Hearing Loss Workplace Assessments for Employees in the UK and Ireland
Virtual (phone or video) £795, face to face £995. Around two hours. A full, actionable report within ten working days.
Specialist Hearing Loss and Tinnitus Workplace Assessments for Every Kind of Role
When hearing loss or tinnitus starts to affect someone’s work, the problem often looks like something else: missed details on calls, tiredness after meetings, or a person who seems withdrawn. Hearing aids alone often don’t solve it, because the barriers usually sit in the way calls, meetings and workspaces are set up. A specialist assessment finds them.
Visualise carries out specialist hearing loss workplace assessments, including tinnitus workplace assessments, for employers across the UK and Ireland. We support employees who are Deaf or have any level of hearing loss or tinnitus, whether it is new, changing, long-standing, or affecting a return to work. A diagnosis or certificate isn’t needed for us to help.
We assess people in every kind of role, not just in offices. That includes call centres, warehouses, shops, hospitals, classrooms, hospitality, people on the road, and people who work from home or split their time between home and the workplace. Whatever the job, we look at what it really involves and what would make communication easier, safer and less tiring.
Our assessments are practical and non-clinical, and they are carried out by specialists with professional and lived experience of sensory loss. The result is a clear, actionable report your organisation can put into practice straight away.
What Is a Hearing Loss Workplace Assessment?
A hearing loss workplace assessment is a practical, non-clinical look at how an employee’s hearing or tinnitus affects their work, and what would make it easier. It does not test or grade hearing. It focuses on the situations that are hardest in the working day, and what removes the barriers.
The assessment covers:
- The role in full: the employee’s duties, targets, meetings and working pattern, and the listening demands each task brings, such as calls, meetings, noisy areas and customer contact.
- How their hearing or tinnitus affects their work: in their own words, including which voices or situations are hardest, the effect of background noise, tiredness, and how they manage now.
- Their hearing aids or other devices: and how they connect with phones, headsets and computers.
- The working environment: acoustics, background noise, layout, lighting for lip-reading, and quiet spaces.
- How communication works: the way meetings, calls and team communication are run, including captions and speech-to-text tools.
- Health and safety: such as alarms and lone working, with practical guidance.
Tinnitus can make concentration, phone calls and noisy spaces harder, and it can be tiring. We look at background sound, quiet spaces, breaks and the way the working day is organised, so that the adjustments fit the person as well as the job.
From this we produce clear, practical recommendations, such as amplified phones and headsets, assisted listening devices, and changes to how meetings and calls are run.
Deaf and British Sign Language (BSL) Workplace Assessments
We carry out workplace assessments for Deaf employees who use British Sign Language (BSL). For these assessments we book a BSL interpreter, so the employee can take part fully in their own language and nothing is lost in the conversation.
A sign language workplace assessment looks at how communication works across the whole job: meetings, one-to-ones, training, phone calls, emails and chat, and how the employee gets information from colleagues and customers. It also covers safety, such as how the employee is alerted to fire alarms and other warnings.
Recommendations may include BSL interpreters for meetings and training, video relay services for phone calls, remote interpreting, captions and speech-to-text tools, visual or vibrating alerts, and Deaf awareness for managers and colleagues. In England, Scotland and Wales, Access to Work can help pay for BSL interpreting and other communication support at work.
When to Refer for a Hearing Loss Workplace Assessment
HR teams and line managers are often the first to notice that hearing is affecting someone’s work, along with occupational health and case managers. A referral is worth considering when an employee:
- has a new diagnosis of hearing loss or tinnitus, or their hearing has changed
- has new hearing aids or a cochlear implant, or devices that don’t work with their phone, headset or computer
- is returning to work after sudden hearing loss, ear surgery or a period of absence
- misses details on phone or video calls, or struggles to follow meetings, especially with background noise
- is exhausted or has headaches after a day of listening
- finds tinnitus is affecting their concentration or their work in noisy spaces
- may not hear fire alarms, vehicles or other warnings, or works alone
- uses British Sign Language and needs communication support at work
- is falling behind on work they used to manage, or faces performance concerns that may be linked to their hearing.
