MeAC – Measuring Progress of eAccessibility in Europe

Policy approaches based on equality / anti-discrimination legislation have considerable potential in the eAccessibility field. Such approaches can provide people with disabilities – individually or collectively – with a right to seek redress if they are confronted with inaccessible ICT equipment or services, either in relation to ICT-based goods and services in a general sense or in relation to specific usage contexts.

Legislation/regulations

The Law concerning the rights of persons with disabilities (Law 127(I)/2000) is anti-discrimination legislation focussed on persons with disabilities. It covers not only employment, but also discrimination in the provision of goods and services and the right to information and communication through special means. The duty to provide reasonable accommodation applies not only in employment but also in goods and services and the other areas covered by the legislation. In 2004, the Ombudsman was appointed as the equality body empowered to investigate complaints of discrimination. It is not clear what impact, if any, this legislation has had in relation to eAccessibility.

Goods and services equality

The Law concerning the rights of persons with disabilities covers goods and services including telecommunications and the duty to provide reasonable accommodation extends to goods and services. It is not clear, however, what impact this legislation has had in relation to eAccessibility.

Employment equality

Law 57(I)/2004, ‘provisions for non-discrimination in the employment and occupation’ is amending legislation to the general anti-discrimination law (Law 127(I)/2000) in order to transpose the EU Employment Equality Directive. The amendment establishes a general framework for equal treatment in employment and occupation and includes an obligation on employers to take reasonable measures and adapt their buildings and workplaces to accommodate the needs of disabled workers. In this context, it is implied that employers should provide the necessary accessible working facilities for their disabled employees if this is needed for their work on the condition that the employer does not face a heavy financial burden.

There are no examples yet of cases or other actions on eAccessibility being taken under the provisions of this law.

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