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What are “normal day-to-day activities” when establishing if an employee is “disabled” under the Equality Act?

Whether an employee is “disabled” and therefore protected against disability discrimination by the Equality Act is not an easy or common sense question. It requires considering a number of elements within a “legal” definition, including whether the employee’s “impairment” has a substantial adverse effect on their ability to carry out “normal day-to-day activities”. But what are “normal day-to-day activities”?

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