Over 12 million people in the UK live with a degree of hearing loss, and an estimated 4.4 million of them are of working age. In busy workplaces, background noise and poor acoustics can make communication a daily challenge. With the right legal protections, adjustments and hearing therapy, employees can thrive and employers benefit from a more inclusive, productive workforce.
This article outlines key legal rights, the Access to Work hearing loss grant, practical workplace solutions and the role of hearing therapy in long‑term professional success.
Know your legal protections
Equality Act 2010
Under the Equality Act 2010, hearing loss is classed as a disability if it has a substantial and long‑term adverse effect on daily activities. Once that threshold is met, employers have a duty not to discriminate and to make reasonable adjustments so that the employee is not put at a substantial disadvantage compared with colleagues.
Failure to provide adjustments can lead to claims for disability discrimination at an employment tribunal.
Health and Safety at Work and Control of Noise Regulations
Prevention is also critical. The Control of Noise at Work Regulations 2005 set legal limits on daily and weekly noise exposure. Employers must assess risks, provide hearing protection above 85 dB(A) and offer regular audiometric testing for workers exposed to high noise levels. By meeting these duties, businesses not only protect staff but also prevent costly claims.
What counts as discrimination in the workplace?
- Direct discrimination – treating an employee unfavourably because of their hearing loss.
- Indirect discrimination – applying a policy (e.g. mandatory telephone shifts) that disadvantages people with hearing loss at work without objective justification.
- Failure to make reasonable adjustments – delays or refusal to install a hearing loop, for example.
- Harassment – jokes or comments about “not listening”.
- Victimisation – penalising an employee for raising concerns about accessibility.
Training managers to recognise and prevent these behaviours is an essential first adjustment.
Funding help: the Access to Work scheme
The government’s Access to Work programme provides grants to cover disability‑related employment costs that go beyond reasonable adjustments, including specialist equipment, communication support, additional transport and job‑coaching.
Who can apply?
- Employees, apprentices and self‑employed people aged 16 years and older in England, Scotland or Wales.
- Those with a job offer due to start within six weeks.
- Anyone whose long‑term condition (including hearing loss) affects their ability to work.
The grant usually lasts up to three years, but can be reviewed sooner if your role or hearing changes.
What can the grant pay for?
- Digital hearing aids not supplied by the NHS.
- FM or Bluetooth microphone systems that cut background noise.
- Real‑time captioning or British Sign Language (BSL) interpreters for meetings.
- Specialist alarm systems or vibrating pagers.
- Taxis if public transport is inaccessible.
- Hearing therapy or communication‑skills training sessions.
Applications should be submitted before costs are incurred; funding starts from the application date.
Practical workplace solutions to support hearing loss
A successful support plan for employees with hearing loss blends technology, environmental adjustments and flexible working practices. For example, acoustic controls such as desk screens with sound-absorbing panels, carpeting and soft-close doors can help reduce background noise and are generally low to medium in cost.
Assistive technology like induction loop systems, amplified desk phones and captioning software provides direct support during communication and tends to fall within the medium cost range.
Personal devices such as noise-cancelling headsets, remote microphones and flashing alert systems are also effective, and usually low to medium in cost.
Simple communication adjustments, such as sharing agendas in advance, providing written follow-ups, using meeting transcripts and enabling automated captions in video calls, are often free and can make a significant difference.
Flexible working arrangements, including hybrid or home working days, quiet-zone desks or staggered working hours, can also be introduced at no additional cost. And finally, deaf-awareness training sessions and communication coaching for teams are relatively low in cost but valuable for creating an inclusive culture.
By tailoring a package of these measures, employers not only meet their legal obligations but also boost productivity, communication and team morale across the board.
Hearing therapy: the secret ingredient for professional success
Even with advanced technology, navigating fast-paced meetings or busy work environments can be exhausting. Hearing therapy bridges the gap between equipment and day-to-day performance by building essential skills and strategies.
It includes communication techniques such as lip-reading, signalling to colleagues to face you when speaking and using assertive language to request clarification. Managing listening fatigue is also a key focus, with strategies like pacing, planned rest breaks, and environmental awareness to reduce strain.
Auditory training helps retrain the brain to pick out speech from background noise, while psychosocial support addresses the emotional impact of hearing loss at work, including feelings of anxiety or isolation. Device optimisation is another important aspect, ensuring hearing aids and remote microphones are fine-tuned for specific workplace tasks.
Research shows that structured hearing therapy can improve job satisfaction, reduce stress, and enhance employee retention. Including therapy sessions in an Access to Work application allows individuals to receive tailored support from a qualified hearing therapist or audiologist.
If you could benefit from hearing therapy, your GP will be able to write you a referral to a local service. Our trained audiologists can support you with your request for hearing therapy and provide a letter of recommendation for your GP.
Steps employees can take to support employees with hearing loss
- Document the impact: Keep a log for two weeks noting situations where hearing loss at work creates difficulties. This evidence will shape your Access to Work claim and guide adjustments.
- Speak to Occupational Health or HR early: Disclosure is voluntary, but employers can only help if they understand your needs.
- Apply for Access to Work: Submit the online form, outlining how specialised equipment or support will enable you to perform essential tasks.
- Request a workplace assessment: Often delivered by suppliers or charities such as RNID, assessments recommend specific kit and layouts. rnid.org.uk
- Follow up: Reasonable adjustments should be implemented promptly and reviewed after a settling‑in period.
How employers can build an inclusive culture
To support employees with hearing loss effectively, organisations should begin by aligning their policies. This means including hearing-specific guidance within existing equality, health and safety, and flexible working policies to ensure consistency and clarity across all levels of the business.
Regular noise audits are also essential. Open-plan offices and machinery-heavy areas should be assessed against the Control of Noise at Work Regulations to ensure the environment remains within safe limits and is suitable for employees with hearing sensitivities.
Training plays a vital role, too. Providing deaf-awareness sessions for teams, along with clear guidelines on meeting etiquette, helps create a more understanding and inclusive workplace culture.
Investing in inclusive technology is another key step. Employers should ensure that all conferencing platforms are equipped with captioning and are compatible with hearing aids or other assistive devices, so communication remains accessible to everyone.
Finally, creating feedback loops is crucial. Confidential channels should be in place so employees can raise any issues related to hearing loss at work without fear of stigma or consequence.
These small but proactive steps can prevent more serious legal or financial challenges in the future, while also strengthening staff wellbeing and retention.
Support for when you need it
If you’re experiencing hearing challenges at work or want to ensure your workplace support is fully optimised, a professional hearing test is an ideal first step.
At Hearing Therapy, we offer comprehensive hearing tests and assessments tailored to your individual needs, helping you access the right adjustments, technology and support.
Book your assessment today and take a confident step towards a more supported and successful working life.