No, sorry cannot help as I have never come across this in my workplace. Does the person attend a MS clinic, would they be able to help with info on it to tailor the RA to that persons needs, or perhaps you can ring a MS clinic to obtain the info yourself.

OK thanks for reply...not 100% sure what has been done etc....our HR have been involved and I'm due to meet with them tomorrow so will understand more then. Thanks

"Risk Assessing"? Really? Isn't this more about a dialogue with the person to assess their needs and determining what adjustments are required to enable them at work? MS is a progressive & debilitating disease. Much will depend on the stage of illness. No doubt a time will come when a Personal Emergency Evacuation Plan is required. The time may also come when they are no longer able to work. As with most things, the best person to inform this ongoing discussion and review will be the MS sufferer themselves. You can read-up on MS, but you won't know how this individual is affected until you meet and speak with them.

Oops! Our posts crossed Ian. Something I said, Sweeney?

Actually Ron MS is not always progressive. Like you I thought it was but with a certain celebrity having being recently diagnosed there has been a lot of discussion on the radio etc. Apparently not all forms are progressive, in fact most aren't, with the person returing to 'normal' after each episode. Anyway, personally I would agree that you should talk to the person themself who know will their own illness. BUT I always have issues as to how far a H&S professional should stray into the realms of occupational health issues that we are not medically competent to advise on.

Thank you all for your comments and feedback....all very useful.

Sweeney Your situation echoes that described by Michael66 in his posting "Arthritis" dated 8th May this year about being asked to risk assess a tanker driver with arthritis. There were some good responses to that posting and likewise good ones have already been made to your posting. For any person known or perceived to have any medical condition (permanent or temporary) which MIGHT but won't necessarily affect their ability to work effectively and safely, it's surely vital for their line manager to talk with them and find out what information they have and what their thoughts are. The same goes for any others from HR, occupational health and OS&H if they really need to be involved. Though people can be diagnosed with MS, arthritis or any other condition, their brains and feelings continue to function as before. Failures to heed this fact fall under the broad term of "Does s/he take sugar?" syndrome. There are numerous websites about the syndrome and some forum users will know that its title made a superb one for the BBC radio programme about disability matters. The large HR department in which I worked until recently had an employee with MS. Most of the other employees in the department probably didn't know and didn't need to know. Though my immediate colleagues and I were aware that the employee had some flexibility with working hours to deal with fatigue arising from the condition, I don't think any of us had any professional involvement. Any adjustments needed were probably agreed between the employee and line manager/s. Changes might be needed as and when the employee's condition changes over time and can probably be agreed as before between the employee and line manager/s. If necessary advice could be sought from occupational health, but it's unlikely to involve OS&H as well.