A partnership approach should be taken to deciding what support should be put in place for an individual. People with a similar condition may have different working style and different preferences. The individual and manager should discuss the difficulties experienced by the individual because of their disability, and how these might be overcome.
If the individual and manager can agree appropriate support measures they may be implemented immediately. If advice is needed, it may be sought from the Staff Disability Advisor, email@example.com. A management referral to the University Occupational Health Service may also be required if medical advice is needed.
A trial period is always a good idea, to determine whether a reasonable adjustment is effective.
Managers of disabled staff should record any reasonable adjustments that are agreed, and review them regularly (perhaps in the annual personal development review). Are any changes needed? People’s disability and health change, and so do job requirements.