Campaigners and business groups are calling on the government to urgently reform the Access to Work scheme, warning that delays and inconsistent decisions are preventing thousands of disabled people from starting or staying in employment. The scheme, which provides grants for workplace adjustments and support such as equipment, travel, or job coaching, has been described by disability organisations as vital but increasingly unfit for purpose.
Access to Work was designed to remove practical barriers to employment, yet in recent years it has faced growing criticism. Applicants and employers have reported waiting several months for decisions, with some job offers being withdrawn because adjustments could not be confirmed in time. Campaigners say the situation undermines both confidence in the scheme and progress toward closing the disability employment gap.
More than 17,000 people recently signed an open letter urging ministers to overhaul Access to Work’s processes. The letter, coordinated by a coalition of disability charities and employment support providers, highlights the financial and emotional impact of delays on disabled workers. Many applicants are left without the equipment or assistance they need to perform their roles, forcing some to reduce hours or leave work altogether.
Disability Rights UK has been among the most vocal critics. Bethany Bale, the organisation’s Policy and Campaigns Officer, said: “The delays have caused my customers to lose their jobs. By the time their application is processed, they have either been sacked or quit because they’re too stressed to keep up with the workload without the support.”
Employers have also voiced frustration. Recruitment specialists say the unpredictability of funding decisions can make it difficult for businesses to plan reasonable adjustments or budget for support. For small and medium-sized organisations in particular, a lack of clarity about timelines can discourage them from hiring disabled candidates who require specialist adaptations.
Sir Stephen Timms, Minister for Employment and chair of the Work and Pensions Committee, has acknowledged that Access to Work is struggling to cope with rising demand. “We used to speak about Access to Work as a best-kept secret… there’s been an enormous surge in applications. The department has done its level best to keep up, but the situation is not in good shape,” he told Disability Rights UK earlier this year.
The Royal National Institute of Blind People (RNIB) has raised similar concerns, warning that “unprecedented Access to Work delays are putting blind and partially sighted people’s jobs at risk.” The charity said some applicants have waited more than six months for a decision, forcing them to self-fund specialist equipment or withdraw from work entirely.
For recruiters and HR professionals, the growing focus on Access to Work highlights how crucial accessibility and preparation are in hiring processes. Agencies placing disabled candidates are being advised to work with clients early to identify likely adjustments and to factor potential funding delays into onboarding plans. This can help prevent last-minute setbacks and reassure candidates that practical needs will be met.
The call for reform has drawn support from across the disability employment community. Business groups such as the Business Disability Forum and the Recruitment and Employment Confederation have both urged the government to modernise the scheme, arguing that it should be viewed as an investment in talent rather than an administrative burden. They point out that a more efficient Access to Work process could reduce reliance on welfare benefits and boost labour market participation at a time when economic inactivity is rising.
The government has acknowledged the need for improvement and says efforts are under way to cut waiting times and simplify claims. Officials have cited staff shortages and outdated IT systems as key factors behind recent delays. A new digital case management system is being tested, which ministers say will improve efficiency and transparency. However, campaigners warn that progress has been slow and that more structural reform is needed to meet growing demand.
The Access to Work budget has expanded significantly over the past decade, yet the number of successful applicants still represents only a fraction of disabled people in work. Many eligible workers either do not know about the scheme or find the application process too complex. Recruiters and HR teams can play an important role in bridging that gap by informing candidates about available support and encouraging employers to engage with the system early.
As one campaigner put it, “Access to Work should be a gateway, not a barrier.” Reforming it is seen as essential if the government is to meet its target of getting one million more disabled people into work by 2027 — and if employers are to build truly inclusive workplaces that support every individual to succeed.