If you’ve been told you have cataracts, you’re probably already thinking about how it’ll affect your day-to-day life. But what about your rights at work, driving, or even accessing public services? The good news is that the Equality Act 2010 offers legal protection for people whose vision loss has a substantial impact on daily living. What’s often less understood, though, is how far those protections actually go and when cataracts are considered a disability under UK law.
So, let’s go through exactly how the Equality Act applies to cataracts, what counts as a “reasonable adjustment” at work, what documentation you might need, and how to make sure your legal rights are respected every step of the way.
Understanding Cataracts and Their Everyday Impact
Cataracts are when the clear lens inside your eye becomes cloudy, gradually affecting how well you see. The condition can develop in one or both eyes and, for many people, it starts slowly — causing mild blurring, glare, and difficulty with colours or reading fine print. As cataracts progress, that cloudiness can begin to interfere with your ability to drive, read, or work on screens.
The key point under the law is this: it’s not the diagnosis itself that matters, but how much it affects your everyday life. You could have mild cataracts that don’t cause any significant disruption, in which case you wouldn’t usually be considered disabled under the Equality Act. But if your vision loss becomes substantial and long-term, that changes things.
This might mean you can no longer read small text without magnification, need brighter light for basic tasks, or find it difficult to navigate unfamiliar places safely. When your eyesight starts limiting your independence or work capacity, that’s when your legal protections come into play.
The Equality Act 2010 and What It Covers
The Equality Act 2010 is the main law in the UK that protects people from discrimination in the workplace, education, and access to services. It brings together previous anti-discrimination laws under one framework, covering protected characteristics such as age, race, sex, and — most importantly in this context — disability.
The Act defines disability as “a physical or mental impairment that has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities.”
If you have cataracts that significantly reduce your vision and the effects are likely to last for at least 12 months, you may be protected under this definition. The “long-term” part is important — cataracts don’t typically go away on their own, so unless you’ve had successful surgery, they’ll usually meet this requirement.
The “substantial” element refers to how much the condition affects you. If your visual impairment goes beyond minor inconvenience — say you struggle with mobility, driving, or reading without assistance — it’s considered substantial.
When Cataracts Are Considered a Disability
Not everyone with cataracts will automatically be classed as disabled under the law. For many, early-stage cataracts may cause only mild symptoms. But once the condition reaches a stage where it interferes with basic daily activities, it can absolutely qualify.
Let’s look at a few examples where this threshold is often met:
- You’re unable to drive safely due to glare, light sensitivity, or reduced contrast.
- You have difficulty working with computers or reading small print even with glasses.
- You struggle to navigate steps, uneven surfaces, or low-lit areas safely.
In these situations, cataracts would be seen as having a substantial impact on your life. The fact that cataract surgery can often restore your vision doesn’t negate your protection in the meantime. While you’re living with the impairment, the Act still applies.
Even after surgery, if you experience ongoing visual limitations (for example, due to postoperative complications or another eye condition), those ongoing effects can still be covered under the Equality Act.
Your Rights at Work
If cataracts affect your ability to do your job safely or efficiently, you’re entitled to what the law calls “reasonable adjustments.” These are practical changes that employers must make to help you overcome workplace barriers caused by your condition.
What’s “reasonable” depends on the size of the organisation and what resources are available, but examples include:
- Adjusting lighting to reduce glare.
- Providing high-contrast computer monitors or screen magnifiers.
- Allowing flexible hours for medical appointments.
- Giving extra breaks for eye rest or treatment recovery.
- Offering remote work or different duties if needed temporarily.
Your employer has a duty to act once they’re aware of your condition. If they ignore your request or treat you unfairly because of it, that may count as disability discrimination.
The best approach is to have an open, written discussion with your manager or HR, explaining how your cataracts affect your work and suggesting practical changes. Most employers are legally required — and generally willing — to help once they understand what’s needed.
Reasonable Adjustments Beyond Work
The Equality Act also covers service providers, meaning that shops, banks, hospitals, local councils, and other public bodies must make their services accessible to people with disabilities — including visual impairments caused by cataracts.
Examples include:
- Providing large-print or high-contrast versions of documents.
- Making sure websites meet accessibility standards for screen readers.
- Ensuring premises have clear, visible signage and good lighting.
- Offering help with form-filling or navigation if requested.
If a service provider refuses to make these changes or acts in a way that disadvantages you, that may count as discrimination. You can raise the issue informally at first, but if it continues, you can take the matter further through the organisation’s complaints process or by seeking advice from Citizens Advice or the Equality and Human Rights Commission (EHRC).
How to Prove You Need Adjustments
To get adjustments at work or access changes elsewhere, you may be asked to provide some form of medical documentation. This doesn’t have to be complicated. A short letter from your GP, optometrist, or ophthalmologist confirming your diagnosis and describing how it affects your vision is usually enough.
It helps to include details like:
- Your visual acuity (for example, 6/18 or worse in one or both eyes).
- The degree of glare sensitivity or visual field restriction.
- Expected duration — particularly if surgery hasn’t yet been scheduled.
You don’t need to share your entire medical record — just enough to show that your cataracts cause a long-term and substantial impact on your ability to function.
