cSeeker helps Deaf employees and employers arrange British Sign Language interpreting for workplace communication where Access to Work funding may apply.
Access to Work can support eligible people with practical workplace adjustments, including communication support. The exact funding available depends on the individual award, so the employee should check their own Access to Work decision and conditions.
Workplace support we can arrange
- Team meetings and one-to-ones
- Training and induction
- Interviews and recruitment
- HR and performance meetings
- Conferences and staff events
- Remote meetings on Teams or Zoom
What we need for a quote
Please send the date, times, venue or online platform, meeting purpose, expected duration and any specialist subject matter. If your Access to Work award sets specific rates or conditions, include those details too.
For employers
Employers can help by planning bookings early, sharing materials in advance and making sure the Deaf employee has a clear say in the communication support that works best for them.
Request an Access to Work BSL quote or visit our workplace interpreting page.
Check your award before confirming support
A quotation from cSeeker is not confirmation of Access to Work funding. Check your award dates, approved support, hours, rates and any contribution or evidence requirements before accepting a booking. If anything is unclear, contact Access to Work for a decision about your circumstances.
Organising regular workplace support
Send upcoming meeting dates together where possible, including start and finish times and whether each session is online or on-site. Tell us who will confirm the booking and who should receive the invoice. Discuss any timesheet or supporting-document requirements before the assignment so everyone understands the process.
When your work arrangements change
If your role, hours, workplace or communication needs change, check whether your funding arrangements need updating. Let us know about changes to an existing booking promptly. Employers and employees should agree payment responsibility before support starts; reimbursement should not be assumed solely because an application has been submitted.
For applications and current guidance, see GOV.UK: Access to Work.
