So, You’ve Got Your Access to Work Assessment Booked In - What’s Next?
So, the big day is coming - after waiting patiently, you've received a date for your Access to Work assessment, and now you’re wondering what happens next.
Whether you’re feeling excited, nervous or utterly unsure about what to expect, I've got you.
The assessment is your golden opportunity to secure workplace adjustments that make a real difference in your job, and this guide is here to walk you through:
What happens during the process
How to prepare
How to advocate for the support you need
Ready to feel more confident about what comes next? Let's dive in.
What Is an Access to Work Assessment?
First off, let’s clear up any confusion. The Access to Work assessment is not about proving your disability or condition. Instead, it’s about helping you thrive at work. Think of it as a collaborative conversation where you and the assessor work together to discuss the challenges identified in your Access To Work application and figure out practical solutions.
It’s not designed to catch you out or make you jump through hoops like some other assessments you might have faced. Yes, it’s processed by the DWP, but it’s a far cry from benefits such as PIP or Universal Credit.
Instead, the Access to Work assessment is crucial to securing the tools and support you need to thrive in your job. However, the process can feel overwhelming if you’re not adequately prepared, especially given the frequent phone calls and emails involved once your application begins.
Many people feel unsure about what to expect from their initial assessment or introductory call. The lack of clarity and overwhelming bureaucracy can lead to confusion, anxiety, and even missed opportunities for valuable support. That’s why having a clear plan and understanding of the process can make all the difference.
What Happens During the Assessment?
When assessment day comes, here’s what to expect:
It’s a conversation, not a test. Your assessor will want to know about your job, what tasks you find difficult, and how your condition affects your day-to-day work.
Expect follow-up questions. Don’t worry - it’s not a grilling session! These questions help the assessor get a complete picture of your needs.
It’s about solutions. Together, you’ll explore adjustments that can reduce barriers, whether it’s a new piece of equipment, coaching, or transport help.
Assessments typically last about an hour and can be done in person or virtually, depending on your preference and where you work.
How to Prepare for Your Access to Work Assessment
As with most things, the secret to a successful assessment is preparation.
The more you can clearly explain your challenges and ideas for solutions, the better the outcome will be. Preparation doesn’t just boost your confidence - it ensures you advocate effectively for your needs and maximise the support you receive.
Here’s how to get ready:
Reflect on your challenges. Think about what makes work difficult for you. Is it physical pain, sensory overload, or struggling to stay focused? Write these down and consider how they impact your tasks and productivity.
Be specific about tasks. Make a list of the tasks you find challenging - whether it’s using the computer, attending meetings, or commuting to work. The more details you provide, the easier it will be for the assessor to tailor their recommendations.
Research solutions. Look into tools and accommodations that might help ahead of time. Examples include ergonomic chairs, assistive software like voice recognition, and time management apps. Be ready to justify why certain high-cost items, such as an ergonomic setup or ADHD coaching, would remove barriers for you and improve your work experience.
Understand the process and jargon. Knowing what assessors might ask and the terminology they use can help you communicate your needs more effectively. This preparation is especially helpful when discussing accommodations you’re entitled to request.
Expect variability in assessors. Be prepared for differences in how assessors handle your case. Some are empathetic and knowledgeable, while others may seem dismissive or lack familiarity with neurodivergent or disability-related needs. Knowing this in advance can help you manage expectations and stay focused on advocating for yourself.
Bring support. If you’re nervous about the process, consider asking a trusted colleague, friend, or family member to join you. They can offer moral support or help articulate your needs if you find it difficult to explain them.
It’s also completely normal to feel anxious about how your employer might be involved, especially if they are expected to contribute to the costs of accommodations. However, remember that the goal of the assessment is to empower you with practical solutions that enable you to succeed in your role - not to create unnecessary conflict or pressure.
By preparing thoroughly and staying proactive, you’ll be in a stronger position to navigate the assessment confidently and secure accommodations that can make all the difference in your work life.
What Kind of Adjustments Can You Get?
The Access to Work assessment is designed to identify workplace adjustments that address your specific challenges and make your job more manageable.
Here are some of the most common types of accommodations people request:
Technology and Equipment
Noise-cancelling headphones: These are fantastic for managing sensory overload, particularly in busy or noisy workplaces.