Once your employer or service provider has this evidence, they’re legally obliged to consider reasonable adjustments. If they fail to act, they could be breaking the law.
Driving and the Law
One area where eye health and the law intersect directly is driving. The DVLA sets minimum vision standards, and if cataracts cause you to fall below those, you must notify them.
To hold a licence, you must:
- Be able to read a number plate from 20 metres away (with glasses or contact lenses if needed).
- Have visual acuity of at least 6/12 (on the Snellen scale).
- Have an adequate field of vision.
If your cataracts affect your ability to meet these standards, you’re legally required to stop driving until your vision improves — typically after cataract surgery. Failing to notify the DVLA could lead to fines, prosecution, or invalidation of your insurance.
After successful treatment, most people can resume driving once cleared by their ophthalmologist. It’s always best to check with your surgeon before getting behind the wheel again.
Cataract Surgery and Legal Protection During Recovery
Cataract surgery is highly successful, but recovery can still take a few weeks. During this period, you might have temporary blurred vision or light sensitivity, especially if only one eye has been treated so far.
If this affects your work, your employer should continue to provide reasonable support — such as allowing time off for recovery, reducing screen work, or enabling you to work from home until your vision stabilises.
If complications arise (like posterior capsule opacification, which can cause cloudiness to return), your legal protection remains in place. The Equality Act doesn’t stop applying just because you’ve had surgery — what matters is the current level of visual impairment.
Protection Against Discrimination
It’s against the law for an employer, school, or service provider to treat you unfairly because of your cataracts. That includes:
- Firing or demoting you due to vision loss.
- Refusing to make reasonable adjustments.
- Harassing or ridiculing you over your impairment.
- Failing to promote or hire you based on your condition.
This applies even if the discrimination happens indirectly — for example, a workplace policy that disadvantages visually impaired employees (like mandatory use of bright screens without alternatives) can still be unlawful.
If you believe you’ve been discriminated against, you can file a claim through an employment tribunal or seek advice from ACAS or an employment law specialist.
Insurance, Benefits, and Financial Support
While cataracts are not usually classed as a critical illness for insurance purposes (because they’re treatable), you may still be eligible for financial support if your vision loss affects your ability to work or live independently.
This can include:
- Personal Independence Payment (PIP) – for help with daily living or mobility needs.
- Access to Work Grant – for workplace adaptations, travel costs, or specialist equipment.
- Statutory Sick Pay (SSP) or employer sick leave during surgery and recovery.
Your eligibility depends on how severely your vision is affected and how long it’s expected to last.
Common Misconceptions About Cataracts and the Law
Many people assume that because cataracts are common — and treatable — they don’t count as a disability. That’s not true. The Equality Act doesn’t distinguish between “common” and “rare” conditions. What matters is the functional limitation.
Another misconception is that you lose your protection after surgery. Again, not necessarily. If you have complications, secondary cataracts, or residual visual issues, those ongoing effects are still covered.
And finally, employers sometimes believe they can’t be held responsible if they simply “didn’t know” about your cataracts. But the law says that if an employer could reasonably have been expected to know — for example, if you’ve mentioned your vision problems — then they still have a duty to act.
Frequently Asked Questions
1. Are cataracts classed as a disability under the Equality Act?
Cataracts can be recognised as a disability under the Equality Act 2010 if they have a significant and long-term impact on your ability to perform everyday activities. The Act defines a disability as any physical or mental impairment that substantially limits daily functioning for at least 12 months. For someone with cataracts, this might include difficulty reading, driving safely, recognising faces, or working effectively on a computer. Even though cataracts are common and treatable, the law focuses on how much they affect your day-to-day life rather than the medical label itself. If your vision loss interferes with essential tasks and isn’t immediately reversible, you are likely protected under the Act.
2. Do I need to tell my employer about my cataracts?
You’re not legally required to tell your employer about your cataracts unless your vision affects your ability to do your job safely or efficiently. However, informing them is often the best course of action, as it enables them to fulfil their duty to make reasonable adjustments under the Equality Act. Employers can only support you if they understand the challenges you face, such as glare sensitivity, eye strain, or reduced contrast perception. Disclosure doesn’t mean you’ll be treated unfairly; in fact, the law protects you from discrimination once you’ve made them aware. Open communication also helps prevent misunderstandings about your performance and ensures you’re working in an environment suited to your needs.
3. What counts as a reasonable adjustment at work?
Reasonable adjustments are practical steps employers must take to help you work effectively despite your visual impairment. These changes can vary depending on your job role, but examples include adjusting lighting to reduce glare, supplying large monitors or screen magnifiers, changing computer contrast settings, or providing text-to-speech software. Employers might also allow flexible hours for medical appointments, extended screen breaks, or temporary remote work if your vision fluctuates after surgery. The word “reasonable” takes into account the size and resources of the organisation, but most employers are legally expected to make proportionate changes that allow you to perform your role comfortably and safely.
