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The ISL Act 2017 recognizes Irish Sign Language (ISL) as an official language of Ireland and provides for its use in certain legal proceedings. With regards to employment, the Act requires employers to make reasonable efforts to provide for the use of ISL in the workplace, such as by providing ISL interpreters or other forms of support for communication, and by making information about the job available in Irish Sign language (ISL). This means that Deaf individuals have more legal rights to use Irish Sign Language (ISL) in the workplace, and have access to information in ISL, which can help level the playing field in terms of finding and keeping employment.

It’s also worth mentioning that the ISL Act 2017 also requires public bodies to make reasonable efforts to provide for the use of Irish Sign language (ISL) in their provision of services to the public.

Overall, the ISL Act 2017 is an important step forward in promoting the rights and inclusion of Deaf individuals in Ireland by recognizing Irish Sign language (ISL) as an official language and requiring public bodies to make reasonable efforts to provide for the use of ISL in the provision of services to the public.

For more information – Irish Sign language Act 2017 (Number 40 of 2017)

In Ireland, the Employment Equality Acts 1998-2015 provide protections against discrimination in the workplace for individuals with disabilities, including those who are deaf or hard of hearing. Under these acts, it is illegal for an employer to discriminate against a job applicant or employee on the grounds of their disability, which includes hearing loss. This means that employers are not allowed to treat a job applicant or employee less favorably because of their hearing loss, and must make reasonable accommodations to ensure that the individual is not at a disadvantage in the workplace.

This includes providing appropriate communication support, such as ISL interpreters or assistive technology, and making necessary adjustments to the workplace or working conditions. Employers are also required to provide equal opportunities for promotion, training and other benefits, and not to harass or victimize the employee because of their disability.

The Irish Human Rights and Equality Commission (IHREC) is responsible for enforcing these acts and provides guidance on the rights and obligations of employers and employees in relation to disability discrimination.

In summary, The Employment Equality Acts 1998-2015 in Ireland provide legal protections for deaf individuals against discrimination in the workplace and require employers to make reasonable accommodations for their employees who are deaf.

For more information – Employment Equality Acts 1998-2015

Reasonable accommodation refers to the adjustments or modifications that an employer must make in the workplace to ensure that employees with disabilities, including those who are deaf or hard of hearing, are not at a disadvantage.

In Ireland, the Employment Equality Acts 1998-2015 require employers to make reasonable accommodations for employees with disabilities, including those who are deaf or hard of hearing.

Examples of reasonable accommodations that may be provided for deaf employees include:

• Providing ISL interpreters or other forms of communication support as needed
• Installing assistive technology such as hearing loops, flashing fire alarms, and visual alarms
• Making adjustments to the physical layout of the workplace to improve accessibility
• Providing training for colleagues and managers on working with deaf employees and effective communication strategies
• Allowing flexible working arrangements, such as working from home or adjusting start and finish times

It’s worth noting that the responsibility for identifying the need for reasonable accommodations rests with the employer and employee together, and the employer is required to make the accommodations unless it would impose undue hardship on the business.

In conclusion, employers in Ireland are legally required to provide reasonable accommodations for employees with disabilities, including those who are deaf or hard of hearing, to ensure that they are not at a disadvantage in the workplace

More information – Disability and Reasonable Accommodation

Sign language interpreters in Ireland are professionals who are trained to interpret between Irish Sign Language (ISL) and spoken or written English. They are a crucial support service for Deaf individuals in Ireland as they facilitate communication between Deaf and hearing individuals in a variety of settings, including education, healthcare, employment, legal proceedings and public services. They are also provided in a wide range of formats, including face-to-face interpreting, remote interpreting, and video interpreting.

It is important for employers and service providers to ensure that they have access to appropriate Irish Sign language (ISL) interpreting services when needed, as it is their legal duty to make reasonable accommodations for their deaf employees, clients or customers. This includes providing appropriate communication support, such as sign language interpreting services, where necessary to ensure that the individual is not at a disadvantage.

In summary, Sign language interpreters in Ireland are professionals trained to interpret between Irish Sign Language (ISL) and spoken or written English. They are a crucial support service for Deaf individuals in Ireland as they facilitate communication between Deaf and hearing individuals in a variety of settings. Employers and service providers have a legal duty to make reasonable accommodations for their deaf employees, clients or customers, which includes providing appropriate communication support such as sign language interpreting services.

Please note, As there is a shortage of interpreters, especially outside the Dublin area, you will need to book as far in advance as you can to ensure availability.

The Irish government provides funding for a range of services and supports for individuals who are deaf or hard of hearing, including grants for ISL interpreters.

The Department of Employment Affairs and Social Protection (DEASP) provides funding for Irish Sign Language (ISL) interpreters for job interviews through its “Intreo” service. Intreo is a one-stop-shop for jobseekers, and it provides a range of supports such as jobseekers’ allowance, employment services, and training.

The grant for Irish Sign Language (ISL) interpreters for job interviews is provided to jobseekers who are deaf or hard of hearing to assist them in participating in job interviews and other employment-related activities. The grant is intended to cover the cost of the ISL interpreter, and the jobseeker can apply for the grant through their Intreo Centre.

