Does Access to Work replace reasonable adjustments?
No. Access to Work does not replace an employer’s legal duty to make reasonable adjustments.
Employer guide
Access to Work for employers: what HR teams need to know in 2026
Access to Work can help disabled and neurodivergent employees get practical support at work.
For employers, the strongest approach is to support Access to Work where relevant while continuing to meet legal duties around reasonable adjustments.
Quick answer
Access to Work can help, but it is not your whole adjustment process.
Access to Work can help, but it is not your whole adjustment process.
Employers should understand Access to Work, support employees to apply where relevant, and keep a clear internal process for identifying, recording and reviewing workplace adjustments.
What is Access to Work?
Access to Work is a publicly funded employment support programme. It can provide practical and financial support for people who have a disability, physical health condition or mental health condition.
Support may include assistive technology, support workers, travel support, communication support at interviews, workplace adaptations and mental health support.
What employers need to understand
- the employee usually applies
- the support is based on the employee’s circumstances, role and barriers
- the employer may need to provide information or arrange parts of the support
- Access to Work does not replace reasonable adjustments
- employers should not delay reasonable adjustments simply because an employee has applied
Access to Work is not an adjustment process
Access to Work can fund or advise on support, but it does not manage the employer’s internal responsibilities. Employers still need a clear process.
- listening to employees
- recording needs and preferences
- deciding reasonable adjustments
- agreeing actions and owners
- reviewing whether adjustments work
- protecting sensitive information
- tracking fulfilment
Why employers should act early
The National Audit Office reported that average processing time reached 109 days in November 2025. This means employers cannot rely on Access to Work as the only route to support.
Employer checklist
| Area | Question to ask |
|---|---|
| Immediate barriers | What is difficult for the employee now? |
| Interim adjustments | What can we change while waiting? |
| Application support | What information does the employee need from us? |
| Owner assigned | Who is responsible for each action? |
| Review date | When will we check whether support is working? |
| Privacy | Are we only recording information we need? |
What employers should avoid
- telling employees they must apply before adjustments are considered
- treating Access to Work as a replacement for legal duties
- asking for unnecessary medical information
- delaying low-cost practical changes while waiting
- leaving managers without guidance
- keeping adjustment decisions in scattered emails or informal notes
AXS Passport: moving from individual cases to a better system
Many organisations struggle because adjustment requests are handled inconsistently. AXS Passport helps create a more structured, measurable and respectful way to manage workplace adjustments.
Common questions
Can employers help employees apply?
Yes. Employers can respond promptly to information requests, help describe the role and consider interim adjustments.
Should employers make adjustments while Access to Work is pending?
Yes, where reasonable. Employers should not delay every support decision while waiting for DWP.
How can employers track workplace adjustments?
A structured process or tool such as AXS Passport can help record needs, actions, owners, review dates and outcomes.
Need help working out the right support?
If you are unsure what to ask for, we can help you identify workplace barriers and turn them into practical next steps.
Page review information
Last reviewed: May 2026. Next review due: August 2026. Reviewed by Calling All Minds workplace inclusion and assistive technology specialists.
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