Disability Discrimination Act 1995
What this means for your business
- Applies to
- United Kingdom
- On this page
- 30 compliance obligations, 3 practical guides
What you must do
30 compliance obligations under this legislation — 1 can result in imprisonment.
Management duties 18
Adjust occupational pension scheme for disabled members
If you run a workplace pension scheme you must make sure it does not put disabled employees at a disadvantage. This means reviewing the scheme’s rules and making any changes needed – for example to eligibility, contributions or benefit calculations – so disabled people can participate on equal terms.
Adjust policies, procedures and facilities to avoid disadvantaging disabled members, associates and guests
If your private club or association is covered by the Disability Discrimination Act, you must take reasonable steps to remove any disadvantages for disabled people. This means reviewing your membership rules, procedures and physical premises and making necessary changes or providing aids so disabled members or guests are not put at a disadvantage.
Avoid disability discrimination when letting premises
Unlimited fineIf you let property – as a landlord, occupier or anyone responsible for letting – you must not discriminate against disabled people and must meet your duty to make reasonable adjustments. This means your advertising, selection, tenancy agreements and any changes to the premises must be fair and accessible. Failing to do so is a criminal offence under the Disability Discrimination Act.
Avoid discrimination against disabled people in any circumstance
You must make sure your business does not treat disabled people less favourably in any way, even in situations not covered by the specific duties elsewhere in the Act. This means taking reasonable steps to eliminate barriers and to make adjustments wherever needed, across all your services, employment practices and public interactions.
Change policies, terms and practices to accommodate disabled people
When a disabled customer, client or employee is put at a disadvantage by your existing rules, contracts or ways of working, you must revise them so that the disadvantage is removed, where it is reasonable to do so. This means reviewing your policies, terms of service and everyday practices and making any necessary changes when a request is made or a disadvantage is identified.
Ensure premises you let are not discriminatory to disabled people
Unlimited fineIf you let property, you must make sure it meets the duty to make reasonable adjustments for disabled people. This means the building must be accessible and any required auxiliary aid or service must be provided. Failing to do so can lead to criminal prosecution.
Make reasonable adjustments for disabled applicants
If your organisation awards qualifications, you must ensure that people with disabilities are not put at a disadvantage when they apply, sit exams or receive certifications. This means you need to identify any barriers in your processes and put in place suitable adjustments, such as extra time, alternative formats or accessible venues. The duty applies whenever a disabled person seeks a qualification.
Make reasonable adjustments for disabled candidates
If your organisation provides qualifications (e.g., exams, certifications, training), you must adjust your processes so disabled people are not put at a disadvantage. This means offering extra time, alternative formats or any changes needed to enable them to take part on an equal footing.
Make reasonable adjustments for disabled clients
If you work as a barrister, you must take steps to ensure disabled people can use your services without disadvantage. This means you need to identify any barriers and put appropriate adjustments in place, such as accessible premises, alternative formats for documents, or support services.
Make reasonable adjustments for disabled clients
If your firm provides legal services, you must take steps to ensure that people with disabilities can use those services. This means adapting your premises, communication methods or procedures so that a disabled client is not put at a disadvantage. You need to identify any needed changes and put them in place whenever a client asks for or requires an adjustment.
Make reasonable adjustments for disabled employees
If you employ, or are about to employ, a person with a disability you must look for ways to remove or lessen any barrier they face at work. This means reviewing your premises, policies, procedures and job duties and putting in place changes that help the employee do their job on equal terms with others. The adjustments must be made as soon as it is reasonable to do so.
Make reasonable adjustments for disabled participants in work experience
If your business offers practical work experience such as apprenticeships, placements or traineeships, you must adjust your policies, practices or environment so that a disabled person can take part on an equal basis. This may involve adapting tasks, providing accessible equipment or facilities, or changing schedules to remove any barrier they face.
