Flexible Working Arrangements

A flexible approach gets the best out of all employees, including people with disabilities.

Where possible, be flexible in allocating work tasks, providing variety and reducing repetition in tasks and providing regular breaks. This can be particularly helpful for people with musculoskeletal disorders.
Some people with intellectual impairments may tire easily and benefit from an extra break or flexibility in working hours.
If a person with a mobility impairment uses public transport, they may find rush-hour a more difficult time to travel. Look at whether a slightly later or earlier start or finish time is possible to enable them to travel outside peak periods.
Allow the person time off to attend medical or therapy appointments if they need to.
If a person requires time off due to their disability, a phased return to work can be more effective than a longer period of time off and an immediate return to full duties. This is applicable for people with a wide range of conditions, including mental health issues.
If you are able to, consider allowing employees with fluctuating conditions and other disabilities to work flexi-time, work at home on days when their condition is worse or accrue additional hours when they are well. You are only required to make accommodations to a level that is reasonable but if you are able to be flexible you will be able to retain valued staff.