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Access to Work: The Complete Guide for Employers and Employees | InkludX
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Mewngofnodi Dechrau arni Access to Work: The Complete Guide for Employers and Employees Everything you need to know about the UK's Access to Work scheme โ who is eligible, what it covers, how to apply, timelines, costs, maximum awards, and practical tips for getting the most from the programme.
Access to Work: The Complete Guide for Employers and Employees
What Is Access to Work?
Access to Work (AtW) is a UK government programme funded by the Department for Work and Pensions (DWP) that provides practical and financial support to disabled people in employment. It covers costs that go beyond what would be considered a "reasonable adjustment" under the Equality Act 2010.
Key principle : Access to Work covers the EXTRA costs of disability in the workplace โ not costs that any employer should bear as reasonable adjustments, and not costs that arise regardless of employment.
Eligibility
Who Can Apply? Anyone with a disability, health condition, or mental health condition that affects their ability to work Must be in paid employment (including self-employment), about to start paid work, or about to start a work trial Must be aged 16+ and live in England, Scotland, or Wales Must NOT be receiving full-time education (separate support exists for students)
What Counts as "Disability"? Any physical or mental health condition lasting 12+ months (or expected to) No formal diagnosis required for application โ Access to Work uses functional assessment Includes: mobility impairments, visual impairments, hearing loss, mental health conditions, neurodivergence, learning disabilities, chronic pain, chronic fatigue, epilepsy, and many more
What Access to Work Covers
Communication Support at Interview BSL interpreters, lip-speakers, palantypists, or notetakers for job interviews Tagiau uk employer-incentives
Inklud Adeiladu gweithluoedd cynhwysol trwy gysylltu talent รข chyfle, un lleoliad ar y tro.
Applied for by the job applicant (not the employer)
Available since 2021 โ removed a major barrier for deaf jobseekers
Assistive Technology and Equipment
Screen readers (JAWS, SuperNova) and magnification software
Specialist keyboards, mice, and input devices
Speech-to-text software (Dragon NaturallySpeaking)
Ergonomic chairs, desks, and workstation modifications
Hearing equipment beyond basic hearing aids (e.g., Roger pens, loop systems)
Support Workers
Readers : For blind and visually impaired workers who need documents read
BSL interpreters : For deaf workers in meetings, training, and daily communication
Job coaches : Ongoing support for people with learning disabilities or autism
Mental health support : The Access to Work Mental Health Support Service provides up to 9 months of coaching-based support
Personal assistants : Physical support for workers with mobility impairments
Travel to Work
Taxi fares when public transport is not accessible
Adaptations to a vehicle
Fares for a companion if the person cannot travel independently
Not covered : Standard commuting costs that any employee would incur
Working from Home Support
Equipment and technology for accessible home working
Increased where remote working expanded post-COVID
Costs and Awards
Cost Sharing Access to Work does NOT cover 100% of costs in all cases:
Employer contribution : Employers contribute a percentage based on their size: - 1โ49 employees: No contribution for first ยฃ10,000
- 50โ249 employees: 20% of first ยฃ10,000
- 250+ employees: 100% of first ยฃ10,000 (only AtW pays the excess above ยฃ10,000)
Self-employed : No contribution
New starters : No employer contribution for the first 6 weeks
Maximum Award
Approximately ยฃ66,000 per year (2023/24) โ reviewed annually
This cap is controversial for deaf people requiring full-time BSL interpreters (costs can exceed the cap)
For exceptional cases, higher awards can be agreed through the AtW panel
Award Period
Typically 1โ3 years
Renewable โ reviewed at renewal to check continuing need
Equipment is typically funded as a one-off purchase; support workers as ongoing
How to Apply
The Process
Contact AtW : Call 0800 121 7479 or apply online (www.gov.uk/access-to-work)
Initial assessment : AtW adviser gathers information about the condition, job, and barriers
Workplace assessment : An approved assessor may visit the workplace (or conduct a remote assessment) to identify needs
Award letter : Details what will be funded, for how long, and any employer contribution
Procurement : Equipment ordered, support workers arranged, or funding agreed
Claiming : Employer or individual claims reimbursement (or AtW pays supplier directly)
Timelines
Target : Decision within 20 working days of application
Reality : Often 4โ8 weeks for straightforward cases, 8โ12 weeks for complex cases
Interview support : Faster turnaround (can be arranged within days)
Tips for a Successful Application
Apply early : Don't wait until you start the job โ apply as soon as you have a job offer
Be specific : Describe specific tasks you struggle with, not just your condition
Suggest solutions : If you know what equipment/support you need, say so
Get a workplace assessment : Even if you know what you need, an independent assessment strengthens the case
Keep records : Note dates, reference numbers, and names of everyone you speak to
Appeal if refused : Ask for a review if you disagree with the decision โ many are overturned
For Employers
Why Access to Work Matters to You
Reduces your accommodation costs : AtW covers expenses beyond reasonable adjustments
Removes barriers to hiring : Knowing AtW exists means cost is not a reason to avoid hiring disabled candidates
Supports retention : Existing employees who acquire disabilities can be supported to stay in work
Expert guidance : AtW assessors provide expert advice on workplace adjustments
Employer Responsibilities
You still must make reasonable adjustments under the Equality Act (AtW is for costs beyond reasonable adjustments)
You may need to contribute to costs (see Cost Sharing above)
You must facilitate the workplace assessment and implement agreed adjustments
You cannot refuse to hire someone because AtW has not yet been processed โ that would be disability discrimination
Common Employer Mistakes
Waiting for AtW before starting : Begin the role with interim adjustments; AtW will reimburse backdated costs
Assuming AtW covers everything : Basic accessibility (accessible premises, standard software) is YOUR responsibility
Not knowing AtW exists : The biggest mistake โ train HR and hiring managers about AtW
Not supporting the application : Help the employee with the process; provide job role information promptly
Resources
GOV.UK: Access to Work โ www.gov.uk/access-to-work
Access to Work helpline: 0800 121 7479
Disability Rights UK: Factsheet on Access to Work
Business Disability Forum: Access to Work employer guide
RNIB: Access to Work for visually impaired people
RNID: Access to Work for deaf and hard of hearing people Cadwch yn gyfoes Derbyniwch y diweddaraf ar gyflogaeth gynhwysol.
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