The employer does not need to know that an employee has a disability (or what the disability is). For example, if a large employer is putting on a function with food, they should make sure that there are options for people with diabetes or Chrones disease. Similarly, if putting up a notice board, it should be at an accessible height.
As far as specific employees are concerned, if they inform the personnel department that they have specific needs, in most cases, the adaptations should normally be offered to all employees without any specific reference to the employee.
Tony
-----Original Message-----
From: This list is for those interested in Data Protection issues
[mailto:[log in to unmask]]On Behalf Of Graham Hadfield
Sent: 01 December 2004 13:39
To: [log in to unmask]
Subject: Re: Internal transfer of Sensitive Personal Data
As my role takes in more regulatory legislation than DPA/FoIA, I was asked
to look at equalities legislation around a year or so ago.
In order for an employer to comply with the Disability Discrimination Act
the employer obviously needs to know that an employee has a disability. It
may not be obvious that a person is suffering from a disability (e.g.
someone suffering from cancer or HIV). If the disabled person requires that
the fact of the disability be kept confidential, the employer must only
pass on the information as allowed by the Data Protection Act 1998 (e.g. to
a line manager who needs to know in order to ensure that reasonable
adjustments are implemented effectively).
Regards,
Graham
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