Employment quotas for people with disabilities: rules for companies
Posted: Thu Dec 26, 2024 3:15 am
Compliance with employment quotas for people with disabilities by employers covered by Law No. 4/2019, of January 10, is now mandatory.
However, the effort required to achieve these objectives is not the same for everyone, given that the percentage that such hiring must comply with depends on the size of the employing entities.>
What does the law say about employment quotas for people with disabilities?
Law No. 4/2019 of 10 January establishes the system of employment quotas for people with a degree of disability equal to or greater than 60% by employers in the private sector and in public sector bodies. The percentage to which such hiring must comply varies, however, depending on the size of the employers.
First of all, companies with fewer than 75 employees are excluded from the scope of this Law. Medium-sized companies , with 75 to 249 employees, will have to hire employees with disabilities in a number not less than 1% of their staff .
In the case of Large Companies (which employ 250 or more workers), the hong kong whatsapp number database increases to 2% , excluding people in training, interns and service providers from these figures.
Added to this are requirements in the recruitment and selection process, which must be appropriate, and there may be room for adapted assessment tests, at the request of candidates.
Phased adaptation period
Although these rules have been in force since 1 February 2019, a transitional period was foreseen so that employers could adapt and fully comply with these quotas and other obligations.
Regarding compliance with the defined quotas, for entities with between 75 and 100 employees there was a transition period of 5 years . For those with more than 100 employees there was a period of 4 years to adapt (starting from the entry into force of this diploma).
Entities that became part of the medium-sized company typology with a number of employees equal to or greater than 75 or that became part of the large company typology during the transition period or after its end, had an additional 2 years to adapt.
However, and to ensure phased compliance with these quotas, employers should have ensured, throughout this adaptation period, that in each calendar year, at least 1% of hires were of people with disabilities.
However, the effort required to achieve these objectives is not the same for everyone, given that the percentage that such hiring must comply with depends on the size of the employing entities.>
What does the law say about employment quotas for people with disabilities?
Law No. 4/2019 of 10 January establishes the system of employment quotas for people with a degree of disability equal to or greater than 60% by employers in the private sector and in public sector bodies. The percentage to which such hiring must comply varies, however, depending on the size of the employers.
First of all, companies with fewer than 75 employees are excluded from the scope of this Law. Medium-sized companies , with 75 to 249 employees, will have to hire employees with disabilities in a number not less than 1% of their staff .
In the case of Large Companies (which employ 250 or more workers), the hong kong whatsapp number database increases to 2% , excluding people in training, interns and service providers from these figures.
Added to this are requirements in the recruitment and selection process, which must be appropriate, and there may be room for adapted assessment tests, at the request of candidates.
Phased adaptation period
Although these rules have been in force since 1 February 2019, a transitional period was foreseen so that employers could adapt and fully comply with these quotas and other obligations.
Regarding compliance with the defined quotas, for entities with between 75 and 100 employees there was a transition period of 5 years . For those with more than 100 employees there was a period of 4 years to adapt (starting from the entry into force of this diploma).
Entities that became part of the medium-sized company typology with a number of employees equal to or greater than 75 or that became part of the large company typology during the transition period or after its end, had an additional 2 years to adapt.
However, and to ensure phased compliance with these quotas, employers should have ensured, throughout this adaptation period, that in each calendar year, at least 1% of hires were of people with disabilities.