Make reasonable adjustments for disabled people
You must identify any barriers that prevent disabled employees or customers from fully participating in work or using your services, and take proportionate steps to remove or lessen those barriers. This could mean changing policies, adapting premises, providing equipment or adjusting working arrangements so that disabled people are not disadvantaged.
Make reasonable adjustments for disabled people
If your business deals with employees, customers or members who have a disability, you must take reasonable steps to remove any disadvantage they face. This means reviewing your policies, practices and premises and, where needed, changing them, providing auxiliary aids or waiving requirements so disabled people can access your service or work on equal terms.
Make reasonable adjustments for disabled people
If you employ or serve a disabled person, you must take steps to remove or reduce any barrier they face. This means reviewing your policies, workplace layout, equipment and communication methods and putting in place changes that are reasonable and affordable. The adjustments should be made promptly once a need is identified.
Make reasonable adjustments for disabled persons
Unlimited fineIf your business is a partnership, you must take reasonable steps to remove or lessen any barriers that prevent disabled people – whether they are employees, customers or clients – from using your services or working for you. This means reviewing policies, premises, equipment and how you deliver services and making changes that are proportionate and affordable.
Make reasonable adjustments for disabled staff or applicants
If you have an employee or job applicant who has a disability, you must take steps to remove or reduce any disadvantage they face at work. This means assessing any barriers and putting in place practical changes – such as adapting equipment, changing work patterns or providing additional support – that are reasonable and affordable.
Provide auxiliary aid or service to disabled people
You must make reasonable adjustments by offering auxiliary aids – such as ramps, accessible formats, sign‑language interpreters or other assistance – when a disabled person needs them to use your premises or services. If a disabled customer or visitor asks for help, you need to arrange it promptly so they are not placed at a substantial disadvantage.
Payments and fees 1
Pay penalty or lodge an objection when notified
If your business receives a penalty notice for breaching the Disability Discrimination Act, you must pay the amount by the date set out in the notice. If you believe the penalty is wrong or too high, you can submit a written objection with your reasons before the deadline, and the Secretary of State will consider it.
Offences and prohibitions 9
Aid unlawful discrimination act
Unlimited fineIf you knowingly help someone break the Disability Discrimination Act – for example, by allowing a discriminatory practice to happen or by giving false advice that the act is not illegal – you are treated as having committed the same offence yourself. Making a false or misleading statement that the act is lawful is also an offence. Conviction results in an unlimited fine, dealt with in a summary (Magistrates') court.
Fail to allow guide or hearing dogs in taxi
Fine up to £1,000If you drive a taxi and refuse to let a disabled passenger keep his guide dog or hearing dog with him, or you charge extra for the dog, you breach this duty. On a summary conviction you can be fined up to £1,000. No prison term is prescribed.
Fail to carry wheelchair passenger as required
Fine up to £1,000If a taxi driver or driver of a designated vehicle does not carry a disabled passenger in their wheelchair (or the wheelchair itself), charges an extra fee, or does not provide the required assistance, they commit an offence. On conviction in the magistrates' court they face a fine of up to £1,000. No imprisonment is provided for this breach.
Fail to meet taxi accessibility regulations
Fine up to £1,000If you drive a regulated taxi and it does not comply with the accessibility standards (such as door size, passenger compartment dimensions, headroom, wheelchair restraints or required ramps), you commit an offence. The offence also covers situations where the taxi itself fails to meet the regulations even if you have not directly caused the breach. On summary conviction in the magistrates' court you can be fined up to £1,000.
Forge or misuse disability exemption or accessibility certificates
2 years imprisonmentIf you or anyone acting for your business forges, alters, uses, lends or allows the use of a disability exemption, notice, accessibility or approval certificate with the intention to deceive, you are committing a criminal offence. Making a false statement to obtain an accessibility or approval certificate is also an offence. On conviction in the Crown Court you face up to two years’ imprisonment and an unlimited fine; on summary conviction you face a fine up to the statutory maximum (or up to level 4 on the standard scale for false statements).
