You mean like during a legal case?

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I do. As an employer you have a duty to make reasonable adjustments as stated in the Equality Act 2010. I’m not going to get into what reasonable means or any definitions of disability or health-conditions. Controversially I don’t think it’s helpful. Although of course it would be in the case of a legal dispute but I’d prefer that it never got to that stage. I’d prefer that you made great workplace adjustments, your employees felt happy in your workplace and your organisation was as effective as it could possibly be.