Access to Work is a government grant scheme that pays for the practical things that make employment possible for disabled people. It is genuinely useful, it isn’t means-tested, it doesn’t affect your benefits, and an astonishing number of people who qualify have never heard of it.
What it can pay for
- Special equipment and software — screen readers, magnification, ergonomic and adapted equipment, assistive tech.
- Support workers — a British Sign Language interpreter, a support worker, a job coach, a note-taker.
- Travel to work — taxis or other transport where you can’t use public transport because of your disability, and adaptations to a vehicle.
- Mental health support — via a dedicated support service, including a tailored plan and coaching.
- Adaptations to equipment or the workplace beyond what the employer must provide.
It covers employees, the self-employed, and people about to start a job or apprenticeship. There is a cap on the annual award per person, which the government uprates from time to time — worth checking the current figure on GOV.UK if your needs are high-cost, such as full-time BSL interpretation.
What it doesn’t replace
Access to Work sits on top of your employer’s legal duties. Under the Equality Act 2010, employers must make reasonable adjustments — changing working patterns, adjusting duties, altering premises, being flexible about absence related to disability — and pay for them. Larger employers are usually expected to fund basic adjustments themselves, with Access to Work covering more specialised or expensive support.
A useful framing when you talk to your employer: “Access to Work may fund the equipment; the adjustment to how I work is your duty.” It stops the conversation collapsing into who pays.
Applying, realistically
- Apply through GOV.UK (“Access to Work”). You can apply before you start a job, and you don’t need your employer’s permission to apply — though they’ll be contacted.
- Expect delays. Waiting times have been a persistent problem; apply as early as you possibly can, and chase politely but regularly, keeping a note of every call and reference number.
- Be specific about tasks, not diagnoses. “I cannot read standard-size print on screen for more than ten minutes” gets equipment; “I have a visual impairment” gets a form back.
- Get quotes ready for the equipment or support you’re asking for — it speeds up the assessment considerably.
- Ask for a review if your award doesn’t match what you need, and put the practical consequence in writing: what you cannot do at work without it.
If work goes wrong
Disability discrimination at work — refused adjustments, disciplinary action over disability-related absence, being pushed out — goes to an employment tribunal, and the time limit is short: normally three months less one day from the act complained of, and you must start Acas early conciliation first. That deadline catches people out constantly, so if things are going badly, get advice early rather than waiting to see if it improves.
Free help: Acas on 0300 123 1100, Citizens Advice, your trade union if you have one, and the Equality Advisory & Support Service on 0808 800 0082.
Most disabled people who leave work don’t leave because of their impairment. They leave because a fixable barrier stayed unfixed for too long.
For the underlying law on adjustments, see the Equality Act 2010 in plain English.