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Access to Work: Supporting Disability in the Workplace

Access to Work, administered by the Department of Work and Pensions, provides practical support for disabled employees in line with the Equality Act 2010. This includes aids, training, mental health support, and workplace adjustments. The process involves the employee applying via the Access to Work website, receiving recommendations in an award letter, and the manager helping implement the support. Regular reviews and consultations with HR are crucial. Tips include offering time for managing administrative tasks and early application for new starters.

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Access to Work: Supporting Disability in the Workplace

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  1. LSE Manager Forum: Demystifying Disability in the workplace Wednesday 10 January 2pm to 3pm Access to Work

  2. Access to Work – key points: • Grant scheme administered by the Department of Work and Pensions funding practical support for disabled staff • Access to Work’s definition of a disability is in line with the Equality Act 2010: “A physical or mental impairment which has a substantial and long-term adverse effect on a person’s ability to carry out normal day to day activities” • To be able to apply, employees must either already be working at the School or have a confirmed job offer and are due to start within 12 weeks • Access to Work does not replace an employer’s duty under the Equality Act to make reasonable adjustments.

  3. What can Access to Work help with? • Aids or assistive software equipment plus assistive technology training • Funds towards any extra travel costs to and from work if/when public transport is difficult to use • Practical help at work, such as a workplace strategy coach or a note taker or lip speaker • Communication support at interviews for candidates who: • are deaf or hard of hearing and need a British Sign Language interpreter or lip speaker • have a physical or mental health condition or learning difficulty and need communication support.

  4. Mental Health Support Service • Work-focused mental health support for up to nine months tailored to the employee’s needs​ • An assessment of needs to identify suitable coping strategies​ • A personalised support plan, detailing the steps needed to remain in, or return to, work​ • Ideas for adjustments in the workplace or of working practice

  5. The Access to Work process • The application is made by the employee via the Access to Work website – 12 weeks for processing unless applying before start date • An Access to Work adviser assesses the needs of the employee and makes recommendations in an award letter • Manager then helps to get the recommended support, equipment and reasonable adjustments in place

  6. Example grants awarded A neurodiverse employee offered: • Assistive technology plus training • Referral to the Mental Health Support Service • Specialist neurodiversity workplace support. • Help with travel costs

  7. Employee with a long-term health condition offered: • Specialist workplace coaching/mentoring • Help with travel costs • Assistive technology plus training • Specialist equipment, such as chairs or adjustable desks

  8. Tips and support • Offer support and time to manage the administrative burden • New starters can apply to Access to Work 12 weeks before their start date • Regular reviews are crucial to success • Consult with HR Partner or Staff Disability and Mental Health Adviser • Access to Work also has a helpline you can call for advice • Register with the Business Disability Forum (LSE are members) to access resources

  9. Thank you! Thoughts/suggestions/questions? Feel free to get in touch via l.h.mu@lse.ac.uk

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