The short answer: up to £69,260 a year. That’s the cap for Access to Work grants awarded or reviewed between 1 April 2026 and 31 March 2027.
The longer answer is that there’s no standard amount. What you get depends on what you need, and in some cases your employer pays part of the cost too.
Here’s how the numbers work, and why you’ll see different figures elsewhere online. If you’re new to the scheme, start with what Access to Work is.
The Access to Work cap for 2026/27
The maximum is £69,260 per person per year. It’s the same figure as the previous two years.
The cap that applies to you depends on when your grant was awarded or last reviewed. That’s why older amounts, like £57,200 or £62,900, still turn up online. They were right at the time. They aren’t now.
| Grant awarded or reviewed | Yearly cap |
|---|---|
| 1 April 2021 to 31 March 2022 | £62,900 |
| 1 April 2022 to 31 March 2023 | £65,180 |
| 1 April 2023 to 7 April 2024 | £66,000 |
| 8 April 2024 to 31 March 2025 | £69,260 |
| 1 April 2025 to 31 March 2026 | £69,260 |
| 1 April 2026 to 31 March 2027 | £69,260 |
These figures come from the Access to Work factsheet and the employer factsheet on gov.uk.
There’s no set amount
£69,260 is a ceiling, not a target. Your award is based on what you need to do your job. Access to Work will talk to you about your role and your condition, and sometimes arranges an assessment of your workplace, by phone, video or in person.
Once a decision is made, you’ll get a letter telling you how much the grant is and what it should pay for.
Access to Work doesn’t hand over a lump sum. It pays back the agreed cost of your support. You or your employer may need to pay for some things up front and then claim the money back.
What affects how much you get
- The support you need. Software is usually a one-off cost. A support worker or help with travel to work is an ongoing one.
- Whether it’s a reasonable adjustment. If your employer has to make a change by law, they pay for it, not Access to Work.
- Whether your employer shares the cost. For equipment and adaptations, some employers pay part of it. More on that below.
- Whether it’s needed because of your condition. Travel to work support, for example, only covers travel you need because of your condition.
Does your employer have to pay anything?
Sometimes. This is called cost sharing, and it only applies when all of these are true:
- you’re employed, not self-employed
- you’d worked for your employer for more than 6 weeks when you applied
- the support is special aids and equipment, or adaptations to premises or equipment
- your employer has 50 or more employees
Cost sharing doesn’t apply to the Mental Health Support Service. And if you apply within your first 6 weeks in a job, Access to Work can cover up to 100% of the cost.
How much does the employer pay?
It depends on how many people they employ. Each size of employer has a threshold, and the employer pays everything up to it:
| Number of employees | Employer pays the first |
|---|---|
| Fewer than 50 | Nothing (no cost sharing) |
| 50 to 249 | £500 |
| 250 or more | £1,000 |
Above the threshold, the employer pays 20% of the cost up to £10,000, and Access to Work refunds up to 80%. Anything above £10,000 is normally paid by Access to Work.
If the support also benefits the business more generally, Access to Work may ask the employer for an extra contribution on top.
A worked example
Say you work for a company with 120 employees. You’ve been there a year, and your assessment recommends equipment costing £2,000.
- The employer pays the first £500, which is the threshold.
- That leaves £1,500. The employer pays 20% of it, which is £300.
- Access to Work refunds up to 80% of it, which is £1,200.
So the employer pays £800 in total, and Access to Work covers up to £1,200. At a company with 40 employees, there’d be no cost sharing at all.
What if you need more than the cap?
If you’ve reached the maximum, or you’re close to it, and you need more support, speak to your Access to Work case manager.
Does the grant affect your benefits?
No. An Access to Work grant doesn’t affect any other benefits you get, and you won’t have to pay it back. You can get Access to Work alongside most benefits, as long as you work more than one hour a week.
Making claims easier
A few habits make the claiming side much easier:
- Keep every invoice and receipt. Copies are fine.
- Claim regularly. You can claim online with a GOV.UK One Login, or by post using the form that comes with your decision letter. There are time limits on claims, so don’t let receipts pile up.
- Report changes. Tell Access to Work if your job, workplace or condition changes.
- Renew in time. If your grant pays for ongoing support, like a support worker, you can apply to renew from 12 weeks before it ends.
How Inkfire can help
Inkfire is a disabled-led team. Our Access to Work support helps individuals and employers understand the process, prepare applications and put awarded support into practice.
Decisions about awards are made by Access to Work, not by us. If you’d like a hand, get in touch. And if you have ADHD, our guide to Access to Work for ADHD covers coaching and support workers.
Frequently asked questions
What is the maximum Access to Work grant?
£69,260 per person per year, for grants awarded or reviewed between 1 April 2026 and 31 March 2027.
Do I have to pay Access to Work back?
No. It’s a grant, not a loan, and it doesn’t affect your other benefits.
Does my employer have to contribute?
Only in some cases. Cost sharing applies to equipment and adaptations, when you’d worked there for more than 6 weeks when you applied and your employer has 50 or more staff. It never applies if you’re self-employed.
Why do I see different amounts online?
The cap has gone up over the years, and the one that applies depends on when a grant was awarded or reviewed. Older figures, like £66,000 or £62,900, were correct at the time.
How do I apply?
Online on gov.uk or by phone on 0800 121 7479. Our guide to the Access to Work application takes you through it step by step.
