Employer C had an employee off sick with “stress”. The employee had been off for around 3 months. Employer C was concerned that they had no idea how long their employee was likely to remain off work and whether it was appropriate for them to bring in a replacement. They wondered whether the employee might be classed as somebody with a disability. We advised Employer C to obtain the employee’s consent to an occupational health report being conducted. Once the consent was obtained, we introduced Employer C to an occupational health provider who arranged a meeting with the employee and submitted a report. The contents of the report then enabled Employer C to identify whether there were any adjustments it could make to assist its employee and to implement those reasonable adjustments. The employee then returned to work on a phased return instead of remaining off work indefinitely.