Barrier-free work is not just about ramps or accessible offices. First and foremost, it is about conditions in which people can work without harming their health, without constant stress and without having to ‘adapt’ to the system.

One of the key elements of such accessibility is a flexible work schedule. For people with disabilities, this is often not a bonus, but a necessary condition: the opportunity to combine work with treatment, rehabilitation, medical procedures or a special daily routine.

A flexible work schedule may include:

• shifting the start and end of the working day;
• part-time work;
• a combination of offline and remote work — as agreed between the employee and the employer.

This is the practical embodiment of the principle of accessibility: it is the organisation of work that must adapt to the needs of the person, not the other way around.

It is important to note that the introduction of a flexible schedule does not abolish labour guarantees. Remuneration, holidays, social protection and seniority remain within the limits of current legislation. Work should not worsen a person's health — and creating such conditions is a sign of a responsible, modern employer.

Discrimination on the basis of disability is prohibited. Refusal to grant a flexible schedule without valid reasons effectively creates a barrier to employment and deprives a person of equal opportunities.

A flexible schedule is not a privilege.

It is a tool for equality, respect and the real participation of people with disabilities in the working life of society.