Employees can also try our free hearing self-screening tool as a first step. It does not replace a hearing test or an assessment.
Sudden hearing loss in one or both ears needs urgent medical advice before anything else.
How It Works
- Referrals usually come from HR, occupational health or a line manager. Use the Make a Referral button to download the referral form, complete it and send it back to us. Self-employed people and individuals can also book an assessment directly. The referral form is all we need, and the employee doesn’t need to prepare anything.
- We contact the employee directly within two working days to arrange a time that suits them. Virtual assessments usually take place within two weeks of referral. Face-to-face assessments may take a little longer to arrange.
- We carry out the assessment by phone, video or in person, depending on what is needed. It usually takes around two hours.
- We write a full, actionable report and send it to you within ten working days. You can then share it with the employee.
If you have any questions once you have read the report, just get in touch.
Virtual or Face to Face?
Most of our assessments are now carried out virtually, usually by phone, or by video where that suits the employee. In our experience, a virtual assessment produces the same detailed, actionable report as a face-to-face visit in most cases, with no travel and faster booking. Face-to-face assessments remain available where a physical review of the workplace is needed.
What the Report Covers
Every specialist hearing loss workplace assessment report is written to be acted on. It covers:
- the employee’s role and duties
- the barriers they face
- any health and safety concerns, with guidance
- reasonable adjustments
- equipment and assistive technology, such as amplified phones, headsets and assisted listening devices
- communication in meetings and on calls, including captions and speech-to-text tools
- changes to acoustics, layout and the working environment
- anything that may help at home as well as at work
- practical advice for managers and colleagues.
Every recommendation is proportionate and specific to the role.
Recommendations name specific equipment and software, with suppliers and links, so they can be acted on straight away. Visualise is fully independent. We don’t sell equipment or take commission from suppliers, so every recommendation is impartial.
Why It Matters, and What the Law Expects
England, Scotland and Wales. Under the Equality Act 2010, employers have a duty to make reasonable adjustments for disabled employees, so that they are not put at a substantial disadvantage compared with colleagues. This includes many people with hearing loss or tinnitus.
Northern Ireland. Disability in employment is covered by the Disability Discrimination Act 1995, which places a similar duty on employers to make reasonable adjustments.
Ireland. Under section 16 of the Employment Equality Act 1998, as amended, employers must take “appropriate measures”, often called reasonable accommodation, so that a person with a disability can do the job, unless those measures would impose a disproportionate burden on the employer.
Employers in Ireland may be able to get help with costs through the Work and Access programme. Its Workplace Needs Assessment grant provides up to €2,500 towards an assessment, and the Department of Social Protection sets criteria for the assessor, including professional registration. Please ask us about your situation before applying. The programme can also fund workplace equipment (up to €12,000) and adaptations (up to €25,000), and our report sets out clearly what is needed. Approval must be in place before anything is bought.
Whichever applies, getting adjustments right early helps people stay well and productive at work, and avoids the costs of absence, lost skills and disputes. Our assessments give you:
- expert guidance to help you meet your obligations
- a more inclusive, supportive working culture
- support for employee confidence and retention.
Watch: what happens when nobody asks
A short film about an employee with hearing loss who faces a formal process over his targets, when no assessment or adjustments were ever put in place. Read the transcript.
Access to Work
Access to Work is available in England, Scotland and Wales. Northern Ireland has its own Access to Work programme. Access to Work can help pay for support, but it will not pay for reasonable adjustments an employer is legally required to make. Its own staff guide says advisers “must take into account any previous assessments a customer has had”, and that “a further assessment may not be necessary unless the customer asks for one” or the type of work has significantly changed. Funding decisions always rest with Access to Work, and it may still arrange its own assessment.
