However,
the only obligation on employers would be to «consider» such applications.
Not exact matches
Because Art 5 (1) of Directive 89/391 (duty
on employers to ensure the safety and health of workers) does not require
employers to be subject to no - fault liability, the UK, by restricting the duty
on employers to ensure the safety and health of workers in all aspects related to work to a duty to do that
only «so far as is reasonably practicable», has not failed to fulfil its
obligations under the Directive.
Such measures are therefore designed specifically to facilitate and promote the integration of disabled people into the working environment and, for that reason, can
only relate to disabled people and to the
obligations incumbent
on their
employers and, where appropriate,
on the Member States with regard to disabled people.»
An
employer has an absolute
obligation to exercise due diligence not
only in whom they hire
on payroll, but in whom they allow
on premises to perform work.