What is Access to Work? Workplace support grant for apprentices

Access to Work is the main public scheme for paying for extra support at work. For apprentices it can cover the workplace side of what a training provider cannot.

What does Access to Work pay for?

According to gov.uk, Access to Work can contribute to practical support such as specialist equipment, assistive software, support workers including British Sign Language interpreters and job coaches, travel costs where public transport cannot be used, vehicle adaptations and physical changes to the workplace. It also offers mental health support, and communication support at job interviews. The grant does not have to be repaid and does not affect other benefits.

There is an important limit: gov.uk says it will not pay for reasonable adjustments, which are the changes an employer must make by law. So an employer cannot simply refer a disabled employee to Access to Work and treat the matter as closed.

How does Access to Work apply in FE and apprenticeships?

An apprentice is an employee, so the workplace is the employer’s responsibility. The Government guidance on supporting apprentices says that workplace adjustments are the employer’s responsibility and that Access to Work may help. The training provider, meanwhile, supports learning and may be able to claim apprenticeship learning support funding for adjustments relating to training and assessment, but not for activities outside the apprenticeship. The two routes should not be confused.

In practice the provider’s role is to prompt the conversation early. The apprentice can apply, and the employer needs to be involved. Apprentices should decide what information about their condition is shared with the employer. Our guides on Access to Work for apprentices and working with employers on adjustments explain how to go about it, and the employers page describes what an employer contact needs to see. Inclusion Studio’s employer collaboration page describes how workplace adjustments can be shared without exposing the learner’s wider history.

What is a common misconception about Access to Work?

A frequent mistake is to assume it covers everything a disabled employee needs. It does not pay for what the employer must provide as a reasonable adjustment. Another misconception is that it is only for people with visible or long-term conditions. Eligibility is based on a physical or mental health condition or disability that affects work, and mental health support is part of the scheme. A third is that applying is quick. Applications and assessments take time, so apply as early as possible and plan interim adjustments.

Where can you find the official source?

The scheme’s rules, eligibility checker and application route are on gov.uk under Access to Work. Because details such as eligibility, up-front cost arrangements and any employer contribution can change, always read the current page before advising an apprentice or employer.