How to Get the Most Out of Your PA with Access to Work Support

Receiving an Access to Work award can feel like a huge relief.

If you’re a professional with ADHD, autism, dyslexia, or another neurodivergent condition, the scheme can fund support such as:

• a virtual assistant (VA)

• a support worker

• a personal assistant (PA)

• workplace coaching.

  
  

But many people discover something unexpected after hiring their PA / VA.

The support is there… yet things still feel chaotic.

Emails are still missed. Priorities still feel unclear. Tasks still slip through the cracks.

If this sounds familiar, you are not alone.

Many neurodivergent professionals are given funding through Access to Work but are never shown how to structure the support relationship effectively.

This article explains why that happens and how to fix it.

Why Access to Work PA Support Sometimes Doesn’t Work at First

Access to Work funds support, but it rarely provides guidance on how that support should work in practice.

This means both the leader and the PA / VA are often left trying to figure things out as they go.

Common problems include:

• The PA isn’t sure which decisions they can make independently

• Tasks sit waiting for approval that never arrives

• The leader forgets to delegate work

• Meetings get booked and then cancelled repeatedly

• Emails and messages pile up

• The PA feels unsure about pushing back or asking for clarity.

None of this means the support isn’t working, It usually means the system hasn’t been designed yet.

How ADHD Can Affect Leadership and Workflow

Many professionals with ADHD bring enormous strengths to their work.

These often include:

• creative thinking

• rapid idea generation

• strategic big-picture thinking

• entrepreneurial problem solving

• high energy during periods of focus.

However, ADHD can also make certain aspects of leadership more difficult, including:

• task initiation

• prioritisation

• follow-through

• managing emails and messages

• switching between multiple demands.

This is exactly where a PA can be incredibly valuable, but the support works best when both people understand how ADHD affects working patterns.

When Organisations Treat Access to Work Support Worker and VA Funding Like a Traditional PA Role

Another challenge that sometimes arises is how organisations interpret the role of a PA funded through Access to Work.

In many workplaces, a traditional PA role comes with its own job description and set of responsibilities that support the wider business. The role often includes administrative work for teams, departments, or projects.

However, Access to Work funding is designed differently. The funding is intended to support the individual employee with the specific areas of work they find challenging because of their disability or neurodivergence.

This means the support worker or PA is there to help the individual manage things like:

• organisation and prioritisation

• managing emails or messages

• structuring their diary

• capturing actions and follow-ups

• maintaining focus on key tasks.

Sometimes organisations unintentionally treat the role like a traditional PA position with its own workload and responsibilities across the business. When this happens, the support can become stretched across multiple demands and may not focus on the areas the individual actually needs help with.

When the role is aligned with the original purpose of Access to Work funding, the support usually becomes much more effective. The focus shifts to helping the individual work in a way that suits their brain and allows them to perform their role more effectively.

The Real Role of a PA Supporting a Neurodivergent Leader

In traditional organisations, a PA might focus primarily on administrative tasks.

But when supporting a neurodivergent leader, the role often becomes much more strategic.

An Access to Work funded Support Worker may help with:

• filtering incoming requests

• clarifying priorities

• structuring the diary

• prompting follow-ups

• capturing decisions after meetings

• protecting focus time.

In many ways, they act as a bridge between ideas and execution. But this only works when there is a clear structure for decision making and communication.

Why Many PAs Feel Stuck in the Role

Many PAs supporting neurodivergent leaders report feeling unsure about:

• what they are allowed to decide independently

• how to follow up when messages go unanswered

• how to handle last-minute changes

• how to push back when schedules become unrealistic.

Without clarity, they may feel they are constantly waiting for permission which over time can lead to frustration on both sides. This is why structured support can be so valuable.

A Better Approach: Designing the Working System

Rather than trying to “fix” the leader or expecting the PA to figure everything out, a more effective approach is to design a working system that supports the way the leader’s brain operates.

This usually involves three key areas.

1. Understanding ADHD in the Workplace

When PAs understand how ADHD affects things like:

• motivation cycles

• task initiation

• decision making

• rejection sensitivity

• cognitive overload

they can respond strategically rather than reactively and this dramatically reduces misunderstandings.

2. Creating Clear Decision Boundaries

One of the most important things for a PA is knowing which decisions they can make independently.

This might include:

• diary management

• prioritising requests

• scheduling meetings

• chasing follow-ups

• filtering incoming emails.

When this “decision container” is clear, the PA can operate with confidence instead of waiting for responses.

3. Structuring Communication and Check-Ins

Many neurodivergent leaders benefit from short, structured check-ins (frequency depends on the individual but I have worked with leaders who like daily check-ins to help them plan and structure their day and ensure they are focusing on their top priorities.)

These can help to:

• review priorities

• confirm upcoming commitments

• delegate tasks

• identify anything that may have slipped.

Simple systems like this can prevent small issues from becoming major problems.

What a Support Programme Might Look Like

A structured programme designed to optimise PA support usually involves 6–8 sessions.

These sessions might include:

Session 1 – Leader discovery session

Understanding the leader’s working style, communication preferences, and the areas where support is most needed.

Session 2 – PA discovery session

Exploring the PA’s current challenges and clarifying expectations.

Sessions 3–6

Developing practical systems around communication, decision making, prioritisation, and workflow.

Additional sessions may focus on sustaining systems and refining the working partnership.

Who This Type of Support Helps

This type of programme can be particularly helpful for:

• professionals with ADHD using Access to Work funding

• senior leaders who have recently hired a PA, VA or support worker

• PAs supporting neurodivergent managers

• organisations wanting to ensure Access to Work support is used effectively.

Getting the Most Out of Your Access to Work Support

Access to Work funding can be transformative but like any support system, it works best when the structure around it is clear.

When the right systems are in place, a PA can help you:

• stay focused on strategic work

• reduce cognitive overload

• maintain momentum on projects

• protect your time and energy.

And when the PA understands how neurodivergent working styles operate, the partnership can become one of the most valuable supports in your professional life.

Learn more about neurodivergent workplace coaching and Access to Work support by booking a free discovery call below.

Or drop me an email.

Book a Free Intro Call

Frequently Asked Questions About Access to Work PA Support

Can Access to Work fund a PA or support worker?

Yes. Access to Work can fund support such as a virtual assistant, support worker, or PA to help with tasks that are difficult due to disability or neurodivergence.

What is the role of a support worker funded by Access to Work?

The role is to help the individual manage specific work-related challenges linked to their disability, such as organisation, communication, prioritisation, or administrative support.

Why might Access to Work PA support not be working?

Sometimes organisations treat the role like a traditional PA job with wider responsibilities rather than focusing on the specific areas the individual needs support with.

Can ADHD coaching be funded through Access to Work?

Yes. In many cases Access to Work funding can cover coaching that helps neurodivergent professionals develop strategies for managing work effectively.