Access to Work and Dyslexia/SpLD’s* 

Access to Work is a Government designed scheme that provides practical help to overcome the barriers that disabled* people experience in the workplace. You may not define yourself as disabled, however, if you have an impairment that restricts your ability to carry out your job then you may wish to consider this.

The Government will either pay for, or make a substantial grant towards the costs of additional support needed as a result of an impairment or disability.

Formal evidence of dyslexia/ SpLD is not required, although if screening results or other documentary evidence is available they would find this useful.

If the difficulties and/or support measures required are clear, an Educational Psychologist’s Assessment, (EPA), would probably not be seen as necessary.

 

 

The following list provides examples of items that should be considered as standard equipment and so cannot be funded by Access to Work. The list is not intended to be exhaustive.

 

Access to Work believes that in normal circumstances an employer should provide these items as part of their Disability Discrimination Act duty to make reasonable adjustments. 

Standard Equipment list

 

1. Adaptations to premises and equipment
2. Special aids to employment
3. Support workers
4. Travel to work- for extra costs in travelling to and from work
5. Communication support at interview
6. Miscellaneous - for 'one-off' items
7. The Nottingham Regional Access to Work Team does not usually fund Optometrist’s assessment. However, this has not been ruled out. There would need to be good work-related evidence of the need for it.

Previously Access to Work has funded proofreaders and Study Support, where the need is clear in relation to the current job.

• New employees - 100% of identified costs of all elements

Important: You must apply within 6 weeks of commencing work.

• People changing jobs - 100% of identified costs of all elements
• UK residents – Can apply but they would consider someone who was on a 2 year contract in Britain, for example.
• Current staff - A one-off payment of the first £1,000 is required. Usually this money is found by the organisation.

Above this sum the Government will pay 80% of agreed costs up to £10,000. The Government will then pay 100% of agreed costs above £10,000.

It is best to notify your manager as soon as possible that you are applying, especially if they are required to make a financial contribution.

It is important to apply as soon as possible as Access to Work will not fund retrospectively.

For more information on how to proceed with an application contact your HR Adviser or the Occupational Health Adviser.

You have to apply individually: 

The easiest way to do this is to phone the local office, based in Nottingham. An administrator will take your contact details, including National Insurance number, and then an adviser will make contact with you within a few days. Often much of the assessment can be done by phone, but Access to Work assessors also make site visits, especially if ergonomic issues are involved. They will also talk to Line Managers and get Human Resources involved if required.

For more details on the Access to Work scheme see Dept. of Work and Pensions website:

Access to Work and www.jobcentreplus.gov.uk

The Access to Work DVD is now on-line :

http://www.microlinkpc.com/access-work

 

Access to Work Business Centre

1st Floor

Alexandra House

377 Cowbridge Road East

Canton

Cardiff

CF5 1WU

Tel: 0292 042 3291

Text phone 02920 644886

Fax: 01920 423342

Email: atw-team-wales@jobcentreplus.gsi.gov.uk

All enquiries will be treated in confidence and with respect.

Display Screen Equipment Assessor

Contact your line manager or the Occupational Health Adviser. E mail W.Jones@lboro.ac.uk

Each department has a DSE (Display Screen Equipment) assessor, trained by Wendy Jones, Occupational Health Adviser, who is responsible for making sure that each member of staff is comfortable at their computer or has beneficial adjustments.

The Staff Disability Group is chaired by Sharron Sturgess (Disability Officer for Students – DANS). The remit for this groups is to comment and be consulted on the policies and practices of the University, which is in keeping with the disability Discrimination Act and good practice. The group would welcome contact or input from members of staff with SpLDs.

For any information please contact your HR Adviser.

Disability is defined by the Disability Discrimination Act as a physical or mental impairment, which has a substantial and long-term adverse effect on a person’s ability to carry out normal day to day activities. The Acts cover a number of impairments which may not be immediately evident or thought of as disabling, such as heart disease, diabetes, dyslexia and severe disfigurement and some mental illnesses.  Where an impairment is controlled, for example by medication, the person is still considered disabled for the purposes of the Acts. Also included are progressive conditions, where the impairment may become substantial, such as some forms of cancer, multiple sclerosis and HIV infection.

* Special Learning Difficulties

Author: Human Resources, last amended Feb 2010.