Adjustments, disclosure, interviews, job-search support and staying in work.
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People may know that workplace support exists without knowing which route applies, whether a diagnosis is always required, or where national and employer-specific boundaries sit.
Reasonable adjustments and Access to Work are often mentioned together even though they are different routes, which can make it harder to work out what to ask an employer for and when government support may also be relevant.
Job-search support and workplace support are different needs, and people may encounter Access to Work before they know whether they need help finding a role, starting one or staying in work.
People often conflate diagnosis, disclosure, equality-law duties and Access to Work, which can make a high-stakes employment decision feel all-or-nothing.
Recruitment processes can create barriers before someone has an employer relationship or access to workplace support.
A performance process can move quickly while disability-related barriers, unclear expectations or missing adjustments remain unresolved.
Occupational-health referrals can feel opaque, especially when someone is unsure what information will be discussed or what authority the clinician has.
Self-employed people can miss support because workplace-adjustment information is often written around an employee and employer relationship.