In today’s ever‑connected modern world where remote meetings, global teams, and fast‑paced collaboration are the norm, effective spoken communication remains essential. Yet for the Deaf community, these vital channels are often blocked. Without timely, professional interpretation support, especially via schemes like Access to Work, Deaf individuals face unreasonable delays, reduced opportunities, and exclusion from the very frameworks driving modern UK life. Reform, not cuts, is imperative, and professional interpreters are right at the heart of that change.
- In the UK, the employment rate for people who identify “difficulty in hearing” is about 64%, compared with approximately 77% for those without long-term health issues or disability.
- Only 37% of people who report British Sign Language (BSL) as their main language are in work, compared to 77% of non-disabled individuals
A survey by Totaljobs found that 56% of deaf or hard-of-hearing employees have experienced discrimination at work. One in four have actually left a job because of a workplace environment made difficult by deafness.
What is the Access to Work scheme and how does it work?
Access to Work is a UK government programme designed to support disabled people, including deaf individuals to access and remain in paid employment. It helps cover the cost of communication support such as BSL interpreters, notetakers, lip-speakers, assistive technology, and job coaching- all on top of legally required reasonable adjustments made by employers.
The scheme is meant to create a level playing field, enabling Deaf professionals to fully participate in workplaces. In practice, however, the system often falls short.
Barriers Deaf people face in Access to Work
Severe delays: Only 15% of Deaf people report a positive experience, with some waiting up to 10 months before support takes effect.
Lack of deaf-aware support staff: Over 26% of users report that Access to Work staff do not understand their needs as Deaf persons. The application process is often bureaucratic and difficult.
Financial caps that miss the mark: A cap of up to £30,000 for interpreter “salary” becomes problematic. Deaf people may need multiple communication professionals, BSL interpreters, notetakers, speech-to-text reporters which individual salaries can’t accommodate effectively.
Geographic discrimination: Interpreters may have to travel long distances to reach Deaf clients. However, access to reasonable travel reimbursement is limited, making it financially unviable for interpreters to serve those outside of London.
Misuse of Communication Support Workers (CSWs): In lieu of fully qualified interpreters, CSWs who lack formal training and language competence are used, risking miscommunication and exclusion.
One-size-fits-all booking practices: Policy forces hourly bookings and ignores professional norms where interpreters work in half- or full-day blocks, including necessary breaks. It undermines both interpreter wellbeing and interpretation quality.
Loss of choice and confidentiality: The “30-hour rule,” which requires hiring interpreters as salaried staff, eliminates flexibility. Deaf people can no longer choose interpreters suited for specific contexts (like arts vs. finance). It also raises concerns around confidentiality, interpreter deskilling, and workplace boundaries.
The impact on interpreters
Payment delays and insecurity: Interpreters face late or non-payment, discouraging them from taking Access to Work assignments altogether, shrinking the pool of qualified professionals.
Professional strain: Booking structures that ignore customary half- or full-day schedules as per NUBSLI guidelines force interpreters into exhaustion, risking both the quality of interpretation and their health.
Reform in action
- To remove long delays in support, streamlining applications and processing will enable a smoother and shorter process.
- Training staff about Access to Work by providing Deaf-awareness, and recruiting Deaf advisors to bridge the gaps.
- Removing the“30-hour” salary requirement and allowing half/full-day bookings will eradicate inflexible booking policies.
- Insisting only on qualified interpreters offering training and recognition will sustain this profession for the future.
- Reform must focus on strengthening the scheme’s accessibility and reliability, not reducing support.
Access to Work holds immense potential, but in its current state, it often fails Deaf professionals and the interpreters who support them. Long delays, bureaucratic hurdles, inflexible policies, and a disregard for professional standards compromise both equitable access and workforce inclusion.
The Deaf community and BSL interpreters deserve a system that is responsive, respectful, and reliable. Reform is needed not cuts to rebuild trust, uphold rights, and ensure that Deaf people can participate fully in work and life, alongside skilled interpreters who are valued and fairly compensated.
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