Open Letter from AbleOTUK: Opposing Cuts and Calling for Co-Production to Tackle the Real Barriers Faced by Disabled People.

We, as members of AbleOTUK, a network of occupational therapists with lived experience of disability, write to express our deep concerns regarding the recent announcement by Liz Kendall, Secretary of State for Work and Pensions, regarding reforms to the benefits system. We strongly oppose any cuts to disability benefits, which will further marginalise disabled people and create additional barriers to meaningful engagement in society.

Our main concern is the upset, stress, and fear that these announcements are already causing within the disabled community. We call on the government and the media to reflect on the harm already inflicted by making such announcements, particularly in the absence of the fiscal review that should have accompanied them. Disabled people deserve stability, dignity, and inclusion, not policy proposals that create uncertainty and distress.

While we acknowledge the intention to support people with disabilities to engage in meaningful occupations, we urge policymakers to recognise the fundamental difference between meaningful engagement in occupation and paid employment.

Occupational therapists are experts in understanding the enablers and barriers to participation in daily life. Our profession is grounded in the principle that occupation whether work, volunteering, education, or creative and social engagement is a vital component of health and well-being. However, the ability to engage in an occupation does not equate to being fit for paid employment.

Many people with disabilities and long-term health conditions engage in voluntary, therapeutic, or community-based activities that provide structure and purpose without the pressures of employment. These activities may be possible precisely because they allow for flexibility, the ability to manage fluctuating health conditions, and the absence of economic productivity demands. Conflating such engagement with work readiness risks forcing people into unsuitable employment, exacerbating health inequalities, and ultimately reducing the autonomy of disabled individuals in choosing how they participate in society.

We are particularly concerned by the rhetoric surrounding these reforms, which appears to place undue emphasis on moving disabled people into employment, rather than supporting them to engage meaningfully in society in ways that are appropriate to their individual needs. The assumption that more disabled people should simply be pushed into work fails to acknowledge the significant systemic barriers that exist, including inaccessible workplaces, inadequate reasonable adjustments, and the fluctuating nature of many health conditions. It also disregards the fact that meaningful engagement in non-paid roles such as volunteering, creative activities, education, and social participation can have profound positive effects on well-being and quality of life.

One of the main barriers to getting into and staying in work is the persistence of ableist attitudes and low expectations from others. Discriminatory views about the capabilities of disabled people remain widespread, and these attitudes can prevent individuals from even being considered for roles. This is compounded by practical barriers to securing the support that makes employment viable.

Access to Work (AtW) is a vital government programme that supports disabled people or those with long-term health conditions in getting or staying in work. However, there are several significant issues with the scheme that undermine its effectiveness:

• Delays in Processing Applications: Many applicants face delays of 12 weeks or more, leaving them without essential support like assistive technology, transport, or support workers. These delays can result in lost job opportunities or prolonged absences from work.
• Lack of Communication and Transparency: Applicants report difficulties in obtaining updates and inconsistent communication from the Department for Work and Pensions (DWP), which causes further anxiety and disruption.
• Pressure on Employers and Employees: Employers may be reluctant to hire disabled candidates if they know it will take months for necessary support to be put in place. Employees are sometimes expected to begin work without adjustments or fund them upfront and reclaim later, which is not financially viable for many.
• Cuts and Limitations: Concerns have been raised about capped funding or reduced support for key provisions such as personal assistants and communication aids. Some applicants are expected to reuse outdated equipment rather than receiving updated tools.
• Equity and Fairness Issues: The scheme is often inaccessible for neurodivergent applicants or those with fluctuating conditions. Self-employed people or those working non-traditional hours face additional complexity and scrutiny.
• Complexity of the Process: The forms are lengthy, repetitive, and not designed to be accessible for people with cognitive difficulties, mental health needs, or communication barriers.
• Reassessments and Renewals: Even those with existing support are frequently required to reapply from scratch rather than benefit from a streamlined renewal process. Renewals are often delayed, leading to harmful gaps in support.

Cutting benefits can actively prevent disabled people from working. Many people rely on disability-related benefits to cover the additional costs associated with employment. Without this financial support, even those who wish to enter the workforce will find it increasingly difficult to do so. The barriers to employment do not lie with disabled people themselves, but rather with employers and workplaces that remain inaccessible and unaccommodating. There is a need to shift the focus towards supporting employers in making workplaces inclusive, addressing the persistent stigma surrounding disabled employees, and enforcing stronger policies on workplace adjustments.

Disabled people and those with lived experience of long-term health conditions must be at the centre of shaping any reforms that impact their lives. As trained professionals in understanding barriers to engagement, we call for meaningful co-production in these policy developments, ensuring that any changes to the benefits system are rooted in evidence-based approaches that genuinely support autonomy and inclusion rather than reinforcing systemic discrimination.

We are also eagerly awaiting the outcome of the fiscal review, and urge that its findings reflect the voices, needs, and lived experiences of disabled people, particularly in the context of proposed benefit reforms and employment support.

We invite the Department for Work and Pensions and policymakers involved in shaping these reforms to engage with AbleOTUK and other disabled-led organisations to ensure that the changes reflect the realities of those they will affect. We urge the government to adopt an approach that supports people to engage in ways that are meaningful to them, rather than creating punitive barriers to essential financial support.

We would welcome the opportunity to contribute our professional expertise and lived experience to these discussions. Please contact us at AbleOTUK@gmail.com to arrange a meeting.

Yours sincerely,
Georgia Vine, Rachel Booth-Gardiner, Hannah Spreadbury-Troy, Kirsty Stanley, Amelia Wannell
On behalf of AbleOTUK

📨 What You Can Do

💬 1. Add your name in support
If you agree with the letter, please feel free to add your name (and role, if you wish) in the comments section at the bottom of the blog post.

📨 2. Send it to your MP
You can send the letter directly to your local MP using www.writetothem.com.
Here’s how:

• Enter your postcode and find your MP.
• Use the message box to introduce yourself and why this matters to you.
• Paste the link to the letter or include it as an attachment.
• Politely ask your MP to raise this issue in Parliament or with the Department for Work and Pensions.

📣 3. Share on social media
Help us spread the message using hashtags like #AbleOTUK #DisabilityRights #CoProductionNow and tag MPs, DWP, and other relevant campaigners.

Together, we can ensure our voices are heard.

Thank you for your continued support and solidarity.

Warm regards,
The AbleOTUK Team