What is Access to Work?

To qualify for Access to Work, you must live in the UK, be over 16 years old, and have a disability or health condition that affects your ability to work.

You can apply if you're already employed, about to start work, self-employed, or have a job interview lined up.

Those who are self-employed or are a business owner/director must also meet the grant’s Lower Earnings Limit, which is £6,396 for 2023.

The duration of Access to Work grants varies based on individual circumstances and the likelihood of changes in your condition or situation.

Initially, grants are normally given for 1 year, but 6-month grants are also not unheard of.

If your circumstances remain consistent beyond that, you can apply for a renewal 12 weeks before your grant expires. Renewals can range from 1 to 3 years, again depending on your specific conditions and needs.

The amount Access to Work provides varies based on your specific needs.

For 2023, the maximum grant is £66,000, though very few individuals receive the full amount. The funding is always based on genuine requirements and associated costs.

For example, someone might only need a dimmable monitor and specialist goggles for light sensitivity, which is far less than the cost of providing a full-time support worker, taxi fare reimbursements, and an ergonomic chair for another individual.

The key is identifying your unique needs and advocating for them so you can maximise your grant’s value.

Technically, yes, employers can refuse to buy the support ATW recommends. After all, they’re only recommendations, much like an outsourced workplace assessment.

However, it would be a missed opportunity for them to decline such valuable support, often available at little to no cost.

Smart employers recognise that investing in the recommended tools or adjustments from ATW can empower their employees to excel in their roles.

And when these recommendations come at a significant discount, it's a win-win for both the employee and the company.

Ultimately, employers who genuinely value their staff will understand the importance of taking advantage of ATW's recommendations.

It’s also worth noting that if your employer refuses to buy you support via ATW, you can report them to the DWP by calling ATW. The DWP will give them hell for technically breaking their responsibilities under the Equality Act.

Contrary to a common misconception, you don't need a formal diagnosis.

Having one might empower you with a better understanding of your condition and thus enable you to confidently request specific workplace accommodations, but it’s not a requirement.

You only need to qualify as disabled under the Equality Act 2010. In summary, you need to have ‘a physical or mental impairment that substantially impacts daily activities’.

You can still apply to ATW if your condition mainly affects your job instead of your daily activities.

No, ATW is not means tested. This means whether you’re eligible does not depend on how much money you earn or how much money you may have saved up.

The only assessment you'll face is whether your condition significantly affects your ability to perform your job.

Remember, what's most important with ATW is your experience and the challenges you encounter in your work environment.

To reclaim the money from ATW, you'll need to complete specific official forms provided by the DWP depending on what you’re claiming for, namely:

DP222JP: Claim for support worker costs

DP224JP: Claim for one-off costs

DP226JP: Claim for travel to work costs

DP227JP: Claim for travel costs during working hours

DP228JP: New or amended details

It's essential to do these forms correctly, as even a single error can delay your reimbursement by weeks while corrections are made or you're contacted to resubmit.

If you're feeling uncertain about the process, reach out to me for assistance. I'm also preparing detailed guides for each form type, so stay tuned! You can subscribe to my newsletter to be notified as soon as they're available.