The government has amended the Regulation on the Employment of Persons with Disabilities, requiring employers to designate positions for persons with disabilities and provide them with employment opportunities in line with government policy.
The first amendment to the regulation was gazetted last night by the Ministry of Health, Family and Welfare. The ministry said the changes aim to strengthen equal employment opportunities for persons with disabilities through specific employment rules.
Under the amended regulation, employers and the ministry must assist applicants with disabilities in completing, submitting and processing job applications if such assistance is requested.
Employers are also required to recruit persons with disabilities in accordance with three standards:
- Standards outlining the employment requirements for persons with disabilities.
- Standards on reasonable workplace accommodations employers must provide.
- General standards governing the employment of persons with disabilities.
The amendment also requires the ministry to prepare a competency profile for persons with disabilities, except those currently studying in school. For individuals registered in the job applicant registry, the completed competency profile must be shared with the applicant within seven days.
Changes have also been made to the rules governing the technical advisory committee on the employment of persons with disabilities. Under the new regulation, the minister may dismiss a committee member who fails to attend three consecutive meetings without a valid excuse, after notifying the member.
Previously, the minister had discretion to remove members who failed to attend at least 70 percent of monthly meetings or missed three consecutive meetings without a valid reason.
The regulation further requires employers to notify the ministry within five days of appointing a person with a disability. The information must include the employee's workplace, job responsibilities and supervisor details so that appropriate support can be provided to help the individual remain in employment.
The ministry is also required to conduct sensitization programmes for both employers and employees with disabilities, while carrying out regular monitoring in collaboration with both parties to ensure reasonable workplace accommodations are implemented.
