May 8, 2025

An employers’ guide to claiming Access to Work

Deaf or hard of hearing employees bring so much to businesses. They have unique perspectives, skills and problem-solving abilities. In turn, these skills have the potential to transform your teams and your processes.

But how do you support Deaf, hard of hearing and Deafblind people in your workplace?

And how do you actually look after them, not just tick a box for compliance?

Well, the Access to Work scheme is one way to approach this. It offers financial assistance to help you make reasonable adjustments, so you can make your entire workplace inclusive and accessible.

This blog contains a comprehensive walkthrough about how you, as an employer, claim Access to Work.

What is Access to Work?

Access to Work (sometimes abbreviated as ‘AtW’) is a Government-backed scheme designed to support employees with disabilities or health conditions, and their employers. Through Access to Work, you can get grants to cover the costs of practical support. This includes sign language interpreters, specialist equipment, workplace adaptions, hearing aid loops and so on.

Employers can apply for Access to Work on behalf of their employees (and individuals who will soon become their employees). However, employees usually apply themselves. They’ll need your support and assistance for this process. Access to Work is available to businesses of all sizes, from the smallest sole traders to huge international companies.

To be eligible to receive the Access to Work grants, though, the employee must meet the following conditions:

Have a physical or mental health condition or disability that affects their ability to do their job
Be 16 or over
Be in paid work or about to start or return to paid work in the next 12 weeks
Live and work in England, Scotland or Wales

What support is available through Access to Work?

Access to Work helps businesses support Deaf people in several ways. For example, it’ll help you fund the following (and much more):

Communication support – this includes British Sign Language (BSL) interpreters, lip speakers or note-takers to facilitate communication between employees, colleagues, visitors, suppliers and other stakeholders.
Specialist equipment – grants can cover the cost of equipment such as hearing aids, hearing aid loops or amplified telephones.
Workplace adaptations – it’s often a good idea to modify the physical environment. Deaf and hard of hearing individuals usually don’t need many changes, but consider devoting a dedicated area to a rest area to help alleviate concentration fatigue.
Mental health support – the scheme provides access to the Mental Health Support Service. Deaf people often struggle with mental health and loneliness, especially if they’ve been mistreated at previous places of employment or education.

To be clear, the Government won’t simply throw money here, there and everywhere. You have to prove that the funding you need is reasonable. The level of support and subsequent funding depends on the individual’s needs and the nature of their condition. We suggest contacting an expert or the official helpline to discuss Access to Work before you invest in anything. That way, you can determine the most appropriate and effective support for your employee and claim most of the expenses back.

If your employee has been in the role for fewer than six weeks, or if they’re self-employed, Access to Work often covers the full cost of support. That includes things like interpreters, equipment or adjustments. For those employed longer than six weeks, the employer will probably be expected to contribute. Access to Work typically pays up to 80% of the cost over a set threshold (currently around £1,000 for large companies, £500 for mid-sized companies and nothing for small businesses), up to £10,000. See more on the Government’s fact sheet. It’s worth checking this early so you’re not caught off guard.

How to apply for Access to Work

Your Access to Work application – which you can investigate more here – involves several steps.

Initial contact – employers or employees contact the Access to Work helpline to discuss eligibility and support options.
Assessment – an adviser assesses the individual’s needs, which may involve a workplace visit or telephone interview.
Decision – based on the assessment, the scheme will decide on the level of support and funding available. (This can take a few weeks.)
Implementation – once approved, you’ll arrange and implement the necessary support.

Here at Sign Solutions, we strongly recommend planning ahead. Processing times can vary a lot. You typically get your decision a few weeks after the employee’s assessment. Still, we have seen applications take up to three months. In other words, the sooner, the better.

Also, Access to Work applications are sometimes rejected. Don’t be disheartened. There’s usually an easy fix or something you forgot to clarify in your application. Work with an ATW specialist like us to identify the best way to submit an appeal. Many times, this second application goes through without a hitch.

Creating a more inclusive workplace

Although Access to Work helps employers like you support their staff with disabilities (including Deafness and hardness of hearing), it’s a support scheme, not a trailblazer. Although it helps, it’s not the be-all and end-all when it comes to your legal (and moral) obligations.

Employers have a legal duty (under the Equality Act 2010) to make reasonable adjustments for any employee with disabilities. Access to Work complements this obligation with financial support. Use it to ensure you meet your legal obligations and create a more inclusive workplace culture.

If your Access to Work application doesn’t get approved, you still have a responsibility to support your employee. Things like hearing aids and interpreters still need covering, and it’s against the law – not to mention unfair – to dismiss someone just because their access needs aren’t being met. Think of Access to Work as a helping hand. It’s a great option, but not the only one, and it doesn’t replace your duty to do the right thing.

Getting started with Access to Work

To explore how Access to Work can support your business, visit the official Access to Work website. You’ll find detailed information on eligibility, application procedures and available support options here.

If you’re considering recruiting a Deaf or hard of hearing individual, or if you already employ someone, get in touch with us here at Sign Solutions. We’ll help you in navigating the (sometimes complex) Access to Work scheme, including the entire application process. We also offer services such as British Sign Language interpretation, Deaf Awareness Training and support with workplace adjustments, all to ensure your Deaf employees integrate into your workforce and make a meaningful, actionable difference with their work.