Access to Work: Grants, Equipment & Training Support

Access to Work is a UK government grant that funds practical support to help disabled people and those with long-term health conditions start work, stay in work, or return to work. It covers reasonable adjustments beyond what an employer is legally required to provide.

Access to Work is for people aged 16 or over, living in England, Scotland or Wales, who have a disability, health condition, or neurodivergence that affects their ability to work. This includes employees, self-employed people, apprentices and those starting a new role.

No. Access to Work is not means-tested. Eligibility is based on how a condition impacts work, not income, savings, or household circumstances.

Yes. When applied correctly, Access to Work removes practical barriers that would otherwise limit performance, progression or retention. The key factor is aligning support to real working conditions, not generic adjustments.

Common issues include vague impact descriptions, lack of evidence, inappropriate recommendations, or poor coordination between assessors, employers and suppliers. Structured input significantly improves outcomes.

Yes. Early, preventative support often leads to better outcomes than reactive adjustments after performance or health issues escalate.

Access to Work supports a wide range of conditions, including physical disabilities, sensory impairments, mental health conditions, long-term illnesses, and neurodivergent profiles such as ADHD, autism and dyslexia. Eligibility is based on functional impact at work, not diagnosis alone.

Yes. Access to Work explicitly covers mental health and neurodivergent needs, including funding for coping strategies, specialist coaching, assistive software, workplace adjustments and training.

Yes. Access to Work funding applies regardless of where work is carried out. Support can be provided for home offices, hybrid arrangements, and digital or remote working environments where the condition impacts work.

Access to Work can fund:

• Specialist equipment and assistive technology
• Ergonomic and workplace adjustments
• Coaching and training support
• Mental health support
• Support workers or job aids
• Travel support where public transport is not accessible

Funding is specific to individual needs and work context.

Access to Work does not award a fixed blanket amount because the grant is tailored to individual need and specific support costs. The value of a grant is based on actual assessed support that helps someone stay in work, start work or be self-employed, and only covers support that goes beyond what an employer must legally provide under the Equality Act.

Key features of funding levels:

• The grant pays for specific costs such as specialist equipment, adaptations, travel support because public transport isn’t accessible, support workers, job coaching or communication support at interviews.

• There is an annual cap on how much support can be awarded, which applies to grants awarded or reviewed at certain times. For example, grants awarded between 8 April 2024 and 31 March 2025 can be up to £69,260 per year.

• These caps can change each financial year because they are updated periodically by the Department for Work and Pensions.

• The grant will only cover what is needed to enable the person to do their job; it does not fund standard equipment or reasonable adjustments the employer must provide.

How it works in practice: after an application and needs assessment, Access to Work confirms an approved support package with a cost estimate. The grant then reimburses expenditures up to that amount once evidence of purchase or delivery is provided.

Access to Work can pay all of the approved costs for many applicants, but contribution rules vary depending on how long someone has been in a job and the employer’s size.

When Access to Work typically meets 100% of costs:

• If the person is self-employed.

• If the person has been in their job for less than six weeks when they apply; the grant usually covers 100% of approved support costs.

• Certain types of support are fully funded regardless of job length, such as travel costs, communication support at interviews, and the Mental Health Support Service.

When employer cost contributions apply:
If a person has been in employment for more than six weeks when they apply, Access to Work uses a cost-sharing model for certain categories of support (notably special aids, equipment and adaptations). In these cases:

• The employer is responsible for 100% of costs up to a set threshold.

• Access to Work refunds up to 80% of approved costs above that threshold and up to £10,000.

• Any costs above £10,000 are normally fully met by Access to Work.

Employer threshold amounts depend on company size:

• 0–49 employees: nil threshold (employer doesn’t fund any part before the refund band).

• 50–249 employees: employer pays the first £500, then 20% of costs between £500 and £10,000.

• 250+ employees: employer pays the first £1,000, then 20% of costs between £1,000 and £10,000.

Important context:

• These employer contributions only apply to certain types of support costs (special aids, equipment and adaptations); they do not apply to support such as travel or interview communication.

• The grant never requires repayment and does not affect other benefits.

Applications are made directly to the Department for Work and Pensions. The process involves describing how a condition affects work and may include an assessment to identify appropriate support.

How to Apply

• Apply Online: The fastest way is to fill out the application on the GOV.UK Access to Work website.
• Apply by Phone: You can call the Access to Work helpline to apply:
• Telephone: 0800 121 7479
• Textphone: 0800 121 7579
• Relay UK: 18001 then 0800 121 7479
• Hours: Monday to Friday, 9am to 5pm
• Mental Health Support: If you need support specifically for mental health, you can apply directly through Able Futures or Maximus.

Timescales vary. Initial decisions can take several weeks, and assessments or complex cases may take longer. Delays are common without clear evidence and structured recommendations.

The employee must be involved, but employers can support the application process and coordinate delivery of approved adjustments.

Employers are responsible for reasonable adjustments under the Equality Act. Access to Work funds additional or specialist support that goes beyond those baseline obligations.

Access to Work reduces cost barriers, improves retention, and enables employees to perform at their best. It also provides a structured, evidence-based route to workplace inclusion rather than ad-hoc adjustments.