability in the Employment Equality Acts is very broad and includes chronic illness and disabilities that exist now, existed in the past, may exist in the future, or are imputed to a person. Employers should treat any health condition that affects how someone does their job as potentially within scope.
What is a disproportionate burden?
An employer doesn't have to provide an accommodation that would be a disproportionate burden. The assessment must take account of the financial and other costs, the scale and financial resources of the business, and the possibility of getting public funding or other assistance, such as Work and Access grants.
Does an employer have to redistribute core duties?
An employer must consider it. In Nano Nagle School v Daly (2019), the Supreme Court held that reasonable accommodation can involve redistributing any task or duty, not just minor tasks, unless it would be disproportionate. However, an employer isn't required to create an entirely different job.
Do employers have to consult the employee about reasonable accommodation?
The Supreme Court held that a failure to consult isn't, by itself, discrimination, but that a wise employer would meaningfully consult the employee. In practice, consulting the employee is the best way to identify workable options and to show you properly considered accommodation.
Does an employee have to formally request reasonable accommodation?
Not necessarily. The duty is generally triggered once the employer is aware, or ought reasonably to be aware, of the disability. An employee doesn't need to use the phrase "reasonable accommodation" for the duty to apply.
Is there funding to help employers with the cost?
Yes, for eligible employers. The Department of Social Protection's Work and Access programme can fund a workplace needs assessment, work equipment and workplace adaptations for employees with a disability or long-term condition. Public sector employers aren't eligible but still have the duty to provide reasonable accommodation.
How long does an employee have to bring a claim to the WRC?
A complaint under the Employment Equality Acts must generally be made to the Workplace Relations Commission within six months of the last act of discrimination. This can be extended to 12 months where there's reasonable cause for the delay.
Does reasonable accommodation apply in the public sector?
Yes. The duty applies to all employers, including public sector bodies. The only difference is that public sector employers can't get Work and Access funding, so they fund accommodations directly.
This guide provides general information for employers in Ireland and isn't legal advice. For advice on a specific case, speak to an employment law or HR professional.
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