You as the employer must decide what is 'reasonable', and this depends on how large an organisation you are, how practicable the adjustment is, and how much it will cost.  The adjustment could entail physical adjustments to the premises or the workstation, for example ensuring there is a lift as well as stairs, or providing a special chair.  It can also mean adjustments to the nature of work, ensuring the employee has time set aside to take medication, or adjusting working hours to fit in with public transport.  In many cases the employee will explain their needs.

There are times when employers want advice on whether an individual is disabled, what might be needed, and whether or not this would be considered 'reasonable'.   We can help you identify staff for whom the Equality Act might apply, and to identify adjustments that would help these staff at work.  This is particularly important for individuals with a mental impairment, where it can be difficult to decide whether aspects of work may be harmful to the employee, or if the individual may be a risk to others.  The great majority of individuals with mental impairments are able to work effectively, so it is important to ensure the right support is provided and the right decisions are made.

Where can I find out more?

The Equality and Human Rights Commission has a useful website that explains some of the issues of the Equality Act.