For employees, employers and HR
Workplace difficulties are often highly specific to the person, their role and their working environment. A workplace needs assessment explores where barriers arise and identifies practical adjustments that may help the employee work more confidently and effectively.
Please enquire to discuss your needs and pricing.
The service
A workplace needs assessment considers how an individual's strengths and difficulties interact with their particular job. It looks beyond a general list of adjustments and considers the tasks, systems, communication demands and working environment involved in the role.
The assessment does not diagnose dyslexia. Its purpose is to identify practical and proportionate recommendations for discussion with the employee and employer. Where a formal diagnosis is what you are looking for, that is a separate piece of work: an adult diagnostic dyslexia assessment.
Who it is for
This is not something everybody needs. It tends to be most useful in situations like these.
The conversation
The discussion is shaped around the individual and their role. Not every area below will apply to every person, and some will matter far more than others.
Outcomes
Recommendations are individual and depend entirely on the role and the person. These are examples of the kinds of thing that sometimes help; they are not a promise that any of them will be recommended, agreed or funded.
Step by step
The employee or employer contacts Defining Dyslexia to explain what support is being considered.
Relevant information may be requested. This could include a job description, previous diagnostic report, DSA documentation or information about existing support.
The assessment explores the employee's role, strengths, difficulties and working environment.
With the employee's knowledge and consent, relevant information may be gathered from a manager, HR or occupational health.
A report summarises the areas discussed and provides practical recommendations for consideration.
Where included within the agreed service, the recommendations can be discussed with the employee or employer.
Untangling the routes
Diagnostic assessments, DSA, disability benefits, occupational health, workplace needs assessments and Access to Work can easily become intertwined. However, they are separate processes with different purposes.
Some people may use more than one of these routes. Others may need only one or none at all. What is appropriate depends on the individual, their circumstances and the type of support they are seeking.
Purpose
To establish whether someone has dyslexia and explain their individual profile of strengths and difficulties.
Important distinction
A diagnostic report does not expire simply because someone leaves education or changes jobs. A new diagnostic assessment is not normally required solely because the person has entered employment.
Purpose
To help eligible students access support for higher education. This may include assistive technology, specialist support and other study-related provision.
Important distinction
DSA relates to education. A DSA needs assessment focuses on a particular course and study environment. Its recommendations may provide helpful background information, but they do not automatically become a workplace adjustment plan.
Purpose
Disability Living Allowance (DLA) and Personal Independence Payment (PIP) are disability benefits. They consider additional care, daily living or mobility needs under their own eligibility rules.
Important distinction
They are not dyslexia assessments, workplace needs assessments or decisions about reasonable adjustments. Receiving or not receiving a disability benefit does not determine whether someone may need workplace support.
New adult claims in England and Wales are normally made for PIP rather than DLA. DLA is primarily available for children under 16, although some adults may retain an existing claim.
DLA and dyslexia · PIP and dyslexia
Official guidance: DLA for children on GOV.UK · PIP on GOV.UK
Purpose
To explore how an employee's job, responsibilities and working environment interact with their individual needs.
Important distinction
It does not diagnose dyslexia. It identifies practical and role-specific recommendations that may reduce workplace barriers.
Purpose
To provide an employer with professional advice about health, work and possible support. Employers often use occupational health as part of their normal internal process.
Important distinction
An occupational health referral does not necessarily mean that an existing dyslexia report has been rejected. Occupational health professionals do not all have specialist training in dyslexia. A specialist workplace needs assessment may provide more detailed recommendations about dyslexia-related barriers.
Purpose
Access to Work is a government scheme that may provide practical support or funding for eligible people whose disability or health condition affects their work.
Important distinction
Access to Work makes its own decisions. A private report cannot guarantee eligibility or funding. Access to Work does not pay for reasonable adjustments that are already the employer's legal responsibility.
Putting it together
How these routes work together will vary. A person might have a longstanding dyslexia diagnosis, previous DSA support and a new workplace needs assessment. Their employer might also request occupational health advice or they may apply to Access to Work.
Another person may agree suitable adjustments directly with their employer without needing any further assessment. There is no single pathway that everyone must follow.
Working with employers
Some employers refer employees to occupational health when a health condition, disability or learning difference may be affecting work. This is often part of the employer’s normal support process. It does not necessarily mean that an existing dyslexia report has been rejected.
Occupational health can consider how an employee’s needs affect their work. It may advise the employer about support, fitness for work or reasonable adjustments. However, occupational health professionals do not all have specialist training in dyslexia or specific learning difficulties.
A specialist workplace needs assessment can provide more detailed information about reading, writing, memory, organisation, communication, working practices and assistive technology. Where appropriate and with the employee’s consent, occupational health advice and a specialist workplace needs assessment can be considered together.
Openness
How personal information is handled is set out in the privacy policy.
Common questions
No. A diagnostic dyslexia report does not expire simply because you leave education or change jobs. However, an employer may need current information about how dyslexia affects your particular role. A workplace needs assessment focuses on present working demands and suitable adjustments rather than reassessing whether you are dyslexic.
No. The appropriate route depends on your circumstances and what you are trying to establish. Some people agree workplace adjustments without another assessment. Others benefit from specialist workplace advice, occupational health input or support through Access to Work.
It may provide useful background information about strategies and technology that helped during education. However, it was designed around study rather than your current job. A workplace-focused assessment may be helpful when your role presents different demands.
Many employers use occupational health as their usual route for considering health, disability and workplace support. A referral does not necessarily mean that your existing evidence has been rejected. Occupational health advice and specialist dyslexia recommendations may be considered together.
An occupational health professional can discuss workplace difficulties and advise an employer. However, a formal diagnosis of dyslexia requires an appropriately qualified dyslexia assessor or psychologist. The professional's particular qualifications and the purpose of the referral should always be checked.
No. Occupational health considers health and work more broadly. A specialist workplace needs assessment focuses on the employee's role, dyslexia-related barriers and practical adjustments. Depending on the circumstances, both may contribute useful information.
No. Disability benefits and workplace adjustments are decided through different processes. Evidence used for one purpose may be helpful elsewhere, but it does not automatically determine another organisation's decision.
A workplace needs assessment provides recommendations for consideration. The employer remains responsible for deciding which adjustments are reasonable within the particular role and organisation. Defining Dyslexia cannot guarantee that every recommendation will be accepted or funded.
Access to Work may fund practical support for eligible people. The scheme makes its own decisions about eligibility and awards. It does not fund reasonable adjustments that are already the employer's legal responsibility. Current information should always be checked directly on GOV.UK.
Scope
A workplace needs assessment with Defining Dyslexia focuses on dyslexia and related specific learning difficulties within the workplace. It is not occupational health, not a medical service, and not legal or benefits advice.
The assessment does not diagnose dyslexia, ADHD or autism. Where a formal diagnostic assessment would be more appropriate, that will be said plainly rather than assumed.
Your assessor
Workplace needs assessments are carried out personally by Mark, a qualified teacher, former SENCo and specialist assessor with an Assessment Practising Certificate, working to current SASC standards.
Whether you are an employee, a manager, an HR lead or an occupational health professional, the simplest starting point is a short conversation about what you are trying to achieve.
Please enquire to discuss your needs and pricing.
