During explanation of mistake 2, that woman could have had a fluctuating condition. Fluctuating conditions are probably the most disbelieved disabilities. I have a fluctuating condition but due to the impact it has on my life it is a disability. Despite being bed bound much of the time even my family have a hard time accepting my condition because at times, I can do things normally.

I think wherever there is a concession made for whatever reason, there will always be some people that would seek to take advantage. But it does not mean that the concession should not therefor be provided

This was extremely helpful, thank you. I am an LIP in a discrimination case and it is interesting to view it from the other side.

Key Points for Job Seekers with Disabilities During the Recruitment Process:

Disclosing Your Disability:

You have the choice to disclose your disability when applying for jobs.
Disclosing during the application process can allow for adjustments to be made during recruitment.


Reasonable Adjustments During Recruitment:

Employers have a legal duty to provide reasonable adjustments during the recruitment process.
These aim to remove barriers you might face due to your disability during application and interview stages.


Types of Adjustments in Recruitment:

May include alternative application formats, changes to interview arrangements, or allowing extra time for assessments.
Examples: providing application forms in large print, ensuring interview locations are accessible, or allowing a support worker to attend.


Requesting Adjustments:

You can request adjustments at any stage of the recruitment process.
There's no formal procedure you must follow - you can simply inform the employer of your needs.


Employer's Responsibility:

Employers should take your request seriously and discuss possible adjustments with you.
They should focus on whether the adjustment is reasonable and helps address your specific needs during recruitment.


Application Process:

Employers cannot discriminate against you because of your disability.
They should assess your application based on your skills and abilities to do the job.


Interviews and Assessments:

You can request adjustments for interviews or assessment centers.
This might include extra time, breaks, or alternative assessment methods.


Your Rights:

If you believe an employer has failed to make reasonable adjustments during recruitment, you may have grounds for a disability discrimination claim.
However, open communication with the employer about your needs is often the best approach.



Remember, the goal of reasonable adjustments during recruitment is to ensure you can participate fully in the process and demonstrate your abilities on an equal basis with other candidates. Don't hesitate to discuss your needs with potential employers during the application process.

As someone in the pre-prelim tribunal process, this was a very helpful video, first off. The only disappointing part being that I got half way through only to feel as if I was being cast into a wide net of disabled litigants, who in the opinion of the speaker are opportunistic or disingenuous, or outright fake. I'm very sorry that some disabilities are perhaps taken advantage of by a few, but personally things like this make me ashamed to even be upfront about having ADHD (and yes I am formally diagnosed with childhood reports dating back to the 90S, when they thought girls couldn't get ADHD. They cut out my adenoids thinking I had hearing issues when really I just could not focus. I'm partially deaf in one ear, thanks to that. So that's great) I wouldn't dare tell an employer about my condition, namely because of attitudes like this. I'd only mention it if it was affecting my workload but otherwise I'm just asking for gossip and funny looks.

How insensitive you are. The secretary stating she wants her son to get an ADHD diagnosis to get a free trip to Blackpool for a respite holiday. Have you ever cared for a child with ADHD? Obviously not. No-one wants their child to have that condition. It's a real condition and it's here. I can imagine that wasn't the full discussion with the secretary but you've chose to condense it and come up with a snapshot of the conversation that shows your prejudice and lack of empathy.

You sound like you have hidden issues towards disabled people that are unconsciously seeping into this presentation. Saying things like "you would argue that disabled people getting adjustments is a significant benefit over and above those without disabilities" is clearly a bias. Disabled people are already at a disadvantage in the world at large and the system. The system is not designed for disabled people and that includes work-life yet EVERYBODY is blindly expected to work within this system, a system that is not designed to suit everyone. The fact that these disabled people are put in this situation is a disadvantage, a disadvantage non-disabled people do not have. And that is what adjustments are meant to help with, whether you realise or not no adjustments will ever fully bridge that gap, but it's there to help, so to say it provides a significant benefit over those who do not even need it is utterly ridiculous. I don't care what conversations you have had in your life or cases you have seen, disabled people are at a disadvantage in this system and that is a fact. The mother you speak of who wanted her son to have adhd for a free annual holiday, yes that may be wrong. But notice how you focus on the mother and not the son to make your point? Did you consider what the son, if he has adhd's, life is like and will be like? Or did you just focus on a non-disabled person using a disabled person to exploit the system? And yet said that it is disabled people that are benefitting.  Be happy that you do not need adjustments (if you don't). Be happy you live in a world and system that caters to you.