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Trainer’s Notes:

This slide reinforces the idea that inclusive employment is a legal and ethical obligation, not
just good practice. We’re looking at three major frameworks that define the rights of persons

with disabilities — especially as they relate to work and inclusion:

1. UN Convention on the Rights of Persons with Disabilities (CRPD)

Article 27 of the CRPD affirms the right of people with disabilities to work on an equal basis
with others in a labour market that is inclusive and accessible. It’s important to stress: this is

not an act of charity. This is a fundamental human right. All EU countries have ratified this
Convention.

2. UN 2030 Agenda

Inclusive employment contributes directly to:

- SDG 8: Decent work and economic growth
- SDG 10: Reduced inequalities

These goals are not just for governments. Companies have a key role in achieving them —
especially in high-contact sectors like hospitality.

3. EU Directive 2000/78/EC

This directive requires all EU Member States to implement laws that protect workers with

disabilities.

It also mandates the provision of reasonable accommodations — such as adjusting work
schedules, providing assistive tools, or modifying recruitment processes.

Failure to comply can lead to legal consequences — but more importantly, it represents a
missed opportunity for inclusion and innovation.

Suggestions:

Quick Group Question:

“Do you know what laws or protections exist in your country to support employees with

disabilities?”

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Project Number 2023-1-IT01-KA220-VET-000152721