Your Legal Obligations As An Employer

Employers must not discriminate against a disabled person when recruiting.
From October 2004, all employment, whatever the size of the organisation, came within the scope of the DDA, with the sole exception of the armed forces. Previously it used to depend on the size of the organisation, and the police, fire and prison services used to be excluded. This is no longer the case. All employers except the armed forces have duties under the DDA which makes it unlawful to discriminate against employees or job applicants on the grounds of disability.
Employers are legally responsible for ensuring that discrimination does not occur in the workplace. This includes the need to make reasonable adjustments for people with disabilities. It is unlawful to discriminate against disabled people by treating disabled employees less favourably for a reason related to their disability without justification.
As an employer you are required to make 'reasonable adjustments' to recruitment processes, work arrangements and the working environment in order to accommodate disabled people. An employer who fails to comply with this duty will be guilty of discrimination, unless the employer can show justification.
Employers must not discriminate against a disabled person when recruiting, while they are doing the job (including career development and promotion), and when applying redundancy or dismissal procedures.