Access to Work

For your best chance of success with Access to Work…
 
Do designate a named person in the organisation for both the disabled employee and Access to Work to contact. If you are a larger organisation, you may even want to consider appointing someone to deal with all Access to Work cases

Do respect an individual’s right to privacy - request information only on a ‘need to know’ basis.

Do welcome the chance to think creatively about finding ways to meet your employee’s access requirements - the most expensive way may not be the only - or even the best - solution!

Do support your employee as they go through the Access to Work process - it can only be to your benefit, directly and indirectly.

Do be aware that the Access to Work process can be a very difficult, and even distressing, one for disabled individuals. If you have the capacity, the support you offer may go beyond practical support with their application.

Do familiarise yourself with the additionality principle. Access to Work won’t fund general business costs.

Don’t speak on behalf of the disabled employee - always allow them to speak for themselves and if you are asked questions about their needs consult with them

Don’t spend any money on the support you’re seeking help with before you are given authorisation - Access to Work won’t give retrospective funding

Don’t allow a difficult or negative experience with Access to Work jeopardise disabled people’s chances of working in your organisation, now or in the future