Access to Work

Access to Work is a government-funded grant that helps people with disabilities, health conditions, and neurodivergent conditions get practical support in the workplace. It can fund specialist coaching, assistive technology, support workers, and other adjustments that go beyond what your employer is required to provide under the Equality Act 2010.

For neurodivergent people, Access to Work can be transformative. Many of the barriers that make work difficult, such as managing executive functioning, processing sensory environments, or keeping on top of complex administrative tasks, can be directly addressed through the scheme.

Who is eligible

Access to Work is available to anyone aged 16 or over who lives in England, Scotland, or Wales and has a disability or health condition that makes some aspect of their work more difficult.¹ This includes people with ADHD, autism, dyslexia, dyspraxia, tic disorders, and other neurodivergent conditions.

You must be in paid employment, whether full-time, part-time, on a contract, or self-employed. Self-employed people must earn above the lower earnings limit, which is currently £542 per month.¹ The scheme also covers people who are about to start a new job, are returning to work, or are starting self-employment.

You do not need a formal diagnosis to apply. However, you will need to explain how your condition affects your ability to work, and having a diagnostic report or letter from a healthcare professional can make the process smoother.²

What Access to Work can fund

The scheme funds practical support tailored to your specific needs. For neurodivergent people, the most commonly funded provisions include the following.

Specialist coaching is one of the most valuable elements of Access to Work for neurodivergent employees. A workplace coach can help you develop strategies for managing executive functioning challenges, prioritising tasks, structuring your day, and navigating workplace communication. Funding is typically approved for 12 sessions initially, with the possibility of extending to 24 sessions.²

Assistive technology includes software and hardware that helps you work more effectively. Examples include text-to-speech software, screen readers, mind-mapping tools, noise-cancelling headphones, and specialist keyboards. The scheme can also fund the training needed to use this technology.

Support workers can provide practical help in the workplace, such as taking notes during meetings, helping you organise your workload, or providing communication support. Some neurodivergent employees use a virtual assistant funded through Access to Work.

Mental health support is available for up to nine months, typically through remote monthly sessions. This is particularly relevant for neurodivergent people who experience workplace anxiety, burnout, or emotional dysregulation.

Travel support can be funded if your condition means you cannot use public transport to get to work, or if you need additional travel support such as a taxi or a companion.

Workplace assessments are often the first step. An assessor visits your workplace (or assesses you remotely) and produces a report recommending specific support tailored to your role and environment.

How much funding is available

Access to Work awards are capped at £69,920 per year, which is twice the national average salary.⁴ This cap applies to new applications and is reviewed annually. Most awards are significantly below this cap, but the ceiling exists to cover people who need intensive daily support.

There is a cost-sharing element for some employers. If you have been in your role for more than six weeks, your employer may need to contribute towards the cost depending on their size. For employers with fewer than 50 staff, Access to Work can pay 80% of approved costs. Larger employers pay a higher initial contribution before Access to Work funding begins.¹

How to apply

You can apply online at GOV.UK or by calling the Access to Work helpline on 0800 121 7479. You will need your contact details, your workplace address, a short description of how your condition affects your work, and a w¹orkplace contact who can verify your employment.

Before applying, it can be helpful to write a short summary of the specific difficulties you experience at work and the kind of support that would help. For example, rather than saying “I have ADHD,” you might explain that you struggle to maintain focus in an open-plan office, frequently miss deadlines because of difficulty prioritising competing tasks, and find it hard to process verbal instructions in meetings. This level of detail helps the assessor match you with the right support.

After you apply, an assessor will contact you to discuss your needs. This assessment may be conducted over the phone, by video call, or in person at your workplace. The assessor will produce a report recommending specific support, and the DWP will then decide what to fund.

Processing times and delays

Access to Work has experienced significant delays in recent years. The National Audit Office reported in February 2026 that some claims were taking up to 30 weeks to process, and that backlogs had grown considerably.³ The government has committed to reducing these delays, and there are some signs of improvement, but it is worth being prepared for a wait.

If you are starting a new job, apply as early as possible. You can apply before your start date, and early applications help avoid gaps in support.

Recent changes to Access to Work

The scheme has undergone several changes in recent years. In 2023, a 20% cap was introduced on the proportion of an award that can be spent on “enabling support,” which includes coaching and mentoring. This change particularly affects neurodivergent people, for whom coaching is often the most impactful form of support.³

The government’s 2025 green paper on disability and incapacity benefits included proposals to reform Access to Work, with a focus on ensuring the scheme reaches more people and operates more efficiently.⁵ At the time of writing, these proposals are still under consultation.

Tips for neurodivergent applicants

Be specific about barriers, not just your diagnosis. Access to Work assessments work best when you can explain exactly what is difficult and why. Think about your typical working day and identify the moments where your condition creates friction.

Ask for a neurodiversity-specialist assessor if possible. Some assessors have limited experience with neurodivergent conditions and may default to generic recommendations. If the initial assessment does not feel right, you can request a review.

Keep records of everything. Save copies of your application, assessment report, and any correspondence. If there are delays or disputes, having a clear paper trail is essential.

Do not underestimate your needs. Many neurodivergent people have spent years masking or compensating for difficulties at work. When describing your needs to the assessor, be honest about the effort it takes, not just the visible outcomes.

Consider applying even if you are managing. Access to Work is not only for people who are struggling. If support would help you perform better, reduce your stress, or prevent burnout, that is a valid reason to apply.

Further resources

GOV.UK - Access to Work is the official application page and factsheet.

Scope - Access to Work grant scheme provides an independent guide to the scheme.

ADHDaptive - Access to Work UK Guide offers a detailed guide written specifically for neurodivergent and self-employed people.

Citizens Advice can help if you are having difficulty with your application or if your employer is not engaging with the process.