I don’t know of any cases – Im sure there will be some out there however realistically the business needs justify why there is a limit to it eg – manpower, effect on skills, needs of the business, what is reasonable to the business

There are two issues short term accommodation for rehabilitation post injury/illness/surgery – generally there is much medical guidance on this

Then there is long term accommodation where Equality Act may apply – again this is up to the business to determine what is reasonable – following seeking relevant medical advice

Some company’s will have some policy / guide in place to ensure consistency and fairness to all employees.

I hope that helps?

Janet Patterson RGN, RSCPHN – OH, BSc (Hons) MMEDSCI. CMIOSH

OHA & Greggs Group OH Co-ordinator

Landline 0191 215 1150 Ext 34574

Mobile 07764 443498

Please be advised that all e-mail communication relevant to assisting in the management of the OH process will be entered into the individual's OH file. This may therefore be disclosed to the client under the Data Protection Act (1998).

Thanks Janet, I was just wondering whether any of you have had a case of an employee challenging dismissal for being unable to accommodate adjustments and stopping them after a certain length of time …. I have the feeling 6 months has been quoted by somebody. I realise it is up to the employer, but I am also mindful that once adjustments have been accommodated, it sets a precedent and then the employer is obliged to continue. Any thoughts?

That is up to the employer – ideally policy supported – but they determine what is reasonable to accommodate with other considerations based on good sound OH advice.

Regards

Janet Patterson RGN, RSCPHN – OH, BSc (Hons) MMEDSCI. CMIOSH

OHA & Greggs Group OH Co-ordinator

Landline 0191 215 1150 Ext 34574

Mobile 07764 443498

Please be advised that all e-mail communication relevant to assisting in the management of the OH process will be entered into the individual's OH file. This may therefore be disclosed to the client under the Data Protection Act (1998).

JP

Does anyone know of any case law about timeframes? If an employee is at work with, say, light duties, how long is the employer obliged to accommodate this?

Any views appreciated

Kind regards

Sue Spencer

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