{"id":21510,"date":"2022-09-08T19:01:00","date_gmt":"2022-09-08T18:01:00","guid":{"rendered":"https:\/\/www.eud.eu\/?p=21510"},"modified":"2022-11-04T09:01:49","modified_gmt":"2022-11-04T08:01:49","slug":"general-comment-no-8-on-the-right-to-work-and-employment-is-published-by-the-un-committee-on-the-rights-of-persons-with-disabilities","status":"publish","type":"post","link":"https:\/\/www.eud.eu\/ro\/general-comment-no-8-on-the-right-to-work-and-employment-is-published-by-the-un-committee-on-the-rights-of-persons-with-disabilities\/","title":{"rendered":"General Comment No.8 on the right to work and employment is published by the UN Committee on the Rights of Persons with Disabilities"},"content":{"rendered":"<p>On 8<sup>th<\/sup>&nbsp;September 2022, the UN Committee on the Rights of Persons with Disabilities released its new General Comment on the right to work and employment. The&nbsp;aim of the&nbsp;General Comment&nbsp;is to clarify&nbsp;how State Parties&nbsp;to the Convention on the Rights of Persons with Disabilities (UN CRPD) should interpret&nbsp;the obligations&nbsp;enshrined in&nbsp;Article 27&nbsp;of the UN CRPD. The General Comment also&nbsp;considers&nbsp;the interdependence of the measures on the right to work listed in&nbsp;Article&nbsp;27 UN CRPD, and the interrelationship of the right to work and employment with the other articles of the UN CRPD Convention,&nbsp;for instance&nbsp;those on general obligations.&nbsp;It is important to note that the General Comment does not hold the same legal weight as the Convention itself, but rather it provides an explanation of its legal obligations.&nbsp;Accordingly, the&nbsp;General Comment\u2019s aim is to support State Parties to the UN CRPD in their reporting on the employment of persons with disabilities within their national contexts.&nbsp;&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-video is-provider-vimeo wp-block-embed-vimeo wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe title=\"EUD Screen &amp;ndash; 1.mp4\" src=\"https:\/\/player.vimeo.com\/video\/752503112?h=679fe93de0&amp;dnt=1&amp;app_id=122963\" width=\"800\" height=\"450\" frameborder=\"0\" allow=\"autoplay; fullscreen; picture-in-picture\" allowfullscreen><\/iframe>\n<\/div><\/figure>\n\n\n\n<p>Section A of the General Comment focuses on Article 27 (1), on&nbsp;<strong>the right to work on an equal basis with others, including the right to gain a living by work freely chosen or accepted in an open,&nbsp;inclusive&nbsp;and accessible workplace<\/strong>. Section B clarifies the obligations under Article 27 (1) (a) on&nbsp;<strong>the prohibition of discrimination&nbsp;on the basis of disability<\/strong>. The Committee explains that international human rights practice identifies four main forms of discrimination that can take place in employment and recruitment, which can occur individually or simultaneously: direct discrimination, indirect discrimination, denial of reasonable accommodation, harassment, and discrimination by association.&nbsp;<\/p>\n\n\n\n<p>This section also provides an outline and explanation of&nbsp;<strong>reasonable accommodation<\/strong>&nbsp;\u2013 when an employer provides adaptations to the workplace on an individual and tailored basis, that enables a&nbsp;person to do their job as effectively as possible. The General Comment explains that \u201cto fall within the concept of reasonable accommodation, the changes need to be negotiated with the individual. The duty to provide reasonable accommodation is applicable from the moment that a request for such accommodation is received or the need becomes apparent.\u201d It further clarifies that \u201cThe duty to provide reasonable accommodation is from the moment that a person with a disability seeks to exercise their rights or requires access in non-accessible situations or environments\u201d. The Committee provides examples of reasonable accommodation and specifically mentions that for a deaf person, this should include ensuring a sign language interpreter in meetings. &nbsp;Moreover, the Committee states that the individual\u2019s preferred solution is the best unless it imposes undue burden, and undue burden means that \u201cthe required effort would be unduly costly, difficult, extensive, substantial, or disruptive, in light of the totality of the circumstances.