Operate or allow a non‑compliant public service vehicle
Fine up to £2,500If you run, drive, own or permit a public service vehicle (more than eight passenger seats) that does not meet the disability‑accessibility regulations, you commit an offence. The same offence applies if you use such a vehicle on the road. On summary conviction in the magistrates' court you can be fined up to £2,500.
Refuse a booking or charge extra because of an assistance dog
Fine up to £1,000If you run a private‑hire taxi service, you must not turn down a booking or add a surcharge simply because the passenger will be accompanied by an assistance dog. Taxi drivers must also carry out any booking they have accepted, even if an assistance dog is present. Breaching these rules can lead to a summary‑court fine of up to £1,000.
Use a public service vehicle without required accessibility certificate
Fine up to £2,500If you operate a regulated public service vehicle (such as a bus or coach) on a road without first obtaining an accessibility certificate (or an approval certificate under s.42), you commit a criminal offence. On summary conviction you face a fine of up to £2,500. No prison term is provided for this breach.
Use regulated public service vehicle in breach of conditions
Fine up to £2,500If you use a regulated public service vehicle (such as a taxi or bus) in a way that breaches the conditions set out in section 41, you commit a criminal offence. On conviction in the magistrates’ court you face a fine of up to £2,500. There is no prison term attached to this offence.
Registration and licensing 2
Obtain and keep a rail vehicle accessibility certificate
If your business runs a rail vehicle that is covered by the Disability Discrimination Act (i.e. it is a prescribed vehicle or of a prescribed class), you must have a valid rail vehicle accessibility compliance certificate before you can use the vehicle to carry passengers. The certificate proves the vehicle meets the required accessibility standards and must be kept up‑to‑date.
Obtain and keep a rail vehicle accessibility certificate
If you own or run a rail vehicle that must meet accessibility standards, you need to apply for a compliance certificate. The certificate confirms the vehicle meets the required rules and must remain in force while the vehicle is used. Keep the certificate and any assessment reports on hand at all times.
Penalties for non-compliance
13 penalties under this legislation. 1 can result in imprisonment. 5 carry an unlimited fine.
Forge or misuse disability exemption or accessibility certificates
Unlimited fine and/or 2 years imprisonment
Avoid disability discrimination when letting premises
Unlimited fine
Ensure premises you let are not discriminatory to disabled people
Unlimited fine
Make reasonable adjustments for disabled persons
Unlimited fine
Aid unlawful discrimination act
Unlimited fine
Operate or allow a non‑compliant public service vehicle
Fine up to £2,500
Use a public service vehicle without required accessibility certificate
Fine up to £2,500
Use regulated public service vehicle in breach of conditions
Fine up to £2,500
Fail to allow guide or hearing dogs in taxi
Fine up to £1,000
Fail to carry wheelchair passenger as required
Fine up to £1,000
Fail to meet taxi accessibility regulations
Fine up to £1,000
Refuse a booking or charge extra because of an assistance dog
Fine up to £1,000
Corporate disability discrimination offence (director liability)
Penalty applies
Practical guidance
Our guides explain how to comply with the requirements above.
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Sections and provisions
218 classified provisions from this legislation.
Duties 24
- s.4E Office-holders: duty to make adjustments
- s.4A Employers: duty to make adjustments
- s.4H Occupational pension schemes: duty to make adjustments
- s.6B Partnerships: duty to make adjustments
- s.6 Duty of employer to make adjustments.
- s.7D Advocates: duty to make adjustments
- s.7B Barristers: duty to make adjustments
- s.14 Trade organisations: duty to make adjustments
- s.14D Practical work experience: duty to make adjustments
- s.14B Qualifications bodies: duty to make adjustments
- s.15C Authorities and their members: duty to make adjustments
- s.21H Duty to make adjustments
- s.24D Duty for purposes of section 24A(2) to change practices, terms etc
- s.24C Duty for purposes of section 24A(2) to provide auxiliary aid or service
- s.24G Premises that are to let: discrimination in failing to comply with duty
- s.24A Let premises: discrimination in failing to comply with duty
- s.28F Duty of education authorities not to discriminate
- s.28G Residual duty: supplementary provisions
- s.31AD General qualifications bodies: duty to make adjustments
- s.31AF Chapter 2A: duty to consult before making regulations
- ... and 4 more duties
Offences and penalties 11
- Schedule 8 Modifications of this Act in its application to Northern Ireland
- s.32 Taxi accessibility regulations.
