Apprenticeships if you're disabled: support and adjustments

Being disabled, neurodivergent or having a health condition doesn’t rule you out of an apprenticeship. There’s legal protection and practical support available, and many big employers actively adjust their recruitment.

Reasonable adjustments

Employers must make reasonable adjustments so that workers with disabilities or physical or mental health conditions aren’t substantially disadvantaged. GOV.UK says this applies to all workers, including apprentices. Examples include:

• changing the recruitment process so you can be fairly considered
• doing things another way, like having your own desk instead of hot-desking
• physical changes, like a ramp or a visual fire alarm
• different equipment, like a special keyboard
• flexible or part-time hours

Access to Work

Access to Work is a government scheme that can give you a grant for practical support at work, like:

• specialist equipment and assistive software
• support workers, such as a BSL interpreter, a job coach or a travel buddy
• travel to work, if you can’t use public transport
• changes to your workplace

It can also offer support with your mental health at work, and money for communication support at job interviews. You don’t pay the grant back, and it doesn’t affect other benefits.

Who can apply

• You need a physical or mental health condition or disability that means you need support at work or getting there. You don’t need a diagnosis.
• You need to be in paid work, or starting within 12 weeks. An apprenticeship counts, because it’s a paid job.
• You need to live and work in England, Scotland or Wales. Northern Ireland has its own Access to Work (NI) scheme.

How employers adjust recruitment

Some of the employers we’ve researched explain what they do:

• Lloyds Banking Group runs the Disability Confident Scheme: eligible candidates who meet the minimum criteria can progress if they meet 90% of the standard benchmark.
• Arup is a Disability Confident Level 2 employer and aims to give a third of assessment places to disabled candidates who best meet the role’s requirements.
• Tesco is a Disability Confident Leader and gives examples of adjustments like extra time, larger fonts and increased volume during presentations.

Should you tell an employer?

That’s up to you. Telling them means they can make adjustments, and some schemes only apply if you tick the box. Lloyds says you’ll still get reasonable adjustments even if you don’t. Our guide to interviews and assessment centres has tips for asking for adjustments.