Access to Work Assessments: A Guide for People with Disabilities, Long Term Health Conditions, Mental Health Conditions and Neurodivergence

Many people face additional challenges in the workplace because of a disability, long term health condition, mental health condition or neurodivergence. These challenges may affect concentration, communication, organisation, mobility, fatigue, sensory processing or other aspects of work. While employers have a legal duty to make reasonable adjustments under the Equality Act 2010, some people require additional support that goes beyond what an employer is expected to provide.

An Access to Work assessment is designed to identify the barriers you experience in the workplace and recommend practical solutions to help you carry out your role successfully. The aim is to remove barriers, promote independence and support you to remain in work, start a new job or become self employed.

What is an Access to Work assessment?

Access to Work is a government funded scheme provided by the Department for Work and Pensions (DWP). After submitting an application, you may be offered an Access to Work assessment if further information is needed to identify the support that would be most beneficial.

The assessment is centred around you, your role and the challenges you experience at work. It is not a medical assessment and it is not designed to determine whether you are capable of working. Instead, it focuses on understanding what practical adjustments or support may help you perform your job more effectively.

The recommendations made following an assessment may be funded through the Access to Work scheme where appropriate.

Who can apply?

You may be eligible if you:

• Are aged 16 or over.

• Live and work in Great Britain.

• Have a disability, long term physical health condition, mental health condition or neurodevelopmental condition that affects your ability to work.

• Are employed, self employed, about to start work, attending a job interview or participating in an eligible work placement.

You do not need to receive Personal Independence Payment (PIP), Disability Living Allowance (DLA) or any other disability benefit to apply. Eligibility is based on how your condition affects your work rather than whether you receive benefits.

Who might benefit from an Access to Work assessment?

Access to Work assessments can benefit people with a wide range of conditions, including:

• Autism.

• ADHD.

• Dyslexia.

• Dyspraxia.

• Tourette syndrome.

• Anxiety disorders.

• Depression.

• Bipolar disorder.

• Obsessive compulsive disorder (OCD).

• Post traumatic stress disorder (PTSD).

• Long COVID.

• Chronic fatigue syndrome (ME/CFS).

• Fibromyalgia.

• Chronic pain conditions.

• Arthritis.

• Multiple sclerosis.

• Hearing impairments.

• Visual impairments.

• Physical disabilities.

• Neurological conditions.

• Other long term health conditions that affect your ability to work.

Having one of these conditions does not automatically mean you will qualify. The assessment considers how your condition affects you in your specific job and what support may reduce those barriers.

What happens during an Access to Work assessment?

Once your application has been received, an Access to Work adviser will usually contact you to discuss your circumstances. Depending on your needs, this may be completed over the telephone, by video call or through a workplace assessment.

During the assessment you may be asked about:

• Your current job and responsibilities.

• The parts of your role that you find difficult.

• How your condition affects your work.

• Your working environment.

• Any adjustments that have already been tried.

• Equipment you currently use.

• What support you feel may help.

The assessor will work with you to understand your needs and identify practical solutions. The process is collaborative and aims to find adjustments that enable you to carry out your role as effectively as possible.

What recommendations might be made?

Every assessment is different because recommendations are tailored to the individual. Support may include specialist equipment, workplace adjustments, coaching or additional services.

Examples include:

• Ergonomic chairs and desks.

• Specialist computer equipment.

• Voice recognition software.

• Screen reading software.

• Alternative keyboards and computer accessories.

• Assistive technology.

• Noise reducing equipment.

• Specialist lighting.

• Adaptations to the working environment.

• Flexible working arrangements where appropriate.

• Support workers.

• British Sign Language interpreters.

• Communication support.

• Travel support where public transport is not suitable because of a disability or health condition.

Support for people with mental health conditions

Mental health conditions can have a significant impact on work, affecting concentration, confidence, memory, organisation, attendance and emotional wellbeing.

An Access to Work assessment may recommend support that helps reduce these barriers. This may include workplace strategies, adjustments to working practices, specialist mental health support or coaching to help someone remain in employment and manage the demands of their role more effectively.

Support for neurodivergent people

Many neurodivergent people have valuable strengths that employers benefit from. However, they may also experience barriers within traditional working environments.

Following an Access to Work assessment, recommendations may include:

• Executive functioning coaching.

• Organisation and planning strategies.

• Time management support.

• Communication strategies.

• Sensory adjustments.

• Assistive technology.

• Clear written instructions.

• Structured routines.

• Regular supervision.

• Adjustments to meetings or communication methods.

These recommendations are intended to reduce unnecessary barriers and create a working environment where someone can work to their strengths.

Support for people with physical disabilities and long term health conditions

People living with physical disabilities or long term health conditions may require adjustments that improve comfort, accessibility or safety within the workplace.

Examples may include specialist equipment, adapted workstations, travel support, changes to working patterns or other practical solutions that enable someone to carry out their role safely and independently.

Does my employer need to be involved?

In many cases, your employer will need to be involved so that agreed adjustments can be implemented. However, Access to Work will discuss this with you and obtain your permission before contacting your employer.

The scheme works alongside an employer's legal responsibilities to make reasonable adjustments under the Equality Act 2010.

How do I apply?

Applications can be made online or by telephone.

Visit:

www.gov.uk/access-to-work

Alternatively, search online for:

Access to Work GOV.UK

Before applying, it can be helpful to think about the difficulties you experience at work and any adjustments you believe may help. This information can support discussions during your assessment.

If you would prefer to apply by telephone, contact the Access to Work helpline.

Telephone:

0800 121 7479

Relay UK:

18001 then 0800 121 7479

Opening hours are Monday to Friday, 9:00 am to 5:00 pm.

Final thoughts

An Access to Work assessment is designed to identify practical solutions that help people overcome barriers in the workplace. Whether you have a disability, a long term health condition, a mental health condition or are neurodivergent, the assessment focuses on understanding your individual needs rather than your diagnosis.

For many people, relatively small adjustments can have a significant impact on wellbeing, confidence, productivity and long term employment. If your health or disability is making work more challenging, an Access to Work assessment may provide recommendations and funding that enable you to work more comfortably, effectively and successfully.