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In addition to personal work equipment, should the rest of the (working) environment (shared rooms, joint events, etc.) also be adapted for the disabled employee?

Yes. When adapting the working environment for disabled people, the employer must establish conditions that will allow disabled people to use, without assistance, not only their workplace, but also shared and non-work premises, including meeting, training, joint event and break rooms.

The work, work equipment and workplace of a disabled employee must be customised to their physical and mental abilities. Adaptation means the rendering of the construction works, premises, workplace or work equipment accessible to and fit for use by a disabled person. This requirement also applies to commonly used routes and non-work rooms used by disabled employees (subsection 101 (4) of the Occupational Health and Safety Act).

According to the Building Code, a structure must comply with the requirements that take into account the special needs of people with disabilities (clause 11 (2) 8) and subsection 11 (4) of the Building Code). The requirements for buildings arising from the special needs of disabled persons are laid down in a regulation of the Minister of Economic Affairs and Infrastructure.

Special needs may also be related to the age or other physical characteristics of the employee. This explanation does not constitute legal aid in a specific case. Therefore, if you feel that you have been treated unequally, but you did not find a solution to your problem in this article, or if you have a question, please contact the Equality Commissioner by e-mail at avaldus@volinik.ee or telephone +372 626 9059. The anonymity of the person is guaranteed when contacting the Commissioner.