The Law on the Protection of Disabled Persons (1990, amended 2008) applies to all employers in China that hire people with disabilities. Article 29 guarantees equal opportunity in hiring, while Article 46 calls for barrier removal and technical support. “Disabled person” is defined in Article 2 as any individual with long-term physical, mental or sensory impairment that limits participation in work and social life. Employers must understand these definitions before making any workplace changes.
Under Articles 45 and 46, employers must provide workplace adjustments that allow employees with disabilities to perform core duties. Common forms include installing ramps and handrails, widening doorways, adapting restrooms and providing assistive devices such as screen-reading software or adjustable desks. Firms also often offer flexible scheduling or remote-work options to accommodate medical appointments and rehabilitation.
An employee starts the process by submitting a written request to HR along with a medical certificate or disability assessment. The employer should strike a collaborative tone: arrange a meeting within 10 business days to discuss needs, potential adjustments and cost estimates. Although the national law does not set a strict deadline for completing adjustments, many local regulations recommend responding within 30 days of the request.
Workers who face barriers or discrimination can file a complaint with their local Disabled Persons’ Federation. Investigations often involve on-site inspections, after which the employer may be ordered to make corrections. Penalties vary by region but typically include monetary fines, public notice of non-compliance and, in repeat cases, restrictions on government contracting.
Managing workplace adjustments requests under Law on the Protection of Disabled Persons (1990, amended 2008) can be complex—multiple forms, strict timelines, and cross-team coordination all add burden.
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Start by training managers on disability rights and workplace adjustments best practices. Awareness reduces delays and miscommunications.
Create a simple request form that asks for specific details: the barrier the employee faces, any medical recommendations and preferred timeline. A clear form speeds up the interactive process.
Work with local Disabled Persons’ Federations or certified rehabilitation centers. They can advise on appropriate adjustments and may offer financial subsidies.
Keep an internal log of all requests, decisions and implemented adjustments. A transparent record helps you track progress, resolve disputes and prepare for inspections.
