Access to Work is one of the most underused yet impactful government schemes available to UK employers. Designed to remove barriers in the workplace, it provides funding for reasonable adjustments that enable disabled and neurodivergent employees to thrive.
Whether you’re looking to support a team member with dyslexia, autism, anxiety, or a physical impairment, Access to Work funding can cover a wide range of practical solutions – from specialist coaching and workplace strategy support to assistive technology training, ergonomic equipment, and even travel assistance.
For many employers, particularly HR teams and line managers, the uncertainty around what counts as a “reasonable adjustment” can lead to delays or inaction.
Making inclusive adjustments doesn’t have to be complex or costly – especially when the government helps fund them.
Beyond simply complying with your legal duties under the Equality Act 2010, embracing Access to Work is a proactive step towards becoming a more inclusive, disability-confident employer. It’s not just about ticking boxes; it’s about creating an environment where all employees can perform at their best.
And let’s be clear: when your employees are supported with the right tools and strategies, they’re not just more confident – they’re more productive, loyal, and engaged.
What Is Access to Work?
Access to Work is a UK government-funded programme that helps employers provide the right support for disabled employees or those with health conditions that affect how they work. The scheme offers financial assistance for a broad range of workplace adjustments, empowering businesses to build inclusive workplaces where every employee can contribute confidently.
So, what does it actually fund? Access to Work can pay for:
- Assistive technology and the training to use it effectively (e.g., screen readers, voice recognition software)
- Workplace Needs Assessments to identify what support is required
- Specialist coaching or mentoring, especially valuable for neurodivergent employees (such as those with ADHD or autism)
- Ergonomic equipment or physical adaptations to the workspace
- Mental health support and counselling
- Transport costs, if the employee cannot use public transport due to their condition
The scheme is especially valuable for employers who may feel unsure about how to make appropriate adjustments. With expert guidance and funding support, you don’t have to guess your way through compliance. Access to Work provides structure, clarity, and financial relief at a time when businesses are striving to meet diversity, equity, and inclusion targets.
This isn’t just about “nice-to-have” extras – it’s about enabling your staff to do their jobs effectively. That’s good for business, good for culture, and good for your reputation as a Disability Confident Employer.
Who Is Eligible for Access to Work?
One of the most common misconceptions about Access to Work is that it’s only for people with visible or severe disabilities. In reality, the scheme supports a wide spectrum of needs – including hidden disabilities and neurodivergent conditions such as autism, ADHD, dyslexia, and mental health challenges like anxiety or depression.
If an employee has a physical or mental health condition that impacts their ability to do their job – or even get to work – they could be eligible for Access to Work funding.
What can the scheme fund?
- Workplace Needs Assessments to identify the right support and reasonable adjustments
- Assistive Technology (e.g., speech-to-text software, screen readers, ergonomic equipment)
- Assistive Technology Training to ensure tools are used effectively in daily work
- Workplace Strategy Coaching for neurodivergent staff to improve focus, organisation, and communication
- Specialist Mentoring for mental health support
- Adaptations to the working environment, including furniture or layout changes
- Support workers or job coaches, if needed
- Travel-to-work support, where public transport isn’t an option due to a disability
Crucially, if the employee applies within their first six weeks of starting a new job, the support can be fully funded, regardless of the employer’s size. After that period, Access to Work may still fund a significant portion of the support, but larger organisations may need to contribute depending on their size and structure.
This funding is not a luxury – it’s a lifeline. And yet, too many employers either aren’t aware of it or assume the process is too complex to bother. That’s where YorLinc comes in. We make the process straightforward, fast, and effective.
Top Reasons Employers Miss Out on Access to Work
Despite being a powerful tool for creating more inclusive workplaces, many employers still overlook or underuse the Access to Work scheme. Why? In our experience working directly with businesses across the UK, it usually comes down to a few common issues:
1. Lack of Awareness
Many employers – especially in small to mid-sized organisations – simply don’t know that Access to Work exists. Others may have heard of it, but don’t realise the full scope of what it can fund, or how straightforward the process can be with the right support.
