Badger, I would imagine that this is a terrible thing to have to face with in a working environment. Not sure about the illness myself so i can't really advise but the best bet would be the Parkinson charities and self help groups. Surely they would be the best point of call for finding out how you could at best make sure the person is Ok and safe at work I've not really been in a position like this before so would advise to contact those who know best

It's a compliment both to the employee involved and to yourself and the company that the gentleman has brought the matter into the open. Firstly, ask him to share medical information with you in confidence, so that you have a firm basis for negotiating changes to his task load and his work environment. Secondly, a variety of ergonomic changes can assist with alterations to his work environment and task load. An occupational psychologist who specialises in disability-induced career management can also advise him (and you) on ways to adjust his horizons, balancing flexibility and dignified efficacy. Thirdly, explain to him how the 'Access to Work' scheme may be willing to pay for ergonomic and occupational psychology services. Good work!

Try and work with them to figure out what they want if you can. My dad suffers from Parkinsons and it is a truly horrible illness (he is retired however). From a practical point of view I'd advise reducing the risk of trips as much as possible - they'll probably find that as the illness worsens they lose the ability to lift their feet and can often stumble . Ensure there are handrails on stairs etc. There are so many underlying issues, memory loss, lack of attention span and worse as the illness develops (personality can change too). But, certainly in the early stages you'll probably not notice any major changes apart from the mild tremors and carrying on as normal as possible is probably what they want and what you should aim to provide. Suggestions and advice already given is sound and worth following up too.

Badger, You can download this template here www.wrap.org.uk/sites/fi...%20Risk%20Assessment.doc and fill it in to your own requirements, you could try and getting in touch with the Charity i mentioned and get them involved with your Risk Assessment

I think that's best to take time, I stupidly noticed the symptoms a few years ago and just casual asked the person if he did, have parkinsons he became angry and of course denied it, he ignored me for months after and I felt crap about asking a bit of naivety on my part, thinking i would save him having to say anything to me. I did say it to him in private and after he denied it I didn't say anything to him or anyone else.

The troubles to memory and attention, to which grim72 refers, are examples of the employee's cognitive processes that need to be assessed without delay. Without a professional assessment of this kind, the employer is very seriously failing to provide the basis for the reasonably adjustment to which the semployee is statutorily entitled by The Equality Act. This failure may result in litigation unless it is addressed competently; be warned - as appropriate discrimination is involved. financial penalties against a negligent employer far, far higher than in civil cases in occupational safety and health. The 'stages of change' approach to appropriate interventions for thi and other complex conditions are discussed by Haslam in the May 2002 issue of Applied Ergonomics, and by Oakman and others in the September 2016 issue of the same professional journal.