4. Can I be dismissed because of cataracts?
An employer cannot dismiss, demote, or treat you less favourably simply because you have cataracts if your condition qualifies as a disability under the Equality Act. They have a legal duty to explore and implement reasonable adjustments before considering any action that could disadvantage you. Termination based purely on reduced vision would almost certainly be seen as discriminatory unless it can be shown that no adjustments could make the job safe or practical to perform. For instance, if cataracts prevent you from meeting essential vision standards in a safety-critical role and no alternatives exist, dismissal may be lawful — but this must follow a fair and documented process. In most cases, dismissal linked to untreated or unsupported cataracts would breach your employment rights.
5. Do cataracts affect my right to drive?
Yes, cataracts can affect your right to drive if they reduce your vision below the minimum standard set by the DVLA. You must be able to read a number plate from 20 metres away and have visual acuity of at least 6/12 on the Snellen scale, with an adequate field of vision. If your eyesight falls below these levels, you are legally required to stop driving and inform the DVLA. Failure to do so could result in penalties or invalidation of your insurance. Most people can return to driving once their vision is restored after cataract surgery, provided their ophthalmologist confirms they meet the standard again. During recovery, it’s best to wait until your eyes are stable and comfortable before resuming driving.
6. What happens if my vision is still poor after cataract surgery?
If you continue to experience vision problems after cataract surgery — for example, due to secondary clouding, glare, or other eye conditions — you may still be protected under the Equality Act. The law focuses on your functional ability at any given time, so ongoing visual impairment after surgery can still count as a disability. In such cases, you’re entitled to workplace adjustments and fair treatment, just as you were before the operation. Many people experience temporary blurriness or light sensitivity during recovery, which employers should also accommodate with flexible working arrangements or reduced screen use until your vision improves.
7. How do I prove my cataracts affect my daily life?
You don’t need extensive medical evidence to prove that cataracts are affecting you. A simple letter from your GP, optometrist, or ophthalmologist confirming the diagnosis and explaining how it limits your vision is usually sufficient. The documentation should describe the specific challenges you face, such as difficulty reading fine print, coping with glare, or driving safely at night. It’s not necessary to share your full medical history — only the information relevant to your condition’s impact on daily life. Once you’ve provided this evidence, your employer or service provider must consider and act on reasonable adjustments to avoid discrimination.
8. What should I do if my employer refuses to make adjustments?
If your employer refuses to make reasonable adjustments after being informed of your condition, start by raising the issue in writing and keeping a clear record of all communication. If they continue to ignore your requests, you can seek advice from ACAS or Citizens Advice, who offer free guidance on how to resolve workplace disputes. In more serious cases, you may be able to bring a claim for disability discrimination before an employment tribunal. The Equality Act places the burden on employers to show that any refusal was reasonable — so if their decision causes unnecessary hardship or prevents you from doing your job, it may not stand up legally.
9. Can I get support outside of work if my cataracts affect my independence?
Yes, if cataracts significantly limit your ability to carry out everyday activities, you may be entitled to financial or practical support. Options include Personal Independence Payment (PIP) to help with living or mobility needs, and the Access to Work scheme, which can cover equipment or travel costs related to employment. Local councils may also provide visual aids, home adaptations, or mobility training. Eligibility depends on how much your vision affects your daily life rather than the specific diagnosis. These forms of support are designed to help you remain independent and maintain a good quality of life while managing your condition.
10. How long does legal protection under the Equality Act last?
Your protection under the Equality Act lasts as long as your cataracts, or their effects, continue to have a substantial and long-term impact on your daily activities. This means your rights don’t automatically end once surgery is planned or completed, especially if recovery takes time or complications occur. If your vision remains impaired or you develop another related issue such as secondary cataract, your coverage continues. Essentially, your legal protection follows your functional ability — not the diagnosis alone — ensuring that you’re supported for as long as your sight affects your independence, work, or access to services.
Final Thoughts
Living with cataracts can be frustrating, but it doesn’t mean losing your independence or your rights. The Equality Act 2010 is there to ensure that you’re treated fairly — at work, on the road, and in public life. Whether you’re waiting for surgery or managing ongoing visual challenges, you’re entitled to understanding, reasonable support, and equal access.
If you’re unsure about how to apply these rights in your specific situation, it’s worth seeking professional guidance or talking to your eye specialist about the documentation you might need. And remember, if you ever feel discriminated against because of your vision, the law is on your side.
For more advice about cataracts, treatment options, or your visual health, visit the team at London Cataract Centre — we’re always here to help you see clearly and confidently again.
References
- Equality and Human Rights Commission (2023) Equality Act 2010: Guidance on Disability Definition. Available at: https://www.equalityhumanrights.com (Accessed: 6 November 2025).
- ACAS (2023) Disability Discrimination at Work. Available at: https://www.acas.org.uk (Accessed: 6 November 2025).
- NHS (2024) Cataracts. Available at: https://www.nhs.uk/conditions/cataracts (Accessed: 6 November 2025).
- GOV.UK (2024) Driving Eyesight Rules. Available at: https://www.gov.uk/driving-eyesight-rules (Accessed: 6 November 2025).
- Citizens Advice (2024) Discrimination Because of Disability. Available at: https://www.citizensadvice.org.uk (Accessed: 6 November 2025).