Will she lose out in some way, for example being on her own all day, or not being able to get a cup of tea, or missing out on other things that her colleagues have access to?

She would be working with other members of staff on site, in an office environment and we have all her welfare facilities available as normal. de l

Leslie, you could well be discriminating against her, it is a very sensitive position you are in and i would advise you to be very careful how you handle her. As an ex lift engineer i can promise you that it is possible to fit a lift in most buildings. If it is only one floor it might be possible to fit a disabled lift, this type of lift doesnt take up the same floor space as a conventional lift does. Contact DWP access to work, you may well be surprised at what they can offer you to help out your lady. Another option might be to let her operate from home, however there are many implications to that option, and would need full support from both the company and the employee.

Is the building open/accessible to the public? If so, you may need to consider the lift option. If not and it is purely for your staff then I would suggest the addiiton of a lift for this person is above and beyond the call of reasonable adaptation and that your current train of thought is the correct route to take. I.e relocate the individual to a similar environment with easier access. I would try and include the said person throughtout the decision making process - much depends on the mentality of the person involved (ie, are they easy going or obstructive). Noone likes change and any office move is usually met with negative comments etc. However make the new working environment a more pleasant experience and these comments are soon forgotten once they are settled in.

Check the DDA Code of Practice. I agree with the previous poster who has advised that you document what you do. This is particularly true when you rule an option out. At the very least get an access audit carried out and make sure you involve all disable staff in the decision making process. Justification on the grounds of cost will be based upon the financial resources of the company. If it is a listed building then involve the heritage agencies. It is re-assuring to see someone looking ahead in order to retain employees with disabilities and not forgetting the experience brought to the job by the person plus the hidden cost of recruitment. Always be wary of making assumptions.