Two interesting cases regarding reasonable adjustments required where the worker’s mental impairment means that particular stress is caused by the failure to resolve ongoing work problems are: Leeds Teaching Hospital NHS Trust v Foster UKEAT/0552/10 (stress) Tameside Hospital NHS Foundation Trust v Mylott UKEAT/0352/09 and UKEAT/0399/10 (situational anxiety) In those cases, the employers failed to make reasonable adjustments such as resolving grievances quickly insisting on formal procedures being followed failing to understand the difference between saying that the worker’s complaints are groundless, and addressing the worker’s genuine anxiety about the matters in respect of which s/he is complaining. However, it is important not to have unrealistic expectations of employers. The EAT in Mylott added these cautionary words: ‘Employees with mental health conditions of the kind suffered by the Claimant can pose difficult management problems for employers. The question of what steps may be reasonable in order to adjust to their needs is a sensitive one, in which proper regard must be had to the interests of both parties, and tribunals should not set unreasonable standards.’ Sources of further information The Mental Health Foundation has an excellent website including fact-sheets on an A-Z of conditions at The Job Accommodation Network, an American website, provides a very useful fact sheet on accomodating people with Post-Traumatic Stress Disorder at The TUC’s ‘Representing and supporting members with mental health problems at work: Guidance for trade union representatives’ is available at There is an excellent publication, originally from Mind Out for Mental Health, but updated several times by different organisations, most recently by Mental Health First Aid England in 2013: “The Line Managers’ Resource – a practical guide to managing and supporting
Arranging for a colleague to read out the mail to the worker at particular of the working day. (Code, 6.33) Providing a support worker to accompany the worker if s/he to make home visits. (Code, 6.33) Real tribunal Tribunals have made these suggestions: Acquiring and adapting suitable software and providing adequate training on it. Allowing home working. Ensuring a job candidate is met at reception on arrival for an interview. Providing a teacher with a classroom assistant. Note: while it is useful to know the kind of adjustments tribunals think should have been made in real cases, it is important not to generalise, as each case depends very much on its own facts. See pages 32 - 40 for further suggestions as to reasonable adjustments generally. Sources of further information The RNIB has an excellent website at The site includes a description of common eye conditions, technology information sheets, guidance on web accessibility. There is a ‘Staying in work’ page at with a fact sheet on various adjustments, particularly an introduction to various kinds of access technology. Tiresias is the RNIB’s scientific research unit. Its website is also informative at An American Site, the Job Accommodation Network, has a factsheet, “Worksite accommodation ideas for individuals with vision impairments” at Ability Net is a charity providing free information and advice on computer technology for people with disabilities. Tel: Freephone 0800 269545 (if you call from home) or 01926 312847 (if you call from work) and website: