Introduction

If you have sight loss or hearing loss, you may face barriers in the workplace that affect how you carry out your job. A specialist workplace assessment can identify these barriers and recommend solutions, ranging from assistive technology to changes in task procedures. However, many people delay asking for an assessment because they are unsure of how to proceed.

This guide takes you through the process step by step, so you can feel confident and prepared when requesting a workplace assessment.

Step 1: Recognise the Signs You Need Support

The first step is to acknowledge that something isn’t working as well as it could. Signs that you might benefit from an assessment include:

• Struggling to complete tasks that used to be straightforward.
• Feeling fatigued or stressed from overcompensating for barriers.
• Avoiding certain situations, like meetings or phone calls.
• Experiencing physical discomfort, such as eye strain or headaches.

If these issues persist, it’s time to explore adjustments that could help.

Step 2: Understand What a Workplace Assessment Is

A workplace assessment is an evaluation conducted by a trained assessor who assesses your role, environment, and specific needs. For sight loss or hearing loss, it is recommended to consult a specialist with expertise in the challenges you face and the solutions available.

The assessor will:

• Discuss your day-to-day tasks and any difficulties you experience.
• Observe your working environment and how you use equipment.
• Recommend practical changes, technology, or strategies to remove barriers.
• Provide a written report for your employer.

Step 3: Decide Who to Approach

Most requests for a workplace assessment start with either:

• Your line manager.
•  The HR department.
• Occupational health services.

If your organisation has an occupational health team, they can coordinate the process and ensure the correct type of assessment is arranged.

Step 4: Prepare Your Case

Before you speak to anyone, make notes on:

• The specific challenges you are facing.
• How these challenges affect your work and productivity.
• Any examples of tasks that take longer or cause errors.
• Possible solutions you’ve considered, if any.

This preparation helps you explain your situation clearly and demonstrates that you’ve considered practical outcomes.

Step 5: Make Your Request

When you are ready, arrange a private meeting with your manager or HR contact. You could say:

“I’ve been finding some parts of my job more difficult recently due to my sight loss/hearing loss. I’d like to request a specialist workplace assessment to identify adjustments that will help me work more effectively.”

Being direct but constructive sets the right tone.

Step 6: Follow Up in Writing

After the conversation, send a follow-up email summarising:

• What you discussed.
• That you have requested a specialist workplace assessment.
• Why you believe it is necessary.
• Any agreement on next steps.

This creates a record and ensures nothing gets lost in busy schedules.

Step 7: Attend the Assessment

When the assessment is arranged:

• Be open and honest with the assessor.
• Demonstrate the tasks that cause difficulty.
• Share any coping strategies you currently use.

The more information you provide, the more accurate and tailored the recommendations will be.

Step 8: Review the Recommendations

Once the assessor provides a report, read it carefully and discuss it with your manager or the HR department. Make sure you understand:

• What changes are being recommended.
• How they will be implemented.
• The expected timescale for adjustments.

If something in the report is unclear or doesn’t seem practical, raise your concerns early.

Step 9: Monitor the Impact

After adjustments are made, monitor their effectiveness to ensure they are working as intended. If they aren’t effective, further tweaks might be necessary. Sometimes, a follow-up assessment is helpful in fine-tuning the setup.

Step 10: Know Your Rights

Under the Equality Act 2010, employers are required to make reasonable adjustments for employees with disabilities, including those with sight loss and hearing loss. A workplace assessment helps ensure those adjustments are relevant and practical.

If your request for an assessment is refused, you can:

• Ask for the reasons in writing.
• Seek advice from a trade union or ACAS.
• In some cases, pursue a disability discrimination claim.

Conclusion

Requesting a specialist workplace assessment doesn’t have to be daunting. By following these steps, you can present a clear and confident case for the support you need, enabling you to work effectively and protect your wellbeing.

Take the First Step

If you are experiencing barriers at work due to sight loss or hearing loss, take the first step today. Contact your manager, HR department, or occupational health team and request a specialist workplace assessment. To learn more and make a referral, visit this page.