Hi Jackson, I can't think of an example or case study off the top of my head. I would say though, that we have a duty to allow people to work without causing any existing health condition to worsen due to the work activity, regardless of where the injury/ill health was sustained. This would certainly be identified on a personal risk assessment. Maybe Managment Regs, Welfare Regs or DDA guidance could give more help... Sorry this is brief. Hope it helps a little.

Workplace Regs (UK) Regulation 11, L24 para 82: 'Workstations including seating, and access to workstations, should be suitable for any special needs of the individual worker, including workers with disabilities.'

Jackson Firstly, you're doing a good job by taking the action needed to educate management about their statutory responsibilties. Secondly, from the information you have supplied, the 'strong' answer to management's request - which can be seen as a reasonable expression of prudence on their part - is that the employee may well be able to classify herself as 'disabled' and either claim for damages for unfair discrimiantion in accordance witht he DDA - which are on a much, much higher scale - than those for personal injury in relation to the relevant health and safety regulations. If you have a HR professional in the company, enlist his/her support about this as the economic case is very strong and it is in everyone's interest to avoid litigationi - the Equality Commission might well use your case as 'an example' to discourage others from similar failures. Thirdly, to see whether the DWP will provide some funding under its Access to Work scheme, encourage the employee to apply to them and act as a faciltiator for their enquires. Unless the coalition government has already cut their funding, they are often very supportive to bona fide claimants for furniture and other relevant supports at work.