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<p>The table below shows the proportion of individuals who had any Access to Work
element approved in 2016/17 but to whom no payment was made within 12 months, for
the requested primary medical conditions.</p><p> </p><table><tbody><tr><td><p>Primary
medical condition</p></td><td><p>The number of people who had any Access to Work Element
approved in 2016/17, by primary medical condition</p></td><td><p>Proportion of individuals
for whom no payment was made for any Access to Work element approved in 2016/17 within
12 months of approval, by primary medical condition</p></td></tr><tr><td><p>Arms or
hands</p></td><td><p>1,100</p></td><td><p>63%</p></td></tr><tr><td><p>Legs or feet</p></td><td><p>1,490</p></td><td><p>35%</p></td></tr><tr><td><p>Back
or neck</p></td><td><p>3,260</p></td><td><p>65%</p></td></tr></tbody></table><p> </p><p>We
do not routinely collect data on the reasons why payments may not have been made,
however we did recently publish independent qualitative research, conducted with a
small sample of Access to Work recipients, which provides some insight into why some
recipients whose applications are approved do not take up payment; reasons included
employers accepting the full costs and recipients leaving their jobs between applying
and being granted Access to Work. In a minority of cases, the Access to Work application
process or recommendations received were cited as the reason for deciding not to take
up the provision.</p><p><strong> </strong></p><p>This research can be viewed here:
<a href="https://www.gov.uk/government/publications/access-to-work-research-review"
target="_blank">https://www.gov.uk/government/publications/access-to-work-research-review</a></p><p>
</p><p>As soon as an application for support is received, Access to Work actively
engages with both the applicant and their employer. Many organisations welcome the
support offered by the scheme but, if necessary, Access to Work advisers will work
with employers to obtain their buy in to the need for support, ‘sell’ the benefits
of the requested support and facilitate timely implementation.</p><p>We’re also using
Disability Confident to raise employers’ awareness of how best to support their disabled
employees, as well as integrating Access to Work into Disability Confident communications.</p>
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