In the USA, a company had best make as much accommodation as necessary for the specific illness/disability/challenge - no one wants the legal headaches associat

In the USA, a company had best make as much accommodation as necessary for the specific illness/disability/challenge - no one wants the legal headaches associated with failing to give accommodation under ADA. That means providing a diagnosis to HR (or your equivalent) and discussing what's appropriate. If there's pushback from HR, and the employee feels they require certain accommodation, a note from the doctor works wonders.