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Disability

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Can a qualified applicant with a disability be overlooked in the recruitment procedure if the employer has not established the working conditions they need?

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Can an applicant who has the required experience and skills be overlooked at recruitment because the employer believes they would not fit in the team because they are different from other employees?

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Are employers allowed to terminate the employment contract of an employee who is no longer able to work full-time because their health is affected by a recent illness?

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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?

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Are employers allowed to ask an applicant about their health?

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What does the implementation of appropriate and necessary measures mean?