Only if the affected individual is unable to produce any substantial work, and cannot be reassigned to a more suitable position by the employer, is there just cause for dismissal. The Employment Protection Act covers all employees and contains no derogations for disabled persons. However, there is special legislation regarding discrimination of disabled employees. Strict employment protection legislation has been shown to reduce employment and participation rates, especially in the cases of individuals who are already prone to entry problems, such as people with mental health issues (OECD, 2013b).