2. Myths and Misconceptions
Some employers believe that:
- The scheme is only for people with physical disabilities
- Employees need a formal diagnosis to qualify
- Access to Work only covers minor adjustments None of these are true. The scheme supports a wide range of needs, including neurodiversity support, assistive technology training, and mental health interventions.
3. Fear of Bureaucracy
Let’s be honest – anything government-funded can seem intimidating. Employers worry the process will be time-consuming, slow, or overly complicated. And if they’ve tried it before without guidance, it might well have felt that way.
4. Previous Bad Experiences
Some businesses have attempted to navigate the system alone and waited months for responses, only to receive vague outcomes or rejected applications. This leads to the belief that it’s not worth the effort.
5. Cost Misunderstandings
There’s a persistent fear that workplace adjustments will be expensive and unaffordable. But Access to Work often covers up to 100% of the cost, especially when applications are made within an employee’s first six weeks. Even beyond that window, cost-sharing is scaled based on business size, and most adjustments are far more affordable than assumed.
6. Trying to Do It All Internally
Larger employers sometimes assume they must go through Access to Work to stay compliant, when in reality, private-funded options can be faster and more effective in urgent cases. We’ve seen companies wait six months unnecessarily when a direct, private route could have solved the issue in a week.
How YorLinc Simplifies the Process
Let’s be honest – navigating Access to Work funding on your own can feel like trying to assemble furniture without instructions. That’s why many employers come to us after spending months waiting for approvals or giving up altogether.
At YorLinc, our role is simple: we make it easy.
We’re not just a service provider – we’re an Access to Work assessment centre, which means we understand exactly how to write reports that meet DWP criteria and get approved. In many cases, if you’ve already had a YorLinc Workplace Needs Assessment, your employee can skip the government’s own assessment entirely – saving weeks of waiting.
Here’s what we can do for you:
- End-to-end guidance: We help both employers and employees understand what’s needed and how to apply for Access to Work funding.
- Application support: If you or your employee need help filling out the forms, our trained admin team will walk you through it.
- Workplace Needs Assessments: Our expert assessors identify appropriate reasonable adjustments and help you understand the business case for each one.
- Fast response times: While going direct to Access to Work can mean waiting weeks or months, we provide courtesy calls, status updates, and actual human support.
- Assistive technology and training: We don’t just recommend software or tools – we train your team to use them confidently and productively.
- Flexible funding routes: If Access to Work isn’t an option – or if funding is delayed – we offer employer-funded alternatives tailored to your budget.
And remember: if an employee is new to their role, and you apply within their first six weeks, Access to Work can cover 100% of the support costs. We make sure you don’t miss that critical window.
Whether you’re a Disability Confident Employer looking to strengthen your inclusion strategy, or you’re simply unsure where to begin – YorLinc is here to help you get it right, the first time.
Step-by-Step: Applying for Access to Work
One of the biggest hurdles employers face with Access to Work is simply knowing where to start. The process is more manageable than you might think – especially when you have expert support guiding you. Here’s how it works when supported by us:
1. Referral and Initial Contact
We receive a referral – this might come directly from a business, an organisation, or the employee themselves. Our team responds promptly, usually within 1-2 working days, and offers an assessment appointment within 10 working days.
2. Workplace Needs Assessment
We carry out a comprehensive, holistic assessment to explore all aspects of the employee’s role, their condition, and the work environment. We go beyond surface-level adjustments, reviewing daily tasks, communication needs, the workplace setup, and the dynamics of the team.
3. Report Production
Following the assessment, we produce a high-quality, tailored report with clear recommendations. These may include reasonable adjustments, assistive technology, specialist coaching, or mentoring – always based on both the employee’s needs and the business context.
4. Application Submission to Access to Work
The employee submits an application via the GOV.UK website, including our report as evidence. We guide both the employee and employer through the application process, offering administrative support where needed to ensure accuracy and completeness.
5. Case Manager Assignment
Once the application is submitted, Access to Work assigns a case manager. This stage can often take weeks, but having a completed assessment in hand means the employee may be able to skip Access to Work’s own assessment, helping to speed up the process.
