Hi.
Looking for some advice on this situation.
Employee who is the Head of Training is disabled. Employer did not ask at any stage if the employee was disabled and there was no formal disclosure by employee, but their physical disability was visible from interview stage. Employee has also openly discussed their disability, including symptoms that were not visible at interview, and how it affects them with colleagues and line manager. There have been no performance issues and employee has completed all tasks required.
Employee's condition has deteriorated and they are struggling with pain. Speaking is a trigger for one part of their pain. Their job should involve delivering training, but this is causing the employee to have more pain and fatigue. The ideal for the employee would be to not deliver training and focus on other aspects of the role, but it's a small company and we don't have another trainer.
What would be considered reasonable adjustments in this scenario? If the employee delivers the training and this causes flare ups, is it reasonable to then give them the rest of the day off to recover, for example?