Workplace Rights and Realities

Ruby Sturt

Alright, mates, welcome back to Beyond the Label! I'm Ruby, and I'm here with Eric, who is, as always, looking far too calm for a Monday morning. Today, we're diving into workplace rights for disabled folks in the UK. Eric, you ready to get legal on us?

Eric Marquette

Absolutely, Ruby. And I promise not to sound like a walking law textbook—well, not too much. So, the big one here is the Equality Act 2010. It basically pulls together all the old anti-discrimination laws and says, look, if you’re disabled, you’re protected at every stage of employment. That’s from applying for a job, to interviews, to promotions, right through to, unfortunately, being let go.

Ruby Sturt

Yeah, and it’s not just about not being mean, right? Employers have to actually do stuff—like, they’re legally on the hook to make what they call “reasonable adjustments.” Which, I dunno, always sounds a bit vague to me. What’s “reasonable,” anyway? Is it like, “Oh, we’ll get you a comfier chair,” or can you ask for, I dunno, a four-day workweek and a puppy?

Eric Marquette

I think the puppy might be pushing it, but you’re right, it’s a bit of a grey area. Reasonable adjustments can be things like flexible hours, adapted equipment, or even changing certain workplace policies. The key is, it’s about removing barriers that put disabled employees at a disadvantage. And employers have to actually think ahead, not just wait for someone to ask.

Ruby Sturt

So, if you’re listening and you’re thinking, “I don’t wanna be a bother,”—nah, you’re not a bother. You’re literally protected by law. But, Eric, what if your boss is, like, “Sorry, can’t do it, too hard, too expensive”? What then?

Eric Marquette

That’s where the “reasonable” bit comes in. Employers can say no if it’s genuinely not feasible—like, if it would bankrupt the company. But they have to prove that. And honestly, most adjustments aren’t that costly. I actually helped a friend with this a while back—he needed some software to help with his dyslexia. The company dragged their feet, but once he mentioned the Equality Act, suddenly things moved a lot faster. Sometimes, just knowing your rights gives you a bit of leverage.

Ruby Sturt

Love that. And if you’re not sure what to ask for, there’s loads of advice out there. But, like, don’t be afraid to speak up. You’re not asking for a golden throne—unless you are, in which case, send us a photo. Alright, so, what about getting the job in the first place? That’s a whole other kettle of fish.

Eric Marquette

Exactly. Recruitment is a big one. Employers can’t just ask you about your health or disability unless it’s to make sure you can do the job, or to see if you need adjustments for the interview. And there’s this thing called the Disability Confident scheme—basically, it’s a badge for employers who are actually trying to be inclusive. It’s not perfect, but it’s a start.

Ruby Sturt

Yeah, and if you see that logo, it’s meant to mean they’re not gonna freak out if you ask for, like, a ramp or a screen reader. But, let’s be real, not every company is there yet. That’s where the government steps in with all these support programs. There’s the Intensive Personalised Employment Support—bit of a mouthful, that one. It’s for folks who need a bit more help getting into work, and it can last, what, nearly two years?

Eric Marquette

Up to 21 months, yes. And then there’s the Work and Health Programme, which is more about job coaching and helping people overcome barriers. Plus, apprenticeships—those are a great way to get experience and qualifications, and employers are supposed to make them accessible, too.

Ruby Sturt

Oh, speaking of apprenticeships, I heard this cracking story the other week—young bloke, wheelchair user, wanted to get into IT. The company actually changed their whole office layout so he could get around, and he smashed it—ended up getting hired full-time. So, it does happen! But, you gotta have employers who are willing to go the extra mile, not just tick a box.

Eric Marquette

Absolutely. And sometimes, it’s about knowing these schemes exist. If you’re listening and you’re job hunting, check out what support you can get. There’s more out there than you might think, but it’s not always shouted from the rooftops.

Ruby Sturt

Yeah, and if you’re an employer, don’t just wait for someone to ask—be proactive. It’s not just good karma, it’s the law. Alright, so, we’ve got all these schemes, but the numbers still aren’t great, are they?

Eric Marquette

No, they’re really not. The employment rate for disabled people in the UK is about 45%. For non-disabled people, it’s 77%. That’s a huge gap, and it’s barely budged in years. So, clearly, legal protections and support schemes aren’t enough on their own.

Ruby Sturt

Yeah, and there’s all this talk lately about changing the rules—like, making disability benefit assessments stricter, or putting more money into employment support. I was in a newsroom debate about this, and it got heated. Some folks reckon tougher rules will just push people who can’t work into more stress, while others say we need to get more people into jobs, full stop. I dunno, Eric, what do you reckon?

Eric Marquette

It’s complicated. On one hand, supporting people into work is important, but if the system gets too harsh, it risks hurting the very people it’s meant to help. There’s a real risk of unintended consequences. I think any changes need to be made with a lot of care—and with input from disabled people themselves, not just policymakers.

Ruby Sturt

Yeah, totally. And, like, if you’re listening and you’ve got a story about this—good, bad, ugly—send it in. We wanna hear what’s actually happening on the ground, not just what the politicians reckon. Alright, Eric, I think we’ve covered a lot of ground. Any last words before we wrap up?

Eric Marquette

Just that knowing your rights is the first step, but pushing for real change takes all of us. And, Ruby, as always, thanks for keeping me on my toes.

Ruby Sturt

Anytime, mate. Alright, that’s it for this episode of Beyond the Label. We’ll be back soon with more stories and, hopefully, a few more laughs. Take care, everyone!

Eric Marquette

Goodbye, everyone. And Ruby, see you next time.

Ruby Sturt

See ya, Eric!