\u201d&nbsp;<\/p>\n\n\n\n<p>Section J on provision of reasonable accommodation in the workplace (Article 27 (1 (i) UN CRPD) further clarifies aspects of reasonable accommodations. For instance, that \u201cReasonable accommodation is different from the duty to ensure accessibility.\u201d Importantly, the Committee explains that States Parties should ensure that the provision of reasonable accommodation is \u201cfacilitated via measures and programs that provide technical and financial assistance to public and private employers.\u201d This point is of particular significance to deaf persons, as there is a lack of resources and funding to provide qualified, professional sign language interpreters in the workplace \u2013 this point is crucial for deaf persons to engage in a fully accessible workplace.&nbsp;<\/p>\n\n\n\n<p>Section C provides clarifications on&nbsp;<strong>the right to just and favourable conditions of work on an equal basis with others<\/strong>&nbsp;(Article 27 (1) (b)). For example, regarding pay the General Comment states that \u201cworkers with disabilities have\u202fthe right to receive equal remuneration as workers\u202fwithout disabilities\u202fwhen they perform the same or similar jobs. Further, their remuneration should also be equal even when their work is completely different but nonetheless of equal value.\u201d Furthermore, in terms of working conditions, it is specified that \u201cjust and favourable conditions of work for persons with disabilities includes the benefits and protections enjoyed by other workers, such as a retirement benefit fund, sick leave, long-service leave, parental leave, promotion, rest, leisure and periodic holidays with pay.\u201d&nbsp;<\/p>\n\n\n\n<p>The General Comment No.8 is of great importance for deaf persons as the right to work is a fundamental right. Indeed, meaningful work and employment are essential to a person\u2019s economic security, physical and mental health, personal&nbsp;well-being&nbsp;and sense of identity.However,&nbsp;persons with disabilities, including deaf persons, continue to&nbsp;face barriers to gaining access to and exercising their right to work and employment in the open labour market, on an equal basis with others.&nbsp;For this reason, EUD jointly provided&nbsp;<a href=\"https:\/\/www.eud.eu\/ro\/eud-and-wfd-joint-submission-on-the-outline-of-the-general-comment-article-27\/\">input to the consultation process<\/a>, with the World Federation of the Deaf (WFD), that led to the development of this General Comment.&nbsp;<\/p>\n\n\n\n<p>To read the full General Comment no.8, please follow this&nbsp;<a href=\"https:\/\/www.ohchr.org\/en\/documents\/general-comments-and-recommendations\/crpdcgc8-general-comment-no-8-2022-right-persons\">link<\/a>.&nbsp;<\/p>","protected":false},"excerpt":{"rendered":"<p>On 8th&nbsp;September 2022, the UN Committee on the Rights of Persons with Disabilities released its new General Comment on the right to work and employment. The&nbsp;aim of the&nbsp;General Comment&nbsp;is to clarify&nbsp;how State Parties&nbsp;to the Convention on the Rights of Persons with Disabilities (UN CRPD) should interpret&nbsp;the obligations&nbsp;enshrined in&nbsp;Article 27&nbsp;of the UN CRPD. The General Comment [&hellip;]<\/p>","protected":false},"author":1,"featured_media":12317,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_mi_skip_tracking":false},"categories":[43,33,1,41],"tags":[],"yoast_head":"<title>General Comment No.8 on the right to work and employment is published by the UN Committee on the Rights of Persons with Disabilities - European Union of the Deaf<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.eud.eu\/ro\/general-comment-no-8-on-the-right-to-work-and-employment-is-published-by-the-un-committee-on-the-rights-of-persons-with-disabilities\/\" \/>\n<meta property=\"og:locale\" content=\"ro_RO\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"General Comment No.8 on the right to work and employment is published by the UN Committee on the Rights of Persons with Disabilities - European Union of the Deaf\" \/>\n<meta property=\"og:description\" content=\"On 8th&nbsp;September 2022, the UN Committee on the Rights of Persons with Disabilities released its new General Comment on the right to work and employment. 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