Access to Work: get support if you have a disability or health condition

​​​​​​​​​​​​About the Access to Work Grant

Y​ou can apply for the grant if you have a disability or long-term health condition and:

• need funds for aids or equipment at work
  
• would like to start working
• aim to return to work or remain in work

It doesn’t matter how much you earn, how many hours y​ou work or what industry you work in.

Getting the grant won't affect any other benefits you receive and you won't have to pay it back.

​You can use the grant to buy:

• specialist equipment
• assistive software​

You can't use the grant for:

• medical conditions or adaptations not recognised by National Insti​tute for Health Care Excellence (NICE)​
• employer training and support
• travel costs or adjustments to transport
• adaptations to buildings and structures
• maintenance or ongoing subscriptions costs
• specialist medical assessments
• retrospective costs if aids or equipment have already been purchased

What you buy with the grant is yours. You can keep it if you leave your job.​

The grant is only to help you with the initial purchase. You won’t receive further support for repairs or replacements. If you have any issues with the equipment, you’ll need to contact the supplier directly.

You should speak to your employer first if you're finding areas of your job difficult. They could refer you for an assessment if they have access to an Occupational Health. A GP or hospital specialist may also be able to advise.

Who can apply and what you need

You can apply for the grant if you’re:

• aged 16 or over
  
• hold the residential status of Entitled or Entitl​​ed to Work
  
• we will consider any other residential status on a case-by-case basis
  
• employed, or have proof that you’ve been offered a job
• self-employed for 12 months or more. You must be able to provide proof, such as bank statements and your tax return, that the profit you make from your business is enough for you to live on​

You must also provide in writing, from your GP, consultant or Occupational Therapist:

• proof of your recognised medical condition
• clinical evidence of your recommended adjustments

Your employer must also provide:

• confirmation that you have requested assistance from them, along with evidence that they are unable to provide the required adjustments. This should include details demonstrating that your circumstances have been considered in line with the Discrimination Law. 
  
• confirmation that they are willing for you to use the aids or equipment at work​
  

Applying for the grant

You can apply as many times as you need during the year. The maximum amount you can receive in a year is £5,000.

You can’t apply for the grant if you’re doing a work placement which has no guarantee to give you a job.

We’ll assess your application and let you know if you can receive a grant. If you don’t qualify, we’ll let you know why. Our decision is final and you can’t appeal.

Apply for the Access to Work grant

Buying and delivering the equipment

We'll order the equipment and aids for you if your grant​ is approved. Your employer will also need to give their approval.

We'll contact you to arrange delivery.

Employers legal obligations​

Employers have a legal duty to make reasonable adjustments under the Disc​rimination (Jersey) Law 2013.

Under the law, your employer must take reasonable steps to make sure your disability does not put you at a disadvantage at work compared to non‑disabled employees.

​​Reasonable adjustments in the workplace

Workplace adjustments are changes made to reduce or remove barriers for people with disabilities. This includes disabilities that are hidden as well as those that are visible.

It’s reasonable to expect that an employee may share information with their employer about their disability so that support can be put in place at work.

Once the employer is made aware, they must consider making reasonable adjustments. This includes if:

• an employee asks for ad​justments to be made
• an employee is having difficulty in any part of their job
• either the employee’s sickness record, or their delay in returning to work, is linked to their disability

What reasonable means​

Reasonable will depend on the circumstances of each individual case and on an assessment of factors. These include if:

• the adjustment is practical to make
• the employer has the resources to pay for it
• the adjustment will be effective in overcoming or reducing the disadvantage in the workplace
• the adjustment will have an adverse impact on the health and safety of others​

Decidin​g which adjustments are needed

Considerations need to be made when deciding what adjustments are required, and may include:

• checking if work practices and policies may need to be updated if the adjustment changes how work is done
• assessing if a physical change is needed in the workplace, and what impact that may have
• being made aware if additional equipment or software needs to be provided
  
• understanding if the employee needs assistance from a colleague either on a short or long term basis

​Getting the right aid or equipment can have a positive impact on your performance at work. It can help you work effectively and improve the productivity for you and your employer.

Discrimination (Jersey) Law ​2013​

If you need help completing this form, call +44 (0) 1534 449900 or email accesstowork@gov.je​.