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Access to Work vs employer duty: who pays for what?
A common confusion: employers still owe reasonable adjustments under the Equality Act, even when Access to Work exists. The grant can fund extra support, but it is not a substitute for core employer duties.
At a glance
A common confusion: employers still owe reasonable adjustments under the Equality Act, even when Access to Work exists. The grant can fund extra support, but it is not a substitute for core employer duties.
- List adjustments your employer should provide immediately under…
- List additional specialist costs that Access to Work…
- Confirm in writing which party is paying each…
- Escalate delays that leave you unable to work…
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Start here
Three immediate actions before you work through the full guide.
- 1List adjustments your employer should provide immediately under reasonable adjustments
- 2List additional specialist costs that Access to Work may fund
- 3Confirm in writing which party is paying each item and by when
Quick answer
A common confusion: employers still owe reasonable adjustments under the Equality Act, even when Access to Work exists. The grant can fund extra support, but it is not a substitute for core employer duties.
Use this guide if…
- People dealing with access to work.
- People dealing with employer duty.
Common questions
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A common confusion: employers still owe reasonable adjustments under the Equality Act, even when Access to Work exists. The grant can fund extra support, but it is not a substitute for core employer duties.
What to do next
- Read the At a glance section
- Start with step 1
Step-by-step
List adjustments your employer should provide immediately under reasonable adjustments. Start here so the rest of the guide has a clear foundation.
A common confusion: employers still owe reasonable adjustments under the Equality Act, even when Access to Work exists. The grant can fund extra support, but it is not a substitute for core employer duties.
What this means
- List adjustments your employer should provide immediately under reasonable adjustments.
- Watch out: This guide is general information, not medical or legal advice. For safety-critical equipment, transfers,…
- Keep copies of anything you send and any reply you receive.
Practical checklist
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Evidence checklist
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Copy-and-adapt templates
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How to describe your barrier clearly
Write the barrier down in plain language: what happens, when it happens, what support helps, and what risk or cost appears if nothing changes.
Common mistakes
- This guide is general information, not medical or legal advice. For safety-critical equipment, transfers, skin issues, or legal deadlines, get specialist support.
If they refuse, delay, or ignore you
- Confirm in writing which party is paying each item and by when.
- Escalate delays that leave you unable to work safely.
Access Stamp AI
Need help applying "Access to Work vs employer duty: who pays for what?" to your situation? Ask about any step, evidence, or wording — the same way you would with our detailed PIP and workplace guides.
At a glance
- A common confusion: employers still owe reasonable adjustments under the Equality Act, even when Access to Work exists. The grant can…
- List adjustments your employer should provide immediately under reasonable adjustments.
- List additional specialist costs that Access to Work may fund.
- Evidence that helps: List adjustments your employer should provide immediately under reasonable adjustments
- Avoid: This guide is general information, not medical or legal advice. For safety-critical…
Helpful templates
- How to describe your barrier clearlyDownload not available yet — use the copyable wording in this guide.