Responsibility for accessibility
According to the Work Environment Act, the working relationships should be adapted to people’s different prerequisites.
Your responsibility as an employer
All of our provisions aim at improving the general accessibility of the work environment. Our provisions about systematic work environment management (AFS 2001:1) describe the foundation of work environment management.
You can read more about how you can work with systematic work environment management on our page ‘Work with the work environment’.
Work adaptation and rehabilitation
Working relationships should be adapted to the employees’ special conditions for the work. Rehabilitation should help those who are sick to regain their capacity to work. According to the Work Environment Act, the employer should see that there is a suitable organisation and procedure for work adaptation and rehabilitation.
If necessary you can receive help from a resources expert inside or outside the organisation, for example, occupational healthcare services.
The UN Convention on Rights for Persons with Disabilities
According to the UN Convention on Rights for Persons with Disabilities, everyone should have the same conditions in working life and thereby the same rights to a good work environment. The Convention has, as a starting point, fundamental principles such as equality, participation and non-discrimination. The UN Convention on Rights for Persons with Disabilities can be found on the Swedish Government Offices website.
Deficient accessibility for persons with disabilities was introduced as a new type of discrimination in the Discrimination Act from 1 January 2015. The ban should contribute to increasing accessibility in society so that persons living with activity limitations can participate on equal terms.
Last updated 2015-09-07