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Access to Work (UK) Guide

A Plain-English Guide for Neurodivergent Professionals and Managers (2025)


If you (or someone you manage) are autistic, dyslexic, dyspraxic or have ADHD, Access to Work (AtW) can fund practical support so the job fits the person—without waiting for a lengthy clinical pathway. Here’s how it works, what it pays for, and how to apply quickly and cleanly.



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What Access to Work actually is

AtW is a Department for Work and Pensions grant that pays for disability-related support to start, stay in, or return to paid work in England, Scotland and Wales. It does not pay for the “ordinary” reasonable adjustments an employer must provide anyway; it funds the additional help that removes specific barriers (for example, specialist software, a support worker, or additional travel where public transport isn’t viable). Awards are tailored to the person and reviewed when needs change. A yearly cap applies; always check the current figure on GOV.UK before budgeting.


Who can use it (and when)

You must be 16+ and in paid work (or due to start/return within 12 weeks). Paid work includes employment, self-employment, apprenticeships and some placements. You can apply whether you work on-site, hybrid or fully remote. Civil servants use internal schemes rather than AtW. Northern Ireland has a separate system.


What it can pay for

Typical items include specialist hardware/software, assistive technology training, a support worker or job coach, interpreters, extra work-related travel, and communication support at interviews (for example, a BSL interpreter or communication support worker). There’s also a dedicated Mental Health Support Service that provides assessment and a tailored plan; delivery partners operate under AtW.


What it will not pay for

AtW won’t fund adjustments an employer is already legally obliged to provide (for example, basic ergonomic kit or software widely used by the organisation) and it won’t cover general business costs. For some items requested after six weeks in post, larger employers may share costs; small employers are exempt from that threshold contribution.


How to apply (fast)

Apply online or by phone. You’ll need contact details, your workplace address, a short description of how your condition affects work, and a workplace contact. If you’re self-employed, have your UTR to hand. A case manager may arrange an assessment; if you already know what helps, they can often proceed without a visit. Awards are time-limited and can be renewed; claims generally must be submitted within nine months.


Do you need a diagnosis?

GOV.UK focuses on impact rather than labels; you must show that a physical or mental health condition or disability creates barriers to your job or travel. Charities confirm that a formal diagnosis isn’t a prerequisite to apply, though explaining your needs clearly helps.


For managers: how to make this smooth

Give a short letter or email confirming employment and contact details; be prepared to discuss practical options with the assessor. If the employee applied after six weeks and the recommendation includes specialist equipment or adaptations, budget for any employer cost-share and order items promptly once approvals are in. If needs change (for example, a move to hybrid work), the employee can request a review—encourage it rather than waiting for the award to end.


For individuals: set yourself up to succeed

Before applying, write a one-page note describing specific friction in your job (e.g., meeting overload, noisy space, multi-step written tasks) and the supports that would remove it (e.g., dictation, text-to-speech, training, structured coaching, travel). Bring that note to the assessor; it shortens the process and improves the fit of the award. After approval, keep receipts and submit claims on time.


Why this matters for neuroinclusion

AtW lets teams remove execution barriers fast—without forcing disclosure to a wide audience or muddling adjustments with performance management. When combined with good everyday practice (clear briefs, meeting buffers, camera-optional norms), it’s often the difference between “coping” and thriving.







References (APA-7)


 
 
 

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