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Whatever your employment status, Access to Work will also pay up to 100 per cent of the approved costs of help with: support workers | fares to work | communicator support at interview. The level of support costs available. Access to Work pays a proportion of the costs of support if: you're working for an employer and | you've been in the job for six weeks or more and | you need special equipment or adaptations to premises.
Under the DDA, your employer has a duty to make 'reasonable adjustments' to make sure you're not put at a substantial disadvantage by employment arrangements or any physical feature of the workplace. Examples of the sort of adjustments your employer should consider, in consultation with you, include
You can play an active role in discussing these arrangements with your employer. You might also want to encourage your employer to speak to someone with expertise in providing work-related help for disabled people. The Equality and Human Rights Commission, which has replaced the Disability Rights Commission, provides guidance and advice for you and your employer about the DDA and what adjustments might be reasonable.
For more detail visit following links
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Issues for you both to consider include: how effective will an adjustment be? | will it mean that your disability is slightly less of a disadvantage or will it significantly reduce the disadvantage? | is it practical? | will it cause much disruption? | will it help other people in the workplace? | is the cost prohibitive? You may want to make sure that your employer is aware of the Access to Work programme run by Jobcentre Plus.
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