Access to Work assessment: what happens and how to prepare

Not everyone gets a full assessment. If you already know what support you need and can explain it clearly, the Access to Work adviser might approve your request based on a phone conversation alone. This is called a light-touch decision.

This is more likely if you have a clear diagnostic report, you have had coaching before and know it helps, or you are asking for something straightforward like noise-cancelling headphones or specific software.

If you are less sure what you need, or if your situation is more complex, perhaps involving multiple conditions or a role with varied demands, the adviser will refer you for a workplace assessment. This is not a test. There is no pass or fail. It is a way of figuring out the best support for your situation.

Some people are anxious about the assessment because they have had difficult experiences with DWP assessments elsewhere, particularly PIP assessments. The Access to Work assessment is different. The assessor's job is to identify what will help you, not to decide whether you qualify. The tone is collaborative, not adversarial. If you have been through the PIP process, you will likely find this much less stressful.

The assessment is carried out by a specialist assessor, not the Access to Work adviser who handled your application. The assessor is typically an occupational therapist, workplace needs assessor or disability employment specialist. It is sometimes called a holistic workplace assessment or a workplace needs assessment.

It can happen in three ways: by phone, by video call or in person at your workplace. You will usually be told in advance which format it will be, and you can request a specific format if one works better for you. If phone calls are difficult for you, ask for a video call or in-person assessment. If having a stranger in your workplace feels exposing, ask for a remote assessment.

The assessment typically lasts between 60 and 90 minutes. The assessor will ask about your job, your day-to-day tasks, what you find difficult and what you have already tried. They will want to understand the specific barriers your ADHD creates at work, not in general terms but in concrete, everyday examples.

If the assessment is in person, the assessor may look at your workspace, your screen setup, the lighting, noise levels and your working environment generally. They are checking whether physical changes could help alongside other support. For example, they might notice that your desk is in a high-traffic area and recommend a quieter location or a desk screen.

The assessor will then write a report recommending a package of support. This might include coaching, assistive technology, equipment, environmental changes or other adjustments. The report goes to Access to Work, who make the final decision on funding.

Preparation makes a real difference. The better you can explain your barriers, the more accurate the recommendations will be. The approach is similar to preparing for a PIP assessment, but focused on work.

Before the assessment, make a list of the tasks you find hardest at work. Be specific. Not "I find it hard to concentrate" but "I cannot start writing reports until the deadline is that day" or "I forget verbal instructions within minutes of hearing them" or "I have 3,000 unread emails because I cannot process my inbox."

Think about what a typical bad day looks like. What goes wrong? What takes you three times longer than it should? What do your colleagues manage easily that you find exhausting?

If you have tried strategies that did not work, mention those too. The assessor needs to know what has been attempted. If you tried a planner and abandoned it after a week, say so. Failed strategies are useful information.

Bring any relevant documents: your diagnostic report, occupational health assessments, letters from your GP or specialist, or screening results. You do not need all of these, but anything you have strengthens your case.

Do not downplay your difficulties. Many neurodivergent people mask at work and minimise their struggles out of habit. The assessment is not the place for that. If you are falling apart behind the scenes or relying heavily on a partner or colleague to keep you on track, say so. The assessor needs the full picture.

Expect questions along these lines. You do not need to memorise answers, but thinking about them beforehand helps, especially if your ADHD affects your ability to recall information under pressure.

About your role: What does your job involve day to day? What are your main responsibilities? Do you work in an office, at home or a mix? What hours do you work?

About your difficulties: What tasks do you find most difficult? How does your ADHD specifically affect your work? What does a typical working day look like? Are there times of day that are harder than others? How do you handle interruptions?

About existing support: Have you had any support before? What has helped? What has not helped? Is your employer aware of your condition? What adjustments, if any, are already in place?

About specific work tasks: How do you manage your time and deadlines? How do you handle emails and admin? Do you have trouble with meetings, written work or verbal communication?

The assessor may also ask about co-occurring conditions. If you have autism, anxiety, depression or dyslexia alongside your ADHD, mention it. The assessment should account for all of them.

The assessor is on your side. Their job is to identify what will help. The more openly you answer, the better the recommendations will be.

The assessor writes a report and sends it to Access to Work. This usually takes one to three weeks after the assessment.

The report lists recommended support with costings. It will specify what type of coaching, how many sessions, what equipment, what software and any other support the assessor thinks you need. Each item has an estimated cost attached.

Access to Work then makes a decision on what to fund. In most cases, they approve the assessor's recommendations in full or close to it. Occasionally they may query a specific item or reduce the number of coaching sessions recommended. If this happens, you can push back.

You will receive a decision letter by email and post. The letter explains what has been approved, the grant amount, the support period and the employer contribution, if any.

If the recommendations are not quite right, or if something important has been missed, you can ask for a reconsideration. Contact your Access to Work adviser and explain what needs to change. For example, if the assessor recommended 12 coaching sessions but you feel you need 20, provide a rationale. If a specific piece of software was not included but would make a real difference, explain why.

Once approved, you can start arranging your support. If coaching has been recommended, you can start finding a coach. Our article on Access to Work coaching covers how to choose the right one. If equipment has been recommended, your employer can start purchasing it. Everything is claimable from your application date, even if the assessment took weeks or months to arrange.

The assessment process is generally straightforward, but there are some common issues.

The assessor does not understand ADHD well enough. This happens sometimes. If they seem to think ADHD is just about attention, explain the executive function difficulties, the emotional regulation challenges, the time blindness, the working memory problems. You know your condition better than they do.

You mask during the assessment without meaning to. This is common. You want to make a good impression, and suddenly you are articulating your difficulties fluently and appearing competent. The assessor may then underestimate your needs. To counter this, be explicit. Say something like "I am explaining this clearly now because I have prepared, but on a normal day I would not be able to organise these thoughts." Reference your written notes rather than relying on how you present.

The assessment is scheduled at a bad time. If you have time-of-day patterns with your ADHD, try to schedule for a time when you think most clearly. If mornings are your worst time, ask for an afternoon slot.

Your employer is not supportive. If your employer is resistant to the process, raise this with the assessor and your adviser. Your employer has a legal duty under the Equality Act 2010 to make reasonable adjustments. An unsupportive employer is not a reason to withdraw your application.

Once you have your approval letter, the work of setting up your support begins.

Read your grant letter carefully. Note what has been approved, the total budget, the support period and any employer contribution required. If anything is unclear, call your Access to Work adviser.

If coaching was recommended, start looking for a coach promptly. Good ADHD coaches often have waiting lists. Our article on funded ADHD coaching covers what to look for. Contact a few, have introductory conversations, and choose the one who feels like the best fit.

If equipment or software was approved, make a list and get it ordered. Your employer handles purchasing for employed applicants. If you are self-employed, you buy it yourself and claim back. Keep all invoices.

Set up a simple system for tracking your grant spending. A spreadsheet with date, item, cost and claim status is enough. If admin tracking is one of your ADHD challenges, ask your coach to help you set this up in an early session.

Diarise your grant review date. Access to Work contacts you about 12 weeks before your support period ends, but do not rely on that. Know when your grant expires and start thinking about renewal in advance.