Why the potential Changes to Access to Work Could be a Disaster for Neurodivergent Individuals

Tl;dr - These changes could be a disaster for ND individuals as they might lose funding for things such as neurodiversity coaching and also reasonable adjustments at work, which can make a real impact on their lives!

The Access to Work (AtW) scheme has long been a lifeline for neurodivergent individuals navigating the workplace. From specialist coaching and assistive technology to support workers and sensory-friendly adjustments, AtW has enabled neurodivergent individuals to thrive in environments that might otherwise exclude them! However, recent comments from the Minister for Social Security and Disability, Sir Stephen Timms (pictured below), have ignited serious concerns about the future of this vital support—and for neurodiverse communities, the implications could be devastating!

Sir Stephen Timms (pictured) in a recent interview on the BBC’s "Access All podcast"

In a recent interview on the BBC’s Access All podcast, Sir Stephen suggested that while total funding for AtW may not be reduced, individual support packages could be scaled back to accommodate rising demand. He also hinted that employers might be expected to shoulder more of the burden for reasonable adjustments.

This shift in rhetoric follows months of unease. The government’s Pathways to Work green paper, released earlier this year, signalled a desire to “streamline” the scheme, despite its budget already ballooning from £142 million in 2019–20 to £385 million in 2025. Leaked reports have since revealed plans for two waves of cost-cutting, potentially making it harder for disabled people—including neurodivergent workers—to access the support they need.

Let’s be clear: this isn’t just a bureaucratic reshuffle. For neurodivergent individuals, for example, with Autism or ADHD and others with cognitive or sensory differences, workplace success often hinges on tailored support:

• Coaching helps manage executive function challenges.

• Noise-cancelling tools reduce sensory overload.

• Flexible communication strategies foster inclusion.

These aren’t luxuries—they’re necessities!

Cutting back AtW support risks pushing neurodivergent workers out of employment altogether. It undermines the government’s own commitments to inclusive workplaces and contradicts the evidence: the DWP’s own research shows that investing in higher-needs support improves outcomes for both employees and employers.

My Final Thoughts

At Neurodiversity in Mind, we believe that inclusion must be more than a slogan. It requires investment, understanding, and a commitment to equity. Diluting Access to Work would be a very big step backwards—one that disproportionately harms those already facing systemic barriers.

We urge policymakers to listen to disabled voices, honour the consultation process, and protect the integrity of Access to Work. Because when neurodivergent people are supported, everyone benefits!

You can read the full article here: https://www.disabilitynewsservice.com/ministers-comments-add-fuel-to-access-to-work-concerns/