The DWP Access to work scheme, Access to Work- For employers who are thinking about recruiting a disabled person, or have a disabled person in their workforce, The employers will know they have the skills and potential to do the work, but there may still be practical problems to overcome and this funding for the employer is there to help. Access to Work ( AtW) is available to help overcome the problems resulting from disability. It offers practical advice and help in a flexible way that can be tailored to suit the needs of an individual in a particular job. Access to Work is funded by DWP, however it does not replace the normal responsibilities of the employer to implement Health and Safety regulations or replace the responsibilities required by the Disability Discrimination Act.

1. Access to Work
Briefing for Pathway Group Staff
Produced by
Access to Work Team
April 2012

2. 35,820 individuals were
helped through Access to
Work in the 2010/11
financial year.
19,360 were existing
customers
4,980 were new customers

3. Access to Work
Access to Work was introduced in June 1994
• It is a government-run programme delivered by
Jobcentre Plus to help overcome barriers that disabled
people come across in when moving onto or retaining
employment.
• It is provided where the employee requires support or
adaptations beyond those “reasonable adjustments”
which an employer is legally obliged to provide under
the „Equality Act 2010‟
• It is not there to duplicate funding available from other
sources.
• It is a flexible programme that focuses on the needs of
the individual.
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Jobcentre Plus

4. Access to Work
The Government has made an extra £15million available
for Access to Work in this spending review to help disabled
people realise their aspirations through employment'
Access to Work helps the Government achieve its key
objectives to:
• Encourage greater independence;
• Promote work as being the best route to inclusion for
disabled people.
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5. Advantages for Employers
Encourages disabled people to apply for vacancies and
creates a more diverse workforce
•
•
Visibly demonstrates good employment policies and
practices
•
People are an important asset and it makes sense to have
the widest possible choice.
•
Retaining an employee who develops a disability means
keeping the person‟s valuable skills
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6. Social return on investment
For every £1 spent on Access to
Work the Exchequer recoups
£1.48, and the social return on
the investment, which includes
savings such as healthcare costs
is even higher”

7. Eligibility
To be eligible for help, a customer must:
• Have a disability or health condition as defined under
the Equalities Act 2010 that has a long term adverse
affect on their ability to carry out their job. (Long term means that
the effect of the impairment has lasted or is likely to last for at least 12 months);
•
Be over 16 years old;
• Be in, or about to start, paid employment (including selfemployment);
• Normally live and work in Great Britain, or required to
travel abroad with their duties; and
• Not be claiming Incapacity Benefit or ESA once they are
in work (with the exception of Permitted Work).
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Jobcentre Plus

8. Types of Support
The main elements within AtW are:
Special Aids and Equipment (SAE)
Provides grants towards aids and equipment in the workplace which
are needed as a direct result of disability.
Travel to Work (TtW)
Provides a grant towards the extra costs of travel to and from work
where a person cannot use available public transport as a result of their
disability or health condition, or helps with adaptations to vehicles.
Travel in Work (TiW)
Provides a grant towards the extra cost of travel incurred whilst at work
where a person cannot use available public transport as a result of their
disability or health condition or helps with adaptations to vehicles.
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Jobcentre Plus

9. Types of Support
Support Worker (SW)
Provides human support in the workplace (such as BSL Interpreter) to
allow the person to access their work environment or a Job Coach to
assist them with their duties e.g. Customers with learning difficulties or
Mental ill health conditions.
Communication Support at Interview (CSI)
A grant for an interpreter or other human support at job interview for
someone who has difficulties in communicating with others.
Adaptations to Premises and Equipment (APE)
Helps modify premises and adapt equipment to make it accessible for a
disabled employee. Although this element is very rarely used since the
introduction of the Equalities Act.
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Jobcentre Plus

10. Permitted Work
• Customers on Permitted Work Higher Level and Supported
Permitted Work and Permitted Work PCA Exempt are eligible for
Access to Work. Support will be limited to a maximum of 52 weeks in
line with Permitted Work Higher Level time limit.
• After a 52 week break, customers can re apply for Access to Work
support for a further 52 weeks. Every 52 weeks of support must be
followed by a 52 week break. This can continue indefinitely.
• Customers on Permitted Work Lower Level are not eligible, as this
type of work does not demonstrate a real intent to move towards full
time paid employment.
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Jobcentre Plus

11. Access to Work Grant
Access to Work provides grants towards the total cost of
approved support. The level of grant will depend on:
•
Whether the customer is employed or self-employed;
•
How long they have been in their job;
•
The type of help required.
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Jobcentre Plus

12. Access to Work Grant (cont)
AtW will pay grants of up to 100% for:
Unemployed people starting a job;
• All self-employed people;
• People who have been working for less than 6
• weeks when they first apply for AtW
•
And for:
Support Workers;
• Additional Travel to Work and Travel in Work costs;
• Communication Support at Interview.
•
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Jobcentre Plus

13. Cost Sharing
Applies to customers who are employed and have been in
their job for more than 6 weeks and apply for the following
support:
• Special Aids and Equipments (SAE)
• Adaptations to Premises & Equipment (APE);
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Jobcentre Plus

14. Mental Health Support Service
• New Service from December 2011
• Support for people with mental ill health, entering or
having difficulties in the workplace.
• Remploy delivering support on our behalf, although
application is strictly through Access to Work
• 6 month programme
• Development of support plan
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Jobcentre Plus

15. Examples of Mental Health Support
Coping strategies
This could cover all sorts and will depend on the individual‟s job role,
their condition and how this actually impacts their work. For example:
• Keeping a mood diary
• Using memory aids such as Mind Maps, checklists
• Relaxation techniques when under pressure
• Developing a Wellbeing Recovery Action Plan
• Cognitive Behavioural techniques
Reasonable adjustments
•
•
•
•
•
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Development of Flexible working, phased return, etc.
Putting in place a buddy or mentor
Temporary reduction in targets or reallocation
Additional time to complete certain aspects of job role
Regular formalised 121 meetings to review concerns
Jobcentre Plus

16. Further Information
The information contained in
this presentation is correct
at the time of going to print.
To keep up to date with
current information on the
programme, please access
the Direct Gov website.
www.direct.gov.uk
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