6. Funding Review and Decision
The case manager reviews the submitted report and recommendations. The funding body then confirms what can be covered, with cost-sharing determined by the size of the business. If the application is submitted within the employee’s first six weeks of employment, the support may be fully funded.
7. Employer Agreement and Implementation
Once the funding is approved, the employer is notified of the breakdown. We help implement the recommended adjustments – this may involve equipment procurement, software installation, assistive technology training, or coordination of mentoring and coaching services.
8. Training and Integration
We provide tailored training that goes beyond basic tutorials. Our approach ensures that employees understand how to use tools effectively in their specific role and day-to-day work, increasing confidence and long-term usage.
9. Follow-Up and Long-Term Support
We continue to offer follow-up support, coaching, and regular check-ins. This ensures that the adjustments are not only maintained but adapted if circumstances change, supporting both employee wellbeing and ongoing productivity.
Combining Access to Work with Private-Funded Options
While Access to Work funding is an excellent resource, it’s not always fast – or suitable – for every scenario. That’s why many employers benefit from a blended approach, using both government-funded adjustments and private employer-funded support to meet employee needs efficiently.
What if Access to Work Isn’t Approved in Time?
It’s no secret that the Access to Work process can involve waiting. In some cases, employers have experienced delays of several weeks or even months between application and approval. During that time, employees may still be struggling without the right tools or adjustments in place.
This is where private-funded support becomes invaluable.
At YorLinc, we offer fast, flexible support packages that can be implemented immediately – whether it’s assistive technology training, a Workplace Needs Assessment, or neurodiversity coaching. These services can later be reimbursed through Access to Work if funding is approved retrospectively, or simply absorbed into your company’s inclusion strategy.
Why Larger Employers Often Choose Private Support
Many large employers aren’t eligible for full funding under Access to Work and may be required to contribute towards costs. In these situations, waiting on government approval can be more time-consuming than necessary.
If your priority is speed, continuity, and control, going directly through YorLinc for employer-funded workplace adjustments can be a smarter move:
- No delays waiting for assessment scheduling
- Immediate implementation of recommendations
- Predictable costs and customisable packages
Whether you’re navigating complex needs or responding to an urgent situation, we work within your budget and timeline to get the right support in place – fast.
Funding Options at a Glance
| Type of Support | Funded by Access to Work (Atw) | Private-Funded (Employer) | Notes |
| Workplace Needs Assessment | ✅ | ✅ | YorLinc assessments are often accepted by AtW |
| Assistive Technology & Training | ✅ | ✅ | Training can begin immediately if privately funded |
| Coaching & Mentoring | ✅ | ✅ | Especially valuable for neurodivergent staff |
| Ergonomic Adjustments | ✅ | ✅ | Can be fast-tracked privately |
Combining both funding options ensures that support is never delayed, and your team is never left without the tools they need.
At YorLinc, we tailor every solution to fit the size, sector, and strategy of your organisation – so you can confidently support your team while staying compliant and inclusive.
Why Now Is the Time to Act
The reality is simple: supporting disabled and neurodivergent employees isn’t just about meeting compliance – it’s about building a workplace where everyone can succeed.
With government funding available through Access to Work and our expert support at your side, there’s never been a better – or easier – time to put the right adjustments in place. From assistive technology training and specialist mentoring to comprehensive workplace needs assessments, the resources are available. They just need to be used.
And importantly – if action is taken within an employee’s first six weeks, many of these adjustments can be fully funded, saving your organisation both time and cost.
We know the process can feel overwhelming, especially at first. That’s why we make it simple. Whether you’re managing your first Access to Work application or exploring faster private-funded options, we’ll support you at every step to ensure your team has what they need to thrive.
Ready to Take Action?
Contact us today for:
- Expert guidance on Access to Work applications
- Fast, flexible workplace assessments
- Practical support for employees with disabilities or neurodivergent needs
- A clear path to becoming a more inclusive, disability-confident employer
Get in touch to learn more about how we can support your organisation.
