1% quota for companies of 67 or more employees. Non-compliant employers should contribute to the Disability Employment Funds. The contribution amount is based on the required number of unemployed disabled multiplied by the statutory monthly minimum wage.
Equal Rights For Persons With Disabilities Law, 5758-1998 prohibits disability-based discrimination in employment, including in hiring, including hiring tests; employment terms; promotion at work; training or professional advanced studies; severance or severance pay; benefits and payments given to an employee in connection with retirement from work.
3% quota is applicable for employers with 100 employees or more.Companies over 25 employees are required to make sure there is an adequate representation for persons with disabilities.
Disability Discrimination Ordinance (1995) – unlawful to discriminate against disabled people. It is unlawful for a person (the employer), in relation to employment by him at an establishment in Hong Kong, to discriminate against another person with a disability—
(a) in the arrangements the employer makes for the purpose of determining who should be offered that employment;
(b) in the terms on which the employer offers that other person that employment; or
(c) by refusing or deliberately omitting to offer that other person that employment.”
The Loi d’orientation sociale n° 2010-15 du 6 juillet 2010 relative à la promotion et à la protection des droits des personnes handicapées (Social Framework Act No. 2010-15) provides for the promotion and protection of the rights of persons with disabilities. The provisions regarding reasonable accommodation set forth in the Convention are reflected in Social Framework Act No. 2010-15. It provides for various measures of protection, assistance and support and establishes that the treatment and care of persons with disabilities constitute a national obligation (art. 5). The ban on discrimination has been fully incorporated into Social Framework Act No. 2010-15 of 6 July 2010, which stipulates, in particular, that there must be no discrimination on the basis of disability in development projects and programmes run by the State or by partner organizations (art. 14).
In addition to the principle of non-discrimination set out in the Constitution and the occupational health and safety rules set out in the Labour Code (arts. L180), Senegal has set a minimum access quota for persons with mental and physical disabilities in the civil service and in private companies.
Décret exécutif n° 14-214 du 30 juillet 2014 defines the terms and conditions for the reservation of working positions, the determination of the financial contribution and the granting of subsidies for the design and equipment of workstations forpersons with disabilities.