Updated June 2026
What would you do if a strong candidate turned out to be Deaf? Would you know what support to offer, or would unconscious bias quietly push you toward someone who is easier to accommodate?
The only real limitation for a Deaf employee is the one placed on them by an employer who doesn’t know what’s available. Each person manages their deafness or hearing loss differently. There’s no one-size-fits-all approach, and what works for one person won’t necessarily work for another.
Employers become more inclusive for a number of reasons. Maybe you need to widen your customer base to remain sustainable, or maybe your company addressing skills shortages. As an employer, you may have never considered employing someone who is deaf or hard of hearing.
Supporting employees who are deaf or have some level of hearing loss is easier than you think. Even sudden hearing loss can be accommodated by tech that makes tasks like communicating by phone, easier than ever before.
What do I need to know about deafness?
There are four levels of hearing loss and each level will determine what (or if any) communication adjustment is needed. This site has a number of resources and tips on working with Deaf people and interpreters. Watch the clip below for a better understanding of the types of hearing loss:
You can also take a look at resources provided by the British Deaf Association with tips on how to work with deaf people and interpreters.
Will recruiting a Deaf person cost me money?
Probably not as much as you think — and for most employers, nothing at all.
The government’s Access to Work scheme is a grant that covers the costs of equipment, adaptations, and communication support a disabled employee needs to do their job. For a Deaf person, that might mean a BSL interpreter, speech-to-text software, or a textphone.
The cost-sharing picture (2025–26)
Whether you contribute to Access to Work costs depends on the size of your organisation, and only applies to specialist aids and equipment (not support workers, travel, or communication at interview — those are fully funded):
| Number of employees | Your threshold (you pay 100% up to this) |
| 0 – 49 employees | £0 – no contribution |
| 50 – 249 employees | £500 contribution |
| 250+ employees | ££1,000 contribution |
Above the threshold, you pay 20% of costs up to £10,000. Anything above £10,000 is covered in full by Access to Work. The annual grant cap is currently £69,260 per employee (updated each April).
One practical tip: if an employee applies to Access to Work within the first six weeks of starting with you, you won’t be asked to contribute anything, regardless of your company size.
Quite often, adjustments are small, cost nothing but make a significant difference to productivity and wellbeing.
What adjustments do I need to make for a deaf employee?
Adjustments are entirely dependent on your employee’s level of hearing loss. Some adjustments take five minutes to put in place. Other adjustments may involve buying equipment. Common examples include:
- Written copies of presentations before a meeting
- Captioning software (already provided in MS Teams and Zoom)
- A hearing loop for meeting rooms)
- A BSL interpreter, lip speaker or other communication professional
The key word here is individual. Always ask the person what they need.
There are many other adjustments that could be made depending on the type of environment a deaf employee is working in.
Advertising the vacancy
The government’s ‘Disability Confident’ scheme encourages employers to think positively about disability and take practical action. It’s free to sign up and it signals to potential candidates that you’re worth applying to.
Note (June 2026): The government has recently announced a refresh of Disability Confident to make it more meaningful, with greater support for SMEs. It’s worth signing up now — the scheme is still live and taking registrations.
There are also specialist job boards such as Evenbreak which is specifically designed for disabled candidates. Alternatively, working with smaller local Deaf organisations and networks can connect you directly with the people you’re trying to reach.
Before and During the Interview
i. Ask what support (if any) is needed to attend
This simple question signals to candidates that you take inclusion seriously, and that you understand your responsibilities under the Equality Act. Before asking, though, make sure you know what’s available. For example, you may need to book a registered BSL interpreter. (It’s also worth reading up on how to work with interpreters if you have never worked with one before).
Note: even if the candidate arranges their own support, it remains your legal responsibility to make reasonable adjustments. Never make assumptions, always ask.
ii. getting the interview environmeent right:
- Circular or horseshoe seating arrangements help deaf candidates follow group discussions
- Make sure the room is well lit and no one is sitting with light behind them (shadows on faces make lipreading very difficult)
- Speak clearly — not slowly as if to a child, but clearly
- Don’t pace or turn your back while speaking
- Be aware that lip-reading isn’t an exact science, and the interviewee’s nerves may affect their ability to lip-read even more than usual
- Providing interview questions in writing beforehand can significantly reduce the pressure and give a more accurate picture of the candidate’s ability
Welcoming a new Deaf employee:
Induction
Check that resources are accessible. For example, do training videos have captions? If not, an alternative form of support such as an interpreter may be useful.
Starting work, adapting skills and fitting in with the company culture can be a daunting task. A deaf employee also has to get used to communicating new people. So make sure communication channels are adjusted (e.g. allow text messaging) so your new employee can contact you if there are problems.
Upskilling your existing staff
Adding Deaf Awareness training to your professional development training programme will empower existing staff. They will develop the confidence to use different forms of communication.
Work-life generally:
Reasonable adjustments need to be considered for any group activities such as staff training and team-building days. So give your employee plenty of notice o arrange interpreters in good time for company events.
Top Tips for adjusting meetings at work:
You want to create a positive work environment for deaf or hard of hearing employees. One of the most difficult situations for employers is adjusting meetings or training sessions at work. Below are our top tips for adjusting meetings for deaf employees:
Before the Meeting:
· Consider the layout of the room (i.e. circular seating) in order to provide good communication.
· Ideally, use a room where a hearing loop has been fitted.
· Hold meetings in a quiet, well-lit room.
· Ask deaf or hard-of-hearing employees if they prefer an interpreter.
· Let deaf employees determine the best seating arrangement to see the speaker and interpreter.
· Assign a person to inform deaf or hard-of-hearing employees of important announcements.
During the Meeting
· Point to the person who is speaking.
· Watch for signals that deaf or hard-of-hearing employees wish to contribute.
· Ensure that one person speaks at a time.
· Do not pace while giving a presentation.
· Speak clearly and slowly.
· Do not talk with your back to the audience while writing on a whiteboard.
. Keep jargon to a minimum
After the Meeting
· Have minutes or notes taken for future reference.
· Review critical issues introduced in a meeting to ensure understanding.
Training
· Use hands-on demonstrations to assist in training.
· Allow extra time for communication when training.
· Provide an outline of the training session.
· Assign a mentor to work directly with deaf or hard-of-hearing employees during the training period.
Equipment
· Incorporate visual aids, demonstrations, flip charts, written agendas, and handouts in presentations
· Use appropriate captioning on video clips.
In Case of Emergency
· Use a buddy system to alert deaf or hard-of-hearing employees to emergency situations.
· Install flashing lights to work in conjunction with auditory alarms.
· Review safety procedures, including exits and alarms.
· Use texting, e-mail or pager to contact deaf or hard-of-hearing employees in the event of an emergency.
· Notify security if deaf or hard-of-hearing employees are alone in work areas.
We encourage employers to sign up to the Disability Confident scheme.