If you have recently received your Access to Work award letter, you are probably feeling a mixture of relief and uncertainty. Getting Access to Work coaching approved is a significant step, but the letter itself does not always explain what next steps you need to take. This guide walks you through everything you need to know, from understanding your award to choosing a coach and submitting your first claim.
Understanding What Your Award Letter Means
Your Access to Work award letter sets out the specifics of your approved support. It will confirm the type of support that has been approved, the number of hours or sessions funded, the period your award covers, and how the funding will be reimbursed. Read through the letter carefully and check that the support described matches what you were assessed for. If something looks incorrect or is missing, contact the Access to Work helpline promptly on 0800 121 7479 to have it corrected before your Access to Work coaching sessions begin.
It is also worth knowing that awards are generally valid for up to three years, though Access to Work will review your circumstances before each renewal period. If your job role changes or your needs change at any point, you can request a review without waiting for the renewal date.
How to Go About Choosing a Specialist Workplace Strategy Coach
Your award letter will confirm the type of coaching that has been approved. For most people using Access to Work coaching, that will be specialist workplace strategy coaching, sometimes described in award letters as executive function coaching, job coaching, or ADHD workplace support. The label matters because it tells you what kind of professional to look for.
Relevant specialism is the first thing to assess when selecting Access to Work coaching. Specialist workplace coaching for conditions such as ADHD, autism, anxiety, depression, menopause, or other conditions that affect work is a specialist field, and it is different in practice from general life coaching or business coaching. Look for someone who has demonstrable experience working with your specific condition or profile, and check whether they regularly work with neurodivergent clients or clients managing the particular condition that led to your Access to Work award.
Professional accreditation is worth looking into as part of the process of choosing a coach. There is no single governing body for coaching in the UK, but recognised frameworks include the International Coaching Federation (ICF) and the Association for Coaching (AC). These accreditations require coaches to complete verified training hours and commit to ongoing professional development. A coach without any accreditation is not automatically unsuitable, but it is a reasonable question to ask.
Experience with Access to Work coaching specifically is also relevant. A coach who has worked with Access to Work funded clients before will understand the administration involved, including how invoicing works, how to support you with your claim forms, and how to document sessions in a way that keeps the process clear for you.
Understanding a coach’s methodology is also important, particularly when it comes to Access to Work coaching for neurodivergent people or those managing ADHD in the workplace. Specialist workplace coaching should involve structured, practical strategies rather than open-ended conversation. Ask the coach how they approach sessions, what a typical session looks like, and how they track progress with clients.
Finally, pay attention to whether the working relationship feels right. You will be working closely with your coach throughout the period of your Access to Work award, and the relationship itself is part of what makes Access to Work coaching effective. Do not feel pressured to accept the first coach you speak to. Your award is yours to use, and choosing a coach who is the right fit is worth a little extra time.
What to Do Once You Have Chosen a Workplace Strategy Coach
Once you have identified a coach you want to work with, share a copy of your award letter with them. A coach who is experienced in Access to Work coaching will use this to set up billing and invoicing correctly and ensure that their session rates align with the amounts confirmed in your award. If there is any discrepancy between what the coach charges and what your award covers, resolve this before your first Access to Work coaching session begins.
Your coach should also be clear with you about how they intend to invoice for sessions, whether in advance or in arrears, and whether they invoice you directly, your employer, or both. This varies depending on your employment status and the specifics of your award.
If you are employed, your employer will usually be involved in the Access to Work claim process. Your employer may be required to pay the coach directly and then reclaim the costs from Access to Work. Let your employer’s HR or finance team know that you have an Access to Work coaching award as early as possible, as they will need to set up the administrative side of the process on their end.
If you are self-employed, the process is slightly different. You will typically pay the coach directly and then claim the costs back yourself through the Access to Work reimbursement process. Some coaches will work with you to stagger payments across a small number of sessions at a time so that you are not out of pocket for extended periods. It’s always a good idea to ask the coaching provider about the options they have available.
How the Access to Work Coaching Claim Process Works – How to Claim from Access to Work
Access to Work coaching operates on a reimbursement model in most cases, which means costs are usually paid first and then claimed back. There are some instances where Access to Work pays providers directly, but this is less common for coaching and can add administrative delay, so it is worth clarifying with your case manager which route applies to your award.
To submit a claim, you will need to create a GOV.UK One Login account if you do not already have one. This replaced the original Access to Work portal in late 2025 and allows you to submit and track claims online.
When you log into the Access to Work claim system, you will see an icon on the screen that allows you to submit your support worker claim. Make sure to transcribe the details from the provided invoice accurately.
The claim itself requires you to confirm the sessions that have taken place, attach supporting documentation such as invoices from your coach, and have your claim approved by your employer or named workplace contact if you are employed.
Once submitted, payments to providers typically arrive within ten working days but this can take longer, up to three weeks.
You have nine months from the date of the support being provided to submit a claim, so there is no need to rush individual submissions, but it is sensible to claim monthly rather than letting costs accumulate. Keeping a clear record of each session date and the corresponding invoice makes the process considerably more straightforward.
If you run into difficulties with your claim, whether that is a technical issue with the portal, a delay in processing, or a question about what is eligible, contact your Access to Work case manager directly rather than trying to resolve it through general helpline queues. Y
ou were assigned a case manager when your award was made, and they are the right person to deal with queries specific to your award.
Making the Most of Your Access to Work Coaching Sessions
Access to Work coaching is funded specifically to help you with your work, so your sessions should stay focused on the practical strategies that affect your ability to do your job well. This might include:
- Organisation
- Prioritisation
- Managing deadlines
- Structuring your working day
- Communicating in the workplace
- Preparing for meetings
- Managing the emotional demands of your role
Before your first session, think about what is actually getting in the way at work right now. The more specific you can be, the more productive your Access to Work coaching sessions will be from the start. Your coach will help you build on this through your sessions together, but arriving with a clear sense of your current challenges helps the coaching feel purposeful from the very beginning.
It is also reasonable to expect your sessions to evolve. What you need support with in the first few months may look different as you develop strategies and your working situation changes. A good coach will check in regularly on what is and is not working and adjust the focus accordingly.
Renewals, Reviews, and Changes to Your Access to Work Award
Access to Work will contact you approximately twelve weeks before your award period ends to discuss renewal. If you still need support, you will need to reapply. This is not a guarantee of continued funding, but if your circumstances have not significantly changed, renewals are generally approved.
If your job changes, you are promoted, or you move to a new employer during your award period, you need to inform Access to Work as soon as possible. A change in circumstances can affect your award, and keeping them updated avoids complications when you come to claim. You can request a review of your award at any time, not just at renewal, and this is worth doing if your needs have changed substantially since your original assessment.
For people who are self-employed, the renewal process works the same way, though your case manager will need updated information about your business and how your condition continues to affect your work.
Getting the Full Value from Your Award
Many people receive an Access to Work award and use only a portion of what they are entitled to, often because the administration feels unclear or because they are unsure what their Access to Work coaching should cover. The sessions are there to be used, and specialist workplace coaching is there to make a practical difference to your working life.
If you have questions at any point about whether something falls within the scope of your Access to Work coaching, ask your coach first and then your case manager if needed. The aim of the scheme is to remove barriers that would otherwise prevent you from working effectively, and a specialist workplace coach should be helping you do exactly that.
If you are looking for Access to Work coaching that specialises in executive function, ADHD workplace support, autism, anxiety, menopause, and other conditions that affect your work, Focus Work offers specialist workplace strategy coaching funded through Access to Work. You can send us an email here, or WhatsApp message us here.
