Start with the barrier
Describe what makes work harder, where it happens and what has already been tried.
Access to Work guide
How to apply for Access to Work
Access to Work is easier to navigate when you can describe the job, the barriers and the support that would make work more possible. The strongest applications are practical. They explain what happens at work, not only the name of a condition.
This guide helps you prepare before applying, understand what support may be considered and connect recommendations with coaching, assistive technology training or workplace support.
Be specific
Clear examples help explain why coaching, assistive technology, travel support or workplace support may be needed.
Plan implementation
Recommendations still need to become practical support in the workplace.
Start with the main guide
This page gives a focused overview of the application route.
For the full Calling All Minds Access to Work guide, including practical tools and calculators, use:
https://callingallminds.com/resources/access-to-work
For NHS-specific Access to Work guidance, use:
https://callingallminds.com/resources/nhs-toolkit/nhs-atw-access-to-work
What to prepare before applying
your job role and working pattern
where the barriers happen
what support has already been tried
what would make the work more accessible
whether your employer is involved
whether recommendations need to be implemented quickly
whether assistive technology training may be needed
whether coaching or workplace support may help
The application route
Start with the official process
Use the official Access to Work application route.
Describe the work
Explain what you do, how you work and where support is needed.
Explain the barriers
Describe work-related barriers clearly and practically.
Discuss possible support
Access to Work may ask questions or arrange an assessment.
Review recommendations
Check what has been recommended, funded or declined.
Put support into practice
This is where coaching, assistive technology training or employer action may be needed.
What support may be considered
Access to Work may consider different types of support depending on eligibility and circumstances.
Examples include:
neurodiversity coaching
assistive technology
assistive technology training
travel support
communication support
workplace support workers
specialist assessment
equipment or adaptations
Access to Work decides what support may be funded.
How Calling All Minds can help
Neurodiversity coaching
Support with planning, confidence, communication, executive function and workplace strategies.
Explore serviceAssistive technology training
Support with tools for memory, focus, reading, writing, note-taking and organisation.
Explore serviceWorkplace needs assessments
Support for understanding workplace barriers and practical adjustments.
Explore serviceFull Access to Work guide
Use the main guide for calculators, preparation and next steps.
Read guideTurn recommendations into support
Calling All Minds helps people and organisations connect Access to Work recommendations with coaching, assistive technology training and practical workplace support.
Frequently asked questions
Who can apply for Access to Work?
People may be able to apply if they have a disability or health condition that affects work and they are in paid work, self-employed, about to start work or returning to work.
What information do I need before applying?
Prepare details about your job, employer, work barriers, support needs and any adjustments already tried.
Can Access to Work fund ADHD coaching?
Access to Work may fund ADHD coaching where it is recommended and the person is eligible.
Can Access to Work fund assistive technology?
Access to Work may fund assistive technology or training where it is considered necessary for work.
Can Calling All Minds help after Access to Work recommendations?
Yes. Calling All Minds can support with coaching, assistive technology training, workplace needs assessments and implementation.
Is Access to Work the same as reasonable adjustments?
No. Access to Work can help with support, but it does not replace an employer’s duty to consider reasonable adjustments.