An employer has a duty to make reasonable and necessary accommodations for a person with a disability to perform the job.

As a rule, this involves the purchase of new equipment, orthopaedic items, provision of technical assistance, changes in the organization of working time or division of tasks.  This obligation is not absolute - it will be excluded if it is necessary to incur disproportionate costs without compensation from public funds. 

Termination of an employment contract with a disabled person is therefore only possible when the employer cannot make any reasonable accommodation.

Dismissal without making such changes puts the employer at risk of discrimination claims. 

Find more in the PRO HR March 2022.