Apprenticeships and Disability: Support and Adjustments to Discuss

An apprenticeship involves recruitment, employment, training and assessment. A disability or learning need may affect one part of that experience differently from another, so support should be discussed across the whole programme. Start with the activities that create a barrier and the practical changes that could help you participate.

This guide concerns apprenticeship support in England. Official apprenticeship guidance explains that reasonable adjustments can be relevant in both work and training, including the application process. The right arrangements depend on your needs and the situation; the examples below are discussion prompts, not a promise that every adjustment or funding application will be approved.

Describe the barrier and the activity

You do not need to reduce your experience to a broad label when preparing for a support conversation. Explain the task: reading a particular format, hearing instructions in a noisy room, accessing a workshop, managing a timed assessment or using a computer system. Describe what makes the activity difficult and what has helped before.

Keep the focus on participation and the required learning. A useful question might be whether written instructions can accompany a demonstration, rather than a general statement that training is inaccessible. If you are unsure what would help, ask the employer or provider’s support team about an assessment and possible options.

Consider different settings and times. A classroom may be accessible while an assessment venue is not, or a workplace arrangement may work on one shift but not another. List the relevant activities so that the discussion covers the whole apprenticeship rather than a single meeting room.

Ask about support during recruitment

Use the recruiting organisation’s stated contact route to discuss access needs for an application, interview or practical task. Explain the format and support you need in time for arrangements to be made. Ask who will handle the request and what information is necessary.

Our guide to apprenticeship interview preparation helps you identify the task and its purpose. If the format is unclear, ask for details before deciding what adjustment would be helpful. Avoid assuming that a previous employer’s process will be identical.

Keep a copy of the agreed arrangements and the contact details for the day. If something changes, notify the relevant person through the official route. You can prepare for the role while also asking for a fair opportunity to demonstrate the skills being assessed.

Coordinate the employer and training provider

The employer and provider may be responsible for different parts of the programme. Ask for a clear contact in each organisation and agree how support information will be shared. Official apprenticeship guidance says support should be considered in the initial assessment and can be discussed later if circumstances change or needs were not identified at the start. (Apprenticeships.gov.uk: disability and learning support)

Record the practical arrangement, who will implement it and when it will be reviewed. Avoid a plan that only says support is available without explaining how to access it. Ask what happens if the usual tutor, manager or support worker is absent.

Keep assessment arrangements explicit

Support used during teaching may not automatically be approved or available for a formal assessment. Ask the provider which organisation controls the assessment process, what evidence is required and when requests must be submitted. Confirm the arrangement in writing before relying on it.

Discuss how you will demonstrate the required knowledge and skills with appropriate access arrangements. Do not assume that an adjustment changes the occupational standard or removes a professional requirement. If a particular requirement is difficult to interpret, ask the provider to involve the relevant assessment or professional body.

Use our assessment preparation guide to identify the methods and dates that need checking. For English and maths, consult the separate current requirements and support process. A learning adjustment and any permitted flexibility in qualification requirements are distinct decisions.

Understand the role of Access to Work

Access to Work may provide eligible people with practical support connected to work, depending on their needs. GOV.UK lists examples such as specialist equipment, support workers and some travel support. Check the current eligibility and application process before assuming a particular item or arrangement will be funded.

GOV.UK explicitly states that Access to Work does not pay for reasonable adjustments that an employer is legally required to make. Keep those employer responsibilities separate from any additional support application. A pending grant decision should not be treated as the answer to every question about workplace adjustments. (GOV.UK: Access to Work)

Before buying equipment or committing to a service, confirm the funding decision, any conditions, who pays and how claims work. Coordinate with the employer and provider so that equipment or assistance is suitable for the actual environment. This guide does not assess individual eligibility or recommend a particular supplier.

Agree appropriate information sharing

Ask what information each person needs to implement the support and how it will be stored or shared. A manager may need practical instructions about an adjustment without needing every detail of your medical history. Use the organisation’s designated process for sensitive records rather than sending them broadly to everyone involved.

If a document or assessment is requested, ask why it is needed and whether an alternative form of evidence is acceptable. Keep copies of what you provide and the agreed plan. You can ask for an explanation of unclear wording before consenting to a particular information-sharing arrangement.

If you change employer or provider, include support continuity in the transfer discussion. Our guide to apprenticeship transfers explains the wider arrangements. Do not assume the new organisation has received or implemented the previous plan simply because the apprenticeship continues.

Review support when the work changes

Set a review date and agree what would show that the arrangement is helping. Discuss specific examples: whether you can access the material, participate in the session or complete the task with the agreed support. If it is not working, explain the remaining barrier rather than treating the first plan as final.

Raise changes in duties, equipment, teaching format or circumstances promptly. Use the regular training-plan review to keep responsibilities and actions clear. If support concerns remain unresolved, ask about the relevant complaints process and seek independent advice where appropriate.

Common questions

Can I ask for support after the apprenticeship has started?

Yes. Official guidance says you can discuss needs after the initial assessment and should raise changes in circumstances. Contact the employer or provider’s support route and explain the activity affected. Ask for a clear plan and review date rather than assuming that missing the first conversation means support is no longer possible.

Do work and training adjustments have to be the same?

Not necessarily. Different tasks and environments can create different barriers. Discuss workplace duties, teaching sessions and formal assessment separately, then coordinate the plan. An arrangement that helps during a classroom lesson may need adaptation for a practical task, remote session or assessment venue.

Will the same adjustment automatically apply in an assessment?

Check the formal assessment process. The responsible organisation may need evidence and advance approval, even when similar support is used in teaching. Ask about deadlines and obtain written confirmation. Do not wait until the assessment day to discover whether the agreed equipment, format or assistance has been arranged.

Does Access to Work replace the employer’s responsibilities?

No. GOV.UK distinguishes Access to Work support from reasonable adjustments the employer must legally make, which the scheme does not pay for. Discuss those responsibilities directly with the employer and investigate any additional support through the current scheme rules. Keep the two decisions clear in your plan.

Should I buy equipment before a funding decision?

Confirm eligibility, approval, payment and claim arrangements first. A useful item is not automatically an eligible purchase, and reimbursement should not be assumed. Check suitability with the people responsible for the workplace or training environment, including any compatibility or security requirements, before committing money.

Do I have to share all my medical information?

Ask what information is necessary for the particular support decision and how it will be handled. Use the designated confidential process and seek clarification about any broad request. The practical people implementing an adjustment may need different information from a specialist assessing the request, so discuss sharing rather than assuming everyone needs the same records.

Can support change the apprenticeship’s required skills?

Adjustments aim to help you participate and demonstrate the relevant requirements. Do not assume that they remove the occupational standard or a separate professional condition. Ask the provider and assessment organisation to explain how an adjustment works for the particular task, and seek specialist advice if the decision is unclear.

What if agreed support is not happening?

Keep a factual record of the agreement, the missed arrangement and its effect on the activity. Contact the named owner and ask for a resolution and date. If the issue continues, use the appropriate employer or provider complaints route and seek independent advice about your circumstances rather than silently trying to manage without the agreed support.

Sources and further reading

• Apprenticeships.gov.uk: disability and learning support — England support discussions and initial assessment.
• GOV.UK: Access to Work — possible support and explicit distinction from employer-required reasonable adjustments.