What is Access to Work?

In line with the Equality Act 2010 definition of disability, anyone with a “A physical or mental impairment which has a substantial and long-term (likely to last at least 12 months) adverse effect on a person’s ability to carry out normal day to day activities” can apply to Access to Work.

This definition includes those with neurodivergence or long-term health or mental health conditions. 

Important to note! Employees do not need to be diagnosed with a condition to apply so will not normally be asked to provide any proof of a diagnosis. 

To be able to apply, employees must either already be working at the School or have a confirmed job offer and due to start within 12 weeks. 

Access to Work grants help pay for support or equipment needed for staff experiencing barriers at work (or at home if the employee works there some or all of the time). Examples include:  

• Assistive software and equipment plus assistive technology training  

• Costs of travelling to work or adaptations to an employee’s vehicle if they cannot use public transport 

• Practical help at work, such as a workplace strategy coach, job aide, 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

Ergonomic office equipment is also available through LSE Health and Safety Workstation Assessments so  employees are advised to explore this before applying to Access to Work if this may be required. 

Here are some examples of what employees with particular conditions may be offered as part of their Access to Work grant (the grants awarded depend entirely on the individual needs of the employee):

A neurodiverse employee may be offered: ​

• Assistive software and technology plus training​,

• Support worker (sometimes referred to as a Job Aide) to help with managing administrative tasks,

• Specialist neurodiversity workplace strategy coaching. 

Employee with a long-term health condition may be offered:​

• Assistive software and technology plus training​,

• Specialist workplace coaching/mentoring​,

• Help with travel costs,

• Equipment, such as specialist chairs or adjustable desks.

Engaging a line manager or other management contact (e.g., for academics this could be their Head of Department or alternatively the Department, Centre or Institute Manager) is key to the success of this process. The application must be made by the employee, but, later in the process, Access to Work will be in contact with who is named as their manager on the form to clarify any queries they may have. The manager is key to implementing the  support, equipment and adjustments recommended by Access to Work.