TUC report indicates almost half of disabled workers experience bullying or harassment

This week the TUC published a report sharing the findings from its research into disabled workers’ experiences of bullying, harassment and discrimination at work.

Investigating workplace cultures and the barriers they present revealed a shocking 49% of disabled workers reporting bullying or harassment in the past year, and 39% said they had been subjected to disability-related mistreatment in their working lives.

Despite findings of severe impact on disabled workers, many reported feeling unable to tell their employer about their health condition- with fear being a major obstacle. The report indicates that one in five disabled workers had not told their employer of their health condition, impairment or disability- of this group, over 1 in 3 had not told heir employer due to a fear of being viewed as unable to do their job, and a further 26% were concerned about job security.

The report also found support from trade unions to play a crucial role in supporting disabled workers navigate systemic discrimination and poor workplace cultures. Support included representation in discussion with employers and help in securing reasonable adjustments- but also advocating for systemic change and pushing for inclusive policies.

The TUC has made a number of recommendations to the Government, including:

• Ensure measures in the ERB to strengthen legislation to tackle third-party harassment are delivered in fill.
• Reintroduce s.40 of the EqA 2010 which places a duty on employers to protect workers from third-party harassment.
• Extend the Worker Protection Act to include prevention of harassment by third parties.
• Fully incorporating the UNCRPD.
• Reinstate employment tribunals’ power to make wider recommendations for the benefit of the wider workforce, not just the individual claimant, in relation to discrimination claims (as removed by the Deregulation Act 2015)
• Require employers record impairment related sick leave taken by disabled workers separately from other sick leave.
• Introduce a statutory right for employees and workers to disconnect from their work so as to create ‘communication free’ time in their lives.