Rank: New forum user 
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Hi all, We have an operative who has been diagnosed with non-treatable muscle atrophy.
My initial response when I heard the news was to hold a meeting with the individual to better understand their condition and potential needs. I conducted a review of their work area and duties with their line manager to help eliminate potential hazards applicable to the individual.
The individual is becoming weaker and has now suffered a fall whilst traversing the site; simply because their legs "gave way" and they required help from another employee to stand. The person didn't suffer an injury when they fell however I felt it prudent the incident was recorded and a note put onto their file. I am due to hold a meeting with the HR Manager and their immediate Line Manager to discuss the incident in more detail, to discuss a possible change in the persons working duties / hours / rest periods and how best to manage their deteriorating condition. My greatest concern is if there is an incident, as such I am finalising a Personal Emergency Evacuation Plan. However if the individual were to fall down a flight of stairs or in front of a moving vehicle the consequences could be very serious. At what point would we consider dismissal on the basis of ill-health or there any other avenues worth persuing first?
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Rank: Super forum user 
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Any chance of a transfer to a sitting job? Sounds like he will soon need a wheelchair and this should be something brought up at the meeting. Even if he feels he does not need one, you can make this a mandatory part of his continuing to work on site from a safety perspective. This may mean ramps at the doors, disabled toilet, stair lifts, working in a ground floor office, etc. however, these would be "reasonable adjustments" under the Equality Act and, therefore, a legal duty.
Obviously the business has to be able to accommodate these changes within the structure but as you have a Safety Manager, HR Manager and more than one Line Manager, it is probably safe to assume that the organisation could absorb the costs and make the changes.
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 1 user thanked hilary for this useful post.
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Rank: Super forum user 
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You need to get yourself genned up on the Equality Act - where a person is disabled you need to make reasonable adjustments so that they can continue to work. In this case there will be a point at which they need to give up work but I wouldn't leap at that as a solution at this point. Do you have access to an OH advisor / workplace assessor etc who can give you guidance on this? I think you should take some expert advice about the nature of the disease, prognosis and the capability of the individual before you make any decisions on future employment.
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1 user thanked Hsquared14 for this useful post.
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Rank: Super forum user
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The person suffering the ill health should be advised that they can contact 'Access to Work' who will assess the workplace with them and part fund some adjustments. You will then get a report which will help you decide whether the adjustments are reasonable.
You should also refer the employee to an occupational health specialist to advise as to their fitness for work. They need to be absolutely open with the person doing the assessment, it's for their benefit as much as yours.
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2 users thanked John J for this useful post.
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