Susan Hornsby-Geluk is managing partner at employment law firm Dundas Street and a regular opinion contributor.

OPINION: Dyslexia has not been well understood until relatively recently. In many instances people with this condition have not been properly diagnosed or supported, and instead have been sidelined as slow learners or poor performers in the workplace.

A recent study by the University of Edinburgh reveals that one in 10 people have dyslexia. This means there is a significant portion of the workforce for whom accommodations may be required in order to enable them to undertake certain roles.

Given that dyslexia is regarded as a “disability” under the Human Rights Act, discrimination against people with this condition is unlawful. This can lead to difficult issues in an employment context where a job requires a particular level of literacy or reading ability.

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The act imposes particular obligations on employers in respect of the recruitment and employment of people with disabilities, including that an employer may not refuse to employ an applicant who is qualified for work, by reason of their disability.

There is an exception where the person could perform the role only with the aid of special services or facilities and it is not reasonable...

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