A supporting letter describing how a condition affects you day to day, for access arrangements and adjustments.
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Access schemes, workplace adjustments, exam arrangements and housing applications often ask for a doctor's letter describing the practical impact of a condition.
The letter sets out what was assessed and how the condition affects daily functioning, in the plain terms these applications tend to need.
An access scheme, workplace adjustments, exam arrangements, housing — each wants something different. If there is a form or criteria, send them.
Not just the diagnosis, but what it stops you doing. Distance you can walk, stairs, standing, concentration, fatigue, whether it varies day to day.
Describing impact in the language the assessor is looking for.
A workplace adjustment letter, an exam access letter and a venue access letter want different things, and a generic "this person has X" letter satisfies none of them. Send the form, the scheme's criteria, or the employer's request wording.
This is what makes these letters work. Assessors and employers act on what you cannot do, not on the name of a condition — and a letter that only names a diagnosis leaves them nothing to act on.
So expect detailed questions about:
What was assessed and when, the functional impact in plain terms, the specific adjustments that would address it, and the GP's name and GMC number. Where a condition is long-term, that is stated — which matters, because it is what engages the Equality Act 2010 definition.
A GP letter is evidence. An occupational health assessment is a recommendation to the employer. For anything complex or contested, OH carries more weight, and your employer is expected to arrange and pay for it — a GP letter is not a substitute, though it is often what starts the conversation.
Tell us at booking what is needed. If we cannot help, we would rather say so before you pay.
Under the Equality Act 2010, an employer must make reasonable adjustments where a disability puts you at a substantial disadvantage. The definition is broader than most people assume: a physical or mental impairment with a substantial, long-term adverse effect on day-to-day activities. Fluctuating conditions count, and so do conditions controlled by medication — the test is what would happen without the treatment.
Adjustments people successfully obtain include altered hours or a phased return, home or hybrid working, equipment and workstation changes, extra breaks, reallocating specific duties, quieter space or noise-cancelling equipment, written instructions instead of verbal, and adjusting absence triggers.
A government grant that pays for equipment, support workers, and travel to work where public transport is not usable — not means-tested, separate from any benefit, and it pays the employer's cost rather than yours, which frequently removes the objection.
It is consistently underused. Apply on GOV.UK; waits can be long, so start early.
Disabled Students' Allowance covers specialist equipment, software and non-medical support, is not means-tested, and does not have to be repaid. Apply as early as you can — assessments and equipment take months, and every year people receive it after the exams it was meant to help with.
Employment tribunal time limits are short — generally three months less one day — and ACAS early conciliation must be started first. Take advice early rather than after the fact.
Send us what they said was missing. Where it is something we can properly document, we will address it at no charge.
We can describe what we assess. We cannot confirm a diagnosis made elsewhere without the supporting records, and we cannot complete forms that require a clinician who has known you over a long period — some benefit applications specifically require your registered NHS GP.
A letter describing the practical, functional impact of a condition — for workplace adjustments, exam access arrangements, venue and attraction access schemes, or housing and adaptation requests.
Tell us which, and send the form or criteria. They ask for different things.
Because that is what the recipient acts on. "Has fibromyalgia" gives an employer nothing to do. "Cannot sit for more than 40 minutes without needing to stand; fatigue is worst in the afternoon; would benefit from a sit-stand desk