Access to Work

Who Access to Work can support

Access to Work can contribute practical support for someone with a disability, illness or health condition. In Great Britain, the person can be employed, self-employed, about to start or return to paid work, or in another eligible paid arrangement. The current GOV.UK eligibility guidance gives the complete list and says civil servants receive support through their employer instead.

Support can depend on the person's needs, job, workplace and scheme assessment. It may concern equipment, adaptations, travel, a support worker or communication support. Check the current official route rather than promising a particular item, percentage or grant cap.

The applicant leads the process

The individual seeking support applies and may need information from the employer about the role and workplace. Agree who will supply job details, quotes or other evidence, and keep health information restricted. The employer may be involved in buying agreed support or claiming an approved contribution, but should not present itself as the decision-maker for the scheme.

Ask what would help the person do the job rather than trying to diagnose the solution. Occupational health may answer a work question, but it is not always required and does not decide Access to Work eligibility.

Funding and workplace action

Record which support the employer will provide, what is subject to scheme approval, who owns equipment and how arrangements will be reviewed. Where an employer has a reasonable-adjustment duty, unavailable or partial scheme funding does not end that separate assessment, and a rejected application does not automatically make an adjustment unreasonable.

The Northern Ireland route is separate

For someone using the NI scheme, use the nidirect Access to Work (NI) guidance, not the GB application route. Separate scheme names and rules clearly in internal guidance so managers do not send people to the wrong service.