An employer is only obliged to make reasonable adjustments where they know – or could reasonably be expected to know – that the person concerned is disabled and is likely to suffer a substantial disadvantage in comparison to a person who is not disabled. The employer should have suitable and confidential systems in place to gather information about an employee's or candidate's disability.
Once disability is established, the employer should consider consulting with the individual, their GP and/or the employer's occupational health adviser on how the person's ability to carry out their job is affected by the disability, and on the types of reasonable adjustment that could be made.