Creating an inclusive workplace is a legal requirement.
For Deaf employees, having the right support in place can make all the difference to their ability to perform effectively and feel valued in their roles.
The Access to Work scheme is an essential resource for employers and Deaf employees in the UK. It’s a Government-funded initiative that provides practical and financial support to help disabled employees overcome the work-related barriers they often face.
In this blog, we’ll explore how the Access to Work scheme works for Deaf employees, the types of support available and how employers can facilitate the process.
Understanding Access to Work
Access to Work is a UK Government programme aimed at helping disabled individuals get and stay in employment. It provides financial assistance to cover the additional costs not typically covered by employers as ‘reasonable adjustments’, including:
- Specialist equipment or assistive software
- Physical changes to your workplace
- Support workers, like a British Sign Language (BSL) interpreter, job coach or travel buddy
- Vehicle adaptations so you can get to work
- Travel to work costs, if you can’t use public transport
Types of support available for Deaf employees
Access to Work provides diverse support options for Deaf employees in the UK. It offers practical solutions to help Deaf individuals excel in their roles. Here’s an overview of the types of assistance available.
Communication support
Communication is one of the primary barriers for Deaf employees, especially in workplaces that rely heavily on verbal communication. Access to Work can provide funding for various types of communication support. These include BSL interpreters or lip speakers for job interviews, meetings, training sessions and other work-related activities, as well as translators who provide real-time transcription of spoken words into text, which can be displayed on a screen or device.
Specialist equipment
Deaf employees may require specific equipment to perform their jobs effectively. Access to Work can fund various assistive devices, such as visual alert systems, amplified telephones, closed-loop systems, and video relay services which allow Deaf employees to make and receive calls using sign language via a video interpreter.
Workplace modifications
Sometimes, physical changes to the workplace may be needed to accommodate a Deaf employee.
Access to Work can assist with funding these modifications, ensuring that the work environment is accessible and supportive.
Applying for Access to Work
The first step in applying for Access to Work is to ensure that the Deaf employee is eligible for the scheme. To qualify, the individual must be over 16 years old, have a disability or health condition that affects their ability to work, and be in – or about to start – paid employment (including self-employment) in the UK. The employer or the employee can start an application for Access to Work support. The process typically involves:
- Application form, which can be completed online via the Government’s Access to Work portal, or by phone. You can also contact the Access to Work helpline directly via InterpretersLive! for free, using a BSL interpreter. Sign Solutions provides this service along with supporting the Access to Work application process.
- Provide information, including details about the job role, the nature of the disability and the type of support required.
- Assessment – An Access to Work adviser may contact the employee and employer to discuss needs in more detail. Sometimes, a workplace assessment is conducted to identify specific requirements.
- Approval and implementation – Once the application is approved, Access to Work will outline the type and amount of support it will fund. It’s essential for the employer and employee to work together to ensure the support is effectively implemented.
- Review and feedback – Access to Work support is subject to periodic reviews to ensure it continues to meet the employee’s needs. Both the employer and the Deaf employee should provide feedback to ensure any adjustments or additional support needs can be addressed promptly.
While Access to Work provides significant financial support, employers still have responsibilities under the Equality Act 2010 to make reasonable adjustments for their disabled employees.
These include ensuring that the workplace is accessible and that Deaf employees have equal opportunities for training and career development. In general, employers should aim to create an inclusive culture, provide training for all members of staff and maintain open lines of communication.
Benefits of Access to Work
The Access to Work scheme offers numerous benefits for Deaf employees and their employers.
With the proper support, Deaf employees can perform their roles more effectively, contributing to higher productivity. Providing necessary support can also lead to higher job satisfaction and reduced turnover among Deaf employees.
Embracing diversity can lead to a more innovative and dynamic workplace. And making reasonable adjustments helps employers comply with their legal requirements and avoid potential discrimination claims.
How can Sign Solutions help make your organisation more accessible?
Under the Equality Act 2010, all employers are responsible for supporting and enabling their Deaf employees to access opportunities at work.
Whether you’re an employee or an employer, Sign Solutions can help pave the way for a more diverse and enriched working environment.
We provide BSL interpreting and translation services in-person or online, plus expert consultancy, including Access to Work advice, to help ensure your organisation is as accessible as possible.
All the skilled BSL interpreters we work with are DBS-checked and NRCPD-registered and can provide a high-quality service to Deaf people across the UK.
To find out more and for expert advice on which type of communication support will meet your needs and whether you can fund it through Access to Work, call us on 0843 178 0773, email atw@Signsolutions.uk.com or contact us via a BSL video interpreter.
