Firstly you need a formal diagnosis from an appropriate medical practitioner not just a statement from the employee and then talk to the Occie health provider then facilitate the activity with the person, the persons manager, occie health and HR all together If you have no occie health provider in place discuss appointing a specialist just for the activity after evaluating the medical report This can be a bit time consuming but it is not as complicated as some would say and if you have no personal experience in this area get on board a suitable H&S practitioner for this one off activity NB: if the person will not co-operate then involve HR as people are supposed to co-operate / NB: If people say that you cannot see a medical report then they are wrong in most general cases as if you cannot see the rabbit how can you catch it and get the person to allow it in writing as this helps

Randolph A valid assessment of the individual's condition is essential as Bob says - although it may include an assessment by a HCPC registered (or chartered) clinical psychologist or a medical practitioner. Beyond that, the relevant law is The Equality Act 2010 which prescribes suitable adjustments to enable the individual to work without harm. Sometimes an occupational psychologist is best equipped to advise on appropriate adaptations to work (and work-related communications) and/or relevant training for the individual. Yet relevant safety/health laws take precedence if a choice has to be made.

Other than discussing with the employee - I would suggest all you can do is supervise them and if there are any performance issues revisit the discussion regarding an OH review. The OH practitioner will contact their specialist, if needed - the difference is that they will be looking at the condition from a 'work ' perspective and will be able to advise the employee and manager on anything that may help to keep them safe and in work.