
Contents
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1. Introduction 1. Introduction
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2. Justifications for Accommodations 2. Justifications for Accommodations
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2.1 Labour Is Not a Commodity 2.1 Labour Is Not a Commodity
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2.2 Equality, Diversity, and Inclusion 2.2 Equality, Diversity, and Inclusion
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3. Accommodations as a Legal Duty 3. Accommodations as a Legal Duty
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3.1 Reasonable Accommodation and Disability 3.1 Reasonable Accommodation and Disability
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3.2 Reasonable Accommodation and Religion 3.2 Reasonable Accommodation and Religion
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4. The Future of Accommodations 4. The Future of Accommodations
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38 Accommodations
Get accessMark Bell, Trinity College Dublin, Ireland
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Published:21 August 2024
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Abstract
In many jurisdictions, the law of work increasingly contains measures that place employers under a duty to make adjustments to the way in which work is organized and/or performed in response to the personal situation of workers. Internationally, this is best illustrated by the obligation on employers to provide reasonable accommodation for persons with disabilities in order to remove barriers to their participation in employment on an equal basis with others. Certain jurisdictions have adopted further instruments that, in various ways, require employers to provide accommodation for other reasons, such as in response to the religious practices of workers, or flexibilities for workers who are parents or carers. This chapter explores the rationale for placing employers under such obligations and it examines how these instruments typically function in practice. It reflects on this trajectory in the law and its potential for further evolution.
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