6 rights
Work & Access to Work
Workplace adjustments, interpreters at work, and Access to Work funding.
Workplace reasonable adjustments
Examples: BSL interpreters or speech-to-text for meetings, captioned video calls, email instead of phone, vibrating/visual alerts, buddy systems, remote working for communication-heavy days.
Ref: Equality Act 2010 s.20 | EHRC employment guidance
What to do: List meetings and tasks that fail without support; propose specific fixes.
Access to Work for deaf employees
Access to Work can fund communication support workers, interpreters, equipment and technology for eligible disabled workers, including many deaf and hard-of-hearing people.
Ref: GOV.UK Access to Work
What to do: Apply at www.gov.uk/access-to-work. Apply early for a new job.
Cost-sharing with employers
Support is often low-cost for smaller employers and many new starters, but larger employers may contribute to some costs. Check current rules.
Ref: Access to Work cost share guidance
What to do: Ask Access to Work how cost-share applies to your employer size.
Interviews & recruitment
You can request an interpreter or other adjustments at interview. Employers must not discriminate in hiring.
Ref: Equality Act 2010 Part 5
What to do: Request communication support as soon as the interview is offered.
Health & safety and fire alarms
Employers must consider how deaf staff are warned of fire and emergencies — visual alarms, pagers or buddy systems may be needed.
Ref: Health and Safety at Work etc. Act 1974 | Equality Act
What to do: Ask for a PEEP (personal emergency evacuation plan) if you cannot hear alarms reliably.
Hybrid meetings & captions
Platform live captions help but are not always accurate enough alone. For critical meetings, book human support (interpreter / STTR).
Ref: Equality Act reasonableness | good practice
What to do: Use DeafAssist live captions for day-to-day access; book professionals for high-stakes meetings.