Disability Awareness Month — 20 November to 20 December 2025

Disability Awareness Month (20 November to 20 December) is an annual opportunity to reflect on disability inclusion, challenge stigma, improving accessibility, and ensuring compliance with employment and equalities law. This month encourages employers and employees to understand more about the barriers disabled people face — both visible and invisible — and how workplaces can remove these barriers.

What Counts as a Disability Under UK Law?

Under the Equality Act 2010, a person is considered disabled if they have:

A physical or mental impairment with a substantial and long-term adverse effect on normal day-to-day activities.

This includes (but is not limited to):

  • Mobility impairments

  • Chronic illnesses (e.g., arthritis, diabetes, chronic pain)

  • Sensory impairments (sight, hearing)

  • Mental health conditions (e.g., anxiety, depression)

  • Neurodivergence (e.g., autism, ADHD, dyslexia)

  • Progressive conditions (e.g., Parkinson’s, MS)

Certain conditions are automatically classed as disabilities from diagnosis, such as:

  • Cancer

  • HIV

  • Multiple Sclerosis (MS)

Many disabilities are hidden, and many employees may be protected by law without realising they meet the definition.

More information:

Your Rights at Work Under the Equality Act 2010

The Equality Act protects disabled people from discrimination in all stages of employment, including:

✔ Recruitment

  • Job adverts, application forms, assessments, interviews

✔ Employment

  • Pay, contract terms, training, progression, day-to-day treatment

✔ Redundancy & Dismissal

  • Disabled employees cannot be dismissed or selected for redundancy for reasons relating to their disability unless justified and lawful.

✔ Protection from Discrimination

This includes:

    • Direct discrimination

    • Indirect discrimination

    • Harassment

    • Victimisation

    • Discrimination arising from disability

    • Failure to make reasonable adjustments

Reasonable Adjustments: A Legal Duty for Employers

Employers must make “reasonable adjustments” to remove barriers for disabled workers.

Examples include:

  • Adjusting working hours

  • Remote or hybrid working options

  • Quiet or low-stimulus spaces

  • Changes to break times

  • Assistive technology or ergonomic equipment

  • Accessible desks, ramps, or adapted entrances

  • Alternative formats (e.g., large print, dyslexia-friendly documents)

  • Adjusted interview or assessment processes

These adjustments help ensure disabled employees can perform their roles effectively and fairly.

What Counts as Disability Discrimination?

You may be experiencing discrimination if you are treated unfairly because of:

  • Your disability

  • Something connected to your disability (e.g., absence patterns)

  • Being perceived to be disabled

  • Being associated with a disabled person

Or if your employer fails to make reasonable adjustments when they knew (or should have known) about your disability.

What to Do If You Need Support or Think You’re Being Discriminated Against

  • Seek further support and advice from your CWU branch (or your own trade union).

  • Talk to your manager or HR
    Explain your condition and what adjustments may help.

  • Request reasonable adjustments in writing
    This creates a clear record.

  • Ask your GP or specialist for supporting documents
    This can help your employer understand your needs.

  • Contact ACAS for free advice
    They can help resolve disputes early.

Where to Find More Information & Support

CONTACT THE BRANCH – Advice and Guidance

https://gwestern.co.uk/contact/

ACAS – Disability Discrimination Guidance

https://www.acas.org.uk/disability-discrimination

Citizens Advice – Disability Rights at Work

https://www.citizensadvice.org.uk/law-and-courts/discrimination/discrimination-because-of-disability/

Equality and Human Rights Commission (EHRC)

https://www.equalityhumanrights.com

GOV.UK – Rights of Disabled People

https://www.gov.uk/rights-disabled-person

Useful Disability Support Organisations (UK)

How We Can All Support Disability Awareness Month

  • Educate yourself about different disabilities

  • Be mindful of hidden disabilities

  • Avoid assumptions or stereotypes

  • Use inclusive language

  • Support colleagues needing adjustments

  • Encourage accessible workplace policies

  • Speak up if you witness discrimination

 

An inclusive, accessible workplace benefits everyone — not only disabled people.

Conclusion

Disability Awareness Month is an important reminder that accessibility and equality are essential commitments, not optional extras. UK workers are protected by robust legal rights under the Equality Act 2010, and employers must actively support disabled employees through fair treatment and reasonable adjustments.

Whether your disability is visible, hidden, lifelong or fluctuating, you deserve a workplace that treats you with dignity, respect and understanding.