Who Should Use This Service?
We work with:
- employers managing accessibility across varied roles
- HR teams and occupational health professionals who need specialist input
- line managers looking for practical advice
- insurers and case managers supporting a return to work
- employees, through a referral from their employer.
Whether it is a call centre adviser, teacher, warehouse operative, nurse or manager, we can help.
Assessment Cost
- Virtual assessment, by phone or video: £795
- Face-to-face assessment: £995
The price includes the assessment and the full written report. Travel costs may apply for face-to-face assessments outside our local area, and we always confirm this before booking.
What People Say About Our Workplace Assessments
After having a life changing event, I asked my manager for a referral to occupational health as I couldn’t continue with day to day role. So easy and smooth meeting. Listened to what I said and gave me hints and tips which have been helpful. Interesting report with advisory measures to be put in place for my employer. If I didn’t have this I think my employer would not understand my situation.
Karen Guerreiro, Google review
I had my workplace assessment with visualise and the assessor was excellent. They made me feel at ease as i was anxious and they made really good recommendations for my employer for when i return to work.
Bev Campbell, Google review
My appointment with Dan was fast and easy, and Dan was professional and prompted me with the right questions to get information I sometimes struggle to communicate as I adjust. He was really helpful at the end of the call too, signposting services I hadn’t considered.
Nick Craik, Google review
Make a Referral Today
Early support makes a big difference, so don’t wait for problems to build up.
Have questions first?
Contact us today to discuss how we can support your team – call Dan on 07472 305 268
Or email us at referrals@visualisetrainingandconsultancy.co.uk
Let’s work together to create a workplace where hearing loss is no longer a barrier to success.
Frequently Asked Questions About Hearing Loss and Tinnitus Workplace Assessments
£795 for a virtual assessment by phone or video, and £995 face to face. The price includes the assessment and the full written report. Travel costs may apply for face-to-face assessments outside our local area, and we always confirm this before booking.
Usually around two hours, which gives time to understand the employee's role, communication needs, working environment and barriers.
We contact the employee directly within two working days to arrange a time. After the assessment, the report is sent to you within ten working days.
Virtual assessments usually take place within two weeks of referral. Face-to-face assessments may take a little longer to arrange.
The referring organisation, which can then share it with the employee.
The employee's duties and barriers, any health and safety concerns, reasonable adjustments, equipment and assistive technology, communication in meetings and on calls, changes to the working environment, anything that may help at home as well as at work, and advice for managers and colleagues.
Usually not. Most of our assessments are carried out by phone, or by video where that suits the employee. In our experience, this produces the same detailed, actionable report as a face-to-face visit in most cases, with no travel and faster booking. Face to face is available where a physical review of the workplace is needed.
No. We assess people in education, healthcare, retail, operational, customer-facing, call centre and hybrid roles.
Access to Work's staff guide says advisers must take into account previous assessments a customer has had, and that a further assessment may not be necessary unless the customer asks for one or their work has significantly changed. Funding decisions always rest with Access to Work.
Yes. The employee should agree to the referral before it is made. Their information is treated in confidence, and the report is sent only to the referring organisation.
Usually the employer, or an insurer or case manager who commissions the assessment. Self-employed people and individuals can also book and pay directly.
No. The assessment looks at how the employee's hearing or tinnitus affects their work, so a diagnosis or certificate isn't needed.
Yes. We carry out workplace assessments for Deaf employees who use British Sign Language, and we book a BSL interpreter for the assessment so the employee can take part fully in their own language.
No. Visualise is fully independent. Our reports name suitable equipment, suppliers and links, but we don't sell anything or take commission, so our recommendations are impartial.
Yes. Self-employed people and individuals can book and pay for an assessment directly. Get in touch to arrange it.
Yes. We carry out assessments for employers in Ireland, by phone, video or in person, and Irish employers can commission an assessment from us directly.
