Title Page
Copyright
Contents
Acknowledgements 7
The Authors 8
Summary 9
1. Introduction 15
1.1. Background 15
1.2. Research aims 17
1.3. Our approach 17
1.3.1. HR staff 18
1.3.2. Disabled employees 18
1.3.3. Line managers 20
1.3.4. Trades union officials and representatives 21
2. Transfer of Access to Work to Ministerial Government Departments 23
2.1. Finding out about the transfer 24
2.1.1. Human Resource leads 24
2.1.2. Disabled employees 26
2.1.3. Line managers 27
2.1.4. Trades union officers and branch representatives 28
2.2. Managing the transition 29
2.2.1. HR leads 29
2.2.2. Disabled employees 32
2.2.3. Line managers 34
2.2.4. Trades union officers and branch representatives 35
3. Current workplace support 37
3.1. Types of support available 38
3.1.1. HR leads' views 38
3.1.2. Disabled employees' views 39
3.1.3. Line managers' views 39
3.1.4. Trades union officers and branch representatives 40
3.1.5. Other disability support 40
3.2. Information and awareness 41
3.2.1. HR leads' views 42
3.2.2. Disabled employees' views 43
3.2.3. Line managers' views 44
3.2.4. Trades union officers and branch representatives 45
4. Accessing workplace support 47
4.1. Application process 48
4.1.1. HR lead views 48
4.1.2. Disabled employees' views 50
4.1.3. Line managers' views 52
4.1.4. Trades union officers and branch representatives 52
4.1.5. Applying at recruitment stage 53
4.2. Assessments 53
4.2.1. Sourcing and accessing assessments 54
4.2.2. Quality and appropriateness of assessments 55
4.3. Decision-making process 57
4.3.1. Influences on decision-making 57
4.3.2. Value for money 58
4.3.3. Difficulties and constraints 58
4.3.4. Level of decision-making 59
4.3.5. Disabled employees' views 60
4.3.6. Line managers' views 62
4.3.7. Trades union officers and branch representatives 62
4.3.8. Implications of unclear decision-making processes 62
4.4. Getting support in place, reviews and follow-up support 63
4.4.1. Timely support 63
4.4.2. Training and follow-up support 64
4.4.3. Reviewing support 65
5. Funding workplace support 69
5.1. Funding structures and budgets 69
5.1.1. HR leads 69
5.1.2. Line managers 71
5.1.3. Disabled employees 72
5.1.4. Trades union officers and branch representatives 72
5.2. Funding issues 73
5.2.1. HR leads 73
5.2.2. Disabled employees 75
5.2.3. Line managers 77
6. Future provision 79
6.1. The future for in-work support 79
6.1.1. Plans for workplace support systems 80
6.2. The future for disabled employees 82
6.2.1. Employment plans 82
6.2.2. Future support needs 84
6.3. Concerns for the future 85
7. Conclusions 87
7.1. Conclusions 88
7.1.1. Transfer of responsibility for funding disability adjustments from AtW to MGDs 88
7.1.2. Informing staff about the transfer 88
7.1.3. Support at the time of the transfer 88
7.1.4. Accessing workplace support 89
7.1.5. Decision-making in MGDs 90
7.1.6. Tracking systems and reviews 92
7.1.7. Budgetary concerns 92
7.1.8. The future 93
7.2. Recommendations 93
Table 1.1. Participating employee characteristics 20
Figure 4.1. Models of in-work support structures 49