Downloads Disabled People Employment Cycle Article 27 of the CRPD Disabled people Reasonable accommodation State sector Private sector Minimum-wage exemptions Disclosure of mental health Employment Future action Where are we now? Monitoring NZ's progress Equality at work indicators What next? Who are we? Where are we now? Discrimination complaints to the Human Rights Commission Regions Younger and older workers Not in Education, Employment or Training (NEET) Gender Sex discrimination complaints Ethnicity Employment and pre-employment race-related complaints People with disabilities Equality at work indicators Youth work crisis The gender pay gap Why a Pay Equality Bill? Pay Equality Bill What next? Employment cycle Protection from unemployment Migrants Occupational segregation Early childhood education Paid parental leave Low pay and minimum wage Sexual orientation Older workers Right to work Framework of the Future review Check list for employees Check list for employers Literature review Other resources The employment cycle is used by the Human Rights Commission when advocating for equality issues and the right to work for disabled and all other people. It covers the whole work experience and spans protection from unemployment and how people access work, through to their exit from the labour market. The employment cycle links to Article 27 of the Convention on the Rights of Persons with Disabilities (CRPD) which states that disabled people have “the right to the opportunity to gain a living by work freely chosen or accepted in a labour market and work environment that is open, inclusive and accessible to persons with disabilities”. The CRPD is the most modern application of the right to work and brings together the agreed human rights and norms of disabled people. Article 27 of the CRPD brings these rights and norms together in relation to employment.