Employment support through the Access to Work scheme
Access to support beyond reasonable adjustments can be a key facilitator of employment for deaf people and people with hearing loss. In the UK this primarily takes the form of the Access to Work scheme. Access to Work is a Government scheme that can pay for adjustments to help disabled people get into or stay in work. It is a particularly vital source of funding for deaf sign language users, due to the high costs associated with British Sign Language (BSL) interpretation.
Only two of the included studies focused specifically on experiences of deaf people and people with hearing loss using the Access to Work scheme (SignHealth 2025, RNID and Deaf ATW 2026). These studies found that Access to Work enables people to remain in work and access vital communication support.
73% of respondents to RNID and Deaf AtW (2026) said that their Access to Work award allowed them to stay in work. When delivered well, Access to Work is “transformative” (RNID and DeafATW 2026).
However, there are serious problems with the Access to Work scheme, including operational failures, inaccessible and bureaucratic processes, and unexplained award reductions, all of which affect people’s ability to work and progress their careers, as well as their overall wellbeing.
Lack of awareness
Firstly, there is a lack of awareness of Access to Work and the process involved in applying, on the part of both deaf people and people with hearing loss, and their employers. Deaf people may learn about the support options available by chance or through friends instead of organisational knowledge (Bevan 2013).
Lack of awareness extends beyond the workplace; audiology professionals and service users report that there is a lack of knowledge of and signposting to appropriate support for working people receiving audiological care (Zuriekat 2022, 2024).
Applicants want more support from employers throughout the application process, and employers are frustrated if their involvement is only called upon at later stages, and would prefer a more collaborative process (DWP 2018).
Delays
The process of accessing support can be very slow and complex (William 2016, Moody 2017, RNID 2026, SignHealth 2025). The longest delays experienced were over 12 months, causing deaf people to go through their first months at work, including the probationary period, without appropriate support (SignHealth 2025, RNID and Deaf ATW 2026). The challenges of reapplying due to a change of circumstances can also dissuade people from changing jobs (Roulstone 2013).
Long delays in Access to Work awards meant that either deaf people had to struggle without appropriate support, or employers had to fill the funding gap. The high cost of BSL interpreters risks employers being less willing to employ sign language users unless they can rely on Access to Work to provide funds (Business Disability Forum 2025). In one instance, an employee had Access to Work support refused because of the funding their employer had provided while they waited for a decision on their award (Business Disability Forum 2025).
“We have Deaf BSL users with Access to Work support. We would not be able to support them anymore [without Access to Work support]. It will be a total disaster – not even a disaster, worse – we wouldn’t be able to support those people any longer” (Business Disability Forum 2025).
Inaccessible processes
Deaf people also report problems with Access to Work staff not being deaf aware, or providing inappropriate support (SignHealth 2025, RNID and Deaf ATW 2026). 26% of deaf people surveyed by SignHealth felt that staff did not understand their needs as a deaf person, 32% wanted more accessible ways to contact Access to Work services, and 20% did not go through with applications due to the difficulty and inaccessibility of the application process (SignHealth 2025). 46% of people rated their overall experience with their case manager as ‘poor’ or ‘very poor’, (RNID and Deaf ATW 2026).
Navigating a complex and often inaccessible process also creates a significant administrative burden for deaf people and people with hearing loss, referred to by one deaf person as “BSL admin” or “hidden labour” – effectively a second job absorbing up to six hours of their time per week (Business Disability Forum 2025).
Cuts to awards
Deaf people also experience changes or cuts to awards at renewal, without clear explanations why, and despite no change in their support needs (RNID and Deaf ATW 2026, Business Disability Forum 2025). This has impacts such as limited time with interpreters, making it harder to match support to work demands.
As a result of cuts to awards, 37% of BSL users had to take fewer work meetings or events, and 41% missed out on training and development opportunities (RNID and Deaf AtW 2026).
“They reduced my budget by 50% and then spread it out over two years. My former award was at the highest rate and was for a year. I spent £52k in one year but now I’m left with 15k per year! I have reduced my training and development, I have made errors in my English writing/subtitle making, I avoid meetings unless necessary, I email more which leads to confusion and miscommunication.” – Female BSL user, aged 25-34 who is employed full-time (RNID and Deaf ATW 2026).