Assistive software: Screen readers, dictation software, or time-management apps can help with reading, writing, and staying organised.
Ergonomic tools: Chairs, keyboards, wrist supports, and footrests can make your work environment much more comfortable.
Support Personnel
Support workers: Some people request help with specific aspects of their job, such as administrative tasks.
ADHD coaches: Coaching can be invaluable for managing time, improving focus, and staying productive.
Personal Assistants (PAs): PAs can take on tasks you find particularly overwhelming or anxiety-inducing.
Work Environment
Flexible hours: Many people ask for adjusted schedules to better manage their energy and personal needs.
Remote work options: Working from home can reduce stress and allow better control of your environment.
Sensory-friendly setups: Lighting, noise, and temperature adjustments help create a workspace that feels comfortable and safe.
Private or structured spaces: A quiet, distraction-free area or a well-organised workspace can make a huge difference for those struggling with focus.
Other Accommodations
Job coaching: Guidance on navigating workplace challenges and improving confidence.
Communication support: Helps manage client interactions or workplace communication.
Travel assistance: Funding for taxis or car rides if travel is physically or mentally exhausting.
What Happens After the Assessment?
Once the assessment is complete, the assessor will write a report detailing their recommendations. This report goes to your Access to Work case manager, who will review it and prepare a grant proposal.
Here’s what you can expect:
Review the report. You’ll have a chance to confirm that the recommendations match what you discussed.
Grant approval. Once finalised, you’ll receive a breakdown of the support you’ve been awarded.
Implementation. Your employer will be involved in setting up the adjustments, whether that’s ordering equipment or making schedule changes.
Pro Tip: Double-check the report to ensure it includes everything you discussed. If something’s missing, contact your case manager to make adjustments.
Key Takeaways
Thorough preparation and self-advocacy are key to creating a workplace that supports your needs, whether you’re managing a health condition, a disability at work, or neurodivergent challenges like ADHD or autism.
From ergonomic tools to mental health coaching or transportation assistance, the right workplace adjustments can make all the difference in helping you thrive. Remember, this assessment is your opportunity to secure reasonable accommodations tailored to your unique circumstances.
Get the Support You Deserve Today
Are you preparing for your first Access to Work assessment or seeking help with workplace accommodations? Maybe you’re an employer looking to fulfil your responsibilities for Access to Work and better support your team?
I’m here to help.
Book a free consultation call today to explore:
Guidance on how to prepare for an Access to Work assessment and advocate for the adjustments you need.
Support with completing your Access to Work application form and navigating the process with confidence.
Personalised advice on securing reasonable accommodations for health conditions, disabilities, or neurodivergent needs like ADHD and autism.
Take the first step toward creating an inclusive and supportive workplace today. Whether you're seeking advice on assessment for workplace accommodations or need clarity on the Access to Work assessment process, I’m here to guide you.
Book your free chat now and let’s ensure you get the support for health conditions and adjustments you deserve.
Access to Work Assessment: Frequently Asked Questions
What is an Access to Work assessment?
An Access to Work assessment is a collaborative discussion with a trained assessor to identify workplace barriers caused by a disability, mental health condition, or other health conditions. The aim is to recommend reasonable accommodations and tailored workplace adjustments to help you perform your job effectively. It’s not about scrutinising your abilities but finding solutions that support you.
Do you need a diagnosis for Access to Work?
No, a formal diagnosis is not required to access the program. The Access to Work assessment process focuses on the challenges you face in your workplace rather than requiring medical labels. Whether you have ADHD, autism, or another condition, the program is designed to support your individual needs, diagnosed or not.
How do I prepare for the Access to Work assessment?
To prepare for the Access to Work assessment, reflect on the specific challenges you encounter at work, such as sensory overload, physical discomfort, or difficulties with time management. Research potential workplace adjustments, such as ergonomic tools or assistive technology that could help. Consider bringing a trusted person to provide support during the assessment. Being proactive ensures you make the most of this process and secure the reasonable accommodations you need.
Will Access to Work contact my employer?
Yes, but only with your consent. Your employer will be involved in implementing the recommended workplace adjustments. This includes discussions about equipment, flexible schedules, or other reasonable accommodations outlined in the assessment. The process is designed to be collaborative and to ensure that your workplace supports you best.
