Walker As a start have you tried << http://www.direct.gov.uk...abilityRights/DG_4001068 >>

Tried that just sends you into a loop of unhelpful dross

I very much doubt the legislation has changed dramatically regarding transition from DDA to Equality act. The term 'reasonable adjustments' is the key detail and as there isn't any specifics in relating to your own particular circumstances it already appears that's the direction you are going... why a 'specialist risk assessment'? Just something specific that may require additional consideration for the individual which can be task based e.g. break down of tasks, the environment and of course cover emergencies where required?

I agree with your concerns etc... The fine line is recognising not to make an individual into a 'special case' as can cause concern from the rest of the work force, also important to ensure a 2 way commitment with the individual to avoid a stubborn approach that I have had the recent pleasure of!

Hi again, my post seemed to dissapear! I work closely with a firm of solicitors in the Midlands who are very savvy in these matters. Thier employment law team have a good track record and are well up on the DDA and H & S stuff. They offer a half hour free appointment at present for you to sound them out about your issue and then they will tell you what it will cost to continue. It's well worth half hour of your time because if you get this wrong it could cost you. Post me if you want their contact details.

Ron Hinter is quite right, is this individual actually in the disabled category or it it some sort of other medical condition. You need to be sure you are going in the right direction before going into the DDA/equality field. Is this individual someone who can easily over come or recover from the position? If he is within the disabled category is the work he undertakes really suitable for his disability or is it case of trying to get him to work bwetter. It is of concern that your HR department are not really willing to help, is there any other reason for this position? As you can see there are many things to consider, without more detail the simple solution is ask the professional people to guide you through the employment law side.

I know its my fault because I'm reluctant to add detail, but conclusions are being jumped to. Maybe I was wrong mentioning DDA We want to enable him to carry on doing his job, with whatever adjustments are needed( to identify these I need an expert). There are no issues/conflicts between the employer & employee. However a third party is involved (we provide a service to a client) and I need to have a cast iron case with which to satisfy them. Fornhelper - Thanks but it appears "recent changes" mean the responsibilities have moved eg it would appear Job Centre plus are no longer where you ask.

We have a DDA specialist in house, please private mail if interested and I can pass details on.