Start with the Deaf person’s communication preference
Do not start with the funding scheme and assume the support type. Confirm what communication support the Deaf employee wants for the meeting, training, interview, supervision, conference or other workplace activity.
Check the Access to Work award and responsibilities
Confirm what the current award covers, any limits or conditions, and who is expected to arrange the support and handle payment or reimbursement. BookBSL does not decide Access to Work eligibility or funding. Use the employee’s award information and current GOV.UK guidance.
Give the complete workplace booking
Include the date, exact start and finish times, venue or online platform, purpose, number of participants, format and a named workplace contact. Recurring support should include every known date rather than only the first session.
Share preparation material early
Agendas, slides, policies, technical vocabulary, names and background documents help the interpreter prepare. Workplace terminology can be specialist even when the meeting itself is short.
Keep funding and booking records separate and clear
Keep the booking confirmation, agreed rate, cancellation terms and invoice information together. Keep any Access to Work claim or reimbursement paperwork in the organisation’s normal finance process so the booking details are not lost.
If the award or support need changes
Do not assume an old arrangement automatically applies to a new role, new type of assignment or different communication need. Check the current award and ask the relevant parties before confirming the booking.
Use this guide with BookBSL
Official information: Access to Work on GOV.UK ↗
Turn the guidance into a clear enquiry
Use BookBSL’s free checklist to collect the date, timing, format, communication preference, support type, recording plans and preparation information before requesting availability and a quote.
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