- s.36 Carrying of passengers in wheelchairs.
- s.37A Carrying of assistance dogs in private hire vehicles
- s.37 Carrying of guide dogs and hearing dogs.
- s.40 PSV accessibility regulations.
- s.41 Accessibility certificates.
- s.47L Penalties under sections 47D to 47H: appeals
- s.48 Offences by bodies corporate etc.
- s.49 Forgery and false statements.
- s.57 Aiding unlawful acts.
Powers 19
- Schedule 4 Premises Occupied Under Leases
- s.8 Enforcement, remedies and procedure.
- s.24L Sections 24 to 24K: power to make supplementary provision
- s.33 Designated transport facilities.
- s.42 Approval certificates.
- s.43 Special authorisations.
- s.44 Reviews and appeals.
- s.45 Fees.
- s.46 Rail vehicle accessibility regulations.
- s.47 Exemption from rail vehicle accessibility regulations.
- s.47C Rail vehicle accessibility compliance certificates: fees
- s.47J Penalties under sections 47D to 47H: amount, due date and recovery
- s.47D Penalty for using rail vehicle without accessibility compliance certificate
- s.47E Penalty for using rail vehicle that does not conform with accessibility regulations
- s.47H Sections 47E and 47F: supplementary powers
- s.47G Sections 47E and 47F: inspection of rail vehicles
- s.47F Penalty for using rail vehicle otherwise than in conformity with accessibility regulations
- s.49D Power to impose specific duties
- s.60 Appointment by Secretary of State of advisers.
Definitions 23
- s.1 Meaning of “disability” and “disabled person”. disabled person
- s.2 Past disabilities.
- s.3B Meaning of “harassment”
- s.3 Guidance. the Department guidance statutory period
- s.3A Meaning of “discrimination”
- s.15A Interpretation of sections 15B and 15C
- s.18D Interpretation of Part 2
- s.20 Meaning of “discrimination”
- s.21J “Member”, “associate” and “guest”
- s.24E Sections 24C and 24D: supplementary and interpretation
- s.24 Meaning of “discrimination”.
- s.28Q Interpretation
- s.31A Interpretation
- s.38 Appeals Appeal against refusal of exemption certificate licensing authority
- s.47M Sections 46 to 47H: interpretation
- s.54A Codes of practice. code of practice the Commission the Office
- s.58 Liability of employers and principals.
- s.59 Statutory authority and national security etc.
- s.64B Other police bodies chief officer of police police authority police fund
- s.67 Regulations and orders.
- ... and 3 more definitions
Exemptions 19
- s.4 Discrimination against applicants and employees.
- s.17A Enforcement, remedies and procedure.
- s.18E Premises provided otherwise than in course of a Part 2 relationship
- s.19 Discrimination in relation to goods, facilities and services.
- s.21C Exceptions from section 21B(1)
- s.21 Duty of providers of services to make adjustments.
- s.22 Discrimination in relation to premises.
- s.23 Exemption for small dwellings.
- s.24H Exceptions to section 24G(1)
- s.24B Exceptions to section 24A(1)
- s.25 Enforcement, remedies and procedure.
- s.26 Validity and revision of certain agreements.
- s.28 Conciliation of disputes.
- s.34 New licences conditional on compliance with taxi accessibility regulations.
- s.49C Exceptions from section 49A(1)
- s.55 Victimisation.
- s.56 Help for aggrieved persons in obtaining information etc.
- s.64 Application to Crown etc.
- Schedule 3A VALIDITY OF CONTRACTS, COLLECTIVE AGREEMENTS AND RULES OF UNDERTAKINGS