There are occasions when an employee has some kind of health condition that makes him require a reasonable accommodation. For example, an employee is injured and unable to drive and suggests that he work from home. Now, this could be a reasonable accommodation if the employee is the sort who can work on a computer and can communicate with the office and do all the work that’s necessary from home, for a period of time to recover.

 If the employee is somebody who’s working on the shop floor or who otherwise has to be in the office to do the work, that wouldn’t be a reasonable accommodation. These are fact-sensitive issues and there’s no one size fits all. You need to take into consideration what is it the employee does, what the employee can do, and whether that imposes an unreasonable hardship on you, the employer.