An employee of a corporate client has recently made ingenious use of the Job Centre Plus Access to Work scheme. Having previously made it clear on a number of occasions that her profound deafness did not require any adjustment whatsoever – apparently now she needs a representative from the Access to Work scheme to visit the employer’s premises and undertake a workplace assessment in order to assess the adjustments that she now desperately needs. Obviously the employer has little choice but to comply (notwithstanding inconvenience to the business at a critical time) or face the adverse inferences that a Tribunal will certainly draw from any refusal or delay. Could this have anything to do with the recent disciplinary investigation that has been commenced? What next? A subject access request under the Data Protection Act?