Yes BUT only if you have a genuine reason to do so and that reason is not because of their disability or because of something arising out of their disability and you have complied with your duty to make reasonable adjustments.
For example, you cannot dismiss someone who is unable to do their job because of their disability without having first investigated whether any reasonable adjustments could be made to enable them to do their job.
We recommend taking specialist advice in those circumstances as dismissals involving disabled employees may carry a high degree of risk. This is especially the case in schools, where the potential compensation from a disability related dismissal claim could be very high (taking into account pension loss and loss of earnings).
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