It’s worth noting that the grant is subject to availability of funds, and it may also be subject to certain conditions and restrictions.

In summary, the Irish government provides funding through the Department of Employment Affairs and Social Protection (DEASP) for Irish Sign language (ISL) interpreters for job interviews through its “Intreo” service, to assist job

More information on the Job Interview Interpreter Grant

Details of applicant and interview.

Application Form – Section 1: Job Interview Interpreter Grant (JIIG)

Details of interpreter, including costs, for attending the interview.

Application Form – Section 2: Job Interview Interpreter Grant (JIIG)

Recruitment agencies in Ireland are legally bound to comply with the Employment Equality Acts 1998-2015, which prohibits discrimination on the grounds of disability, including deaf or hard of hearing in the areas of recruitment and selection. This means that recruitment agencies are not allowed to treat job applicants or employees less favorably because they are deaf and must make reasonable accommodations to ensure that the individual is not at a disadvantage in the recruitment process.

However, it’s important to note that recruitment agencies are not obliged to take on any specific individual, regardless of their disability status. They are required to treat all job applicants fairly and not discriminate against them because of their deafness. The recruitment agency should consider the qualifications and skills of the deaf individual, and not make a decision based on the individual being deaf.

In summary, recruitment agencies in Ireland are legally bound to comply with the Employment Equality Acts 1998-2015, which prohibits discrimination on the grounds of disability, including deaf or hard of hearing, in the areas of recruitment and selection. They must make reasonable accommodations to ensure that the individual is not at a disadvantage in the recruitment process, but they are not obliged to take on any specific individual, regardless of their disability status.

Career guidance consultants working with Deaf individuals in Ireland should have a good understanding of the unique challenges and barriers that Deaf individuals may face in the job market, and be able to provide tailored guidance and support to help them overcome these barriers.

The career guidance consultants should have the ability to communicate with the Deaf individuals in their preferred language, which is Irish Sign Language (ISL) or in written English. They should also have knowledge of assistive technology and other forms of communication support that can be used to facilitate communication with Deaf clients.

They should also be familiar with the relevant legislation, such as the Employment Equality Acts 1998-2015, which prohibits discrimination on the grounds of disability in the workplace, and the duties of employers to make reasonable accommodations for employees with disabilities.

In addition, Career guidance consultants should have knowledge of the support services available for Deaf individuals in Ireland, such as ISL interpreting services, note-taking services, captioning, and assistive technology, which can be used to help Deaf individuals access and participate in the job market.

In summary, Career guidance consultants working with Deaf individuals in Ireland should have a good understanding of the unique challenges and barriers that Deaf individuals may face in the job market, be able to communicate with Deaf individuals in their preferred language, familiar with the relevant legislation, have knowledge of assistive technology and other forms of communication support, and be aware of the support services available for Deaf individuals in Ireland.

For more information – Career Confidence

The appropriate terminology when talking about Deaf people in Ireland is “Deaf,” “Hard of Hearing,” “Person with a hearing loss,” and “Deafened.”

• “Deaf” is used to refer to individuals who have little or no hearing and who identify as members of the Deaf community.
• “Hard of Hearing” is used to refer to individuals who have some degree of hearing loss, but may not identify as members of the Deaf community.
• “Person with a hearing loss” is a neutral term that can be used to refer to anyone who has a hearing loss, regardless of whether they identify as Deaf or Hard of Hearing.
• “Deafened” is used to refer to individuals who have lost their hearing later in life, as opposed to being born deaf.

It’s important to note that each person has their own preferences and identity, and it’s important to respect that when communicating with them. It’s always a good idea to ask the person how they prefer to be referred to.

In summary, the appropriate terminology when talking about Deaf people in Ireland is “Deaf,” “Hard of Hearing,” “Person with a hearing loss,” and “Deafened.” It’s important to respect each person’s preferences and identity and ask how they prefer to be referred to.

Whether or not to disclose that you are deaf when applying for a job is a personal decision, and there are pros and cons to consider.

On one hand, disclosing that you are deaf when applying for a job can enable an applicant to request reasonable accommodations that will make it possible for them to perform the job, such as sign language interpreters, captioning, or assistive technology. It also allows the employer to plan and make the necessary adjustments to ensure equal access to the job and may lead to a more inclusive and equitable workplace.

On the other hand, some individuals may feel that disclosing that they are deaf is not relevant to their qualifications for the position and may choose not to disclose it. They may also be concerned about facing discrimination during the hiring process.

It is important for job applicants to be aware of their rights, and to feel comfortable disclosing that they are deaf to potential employers, as it can lead to a more inclusive and equitable workplace. Employers are legally prohibited from discrimination on the basis of disability, including deaf and hard of hearing, during the hiring process. Ultimately, the decision of whether or not to disclose that you are deaf when applying for a job is up to the individual, and it is important to consider all factors involved in making this decision.

More information: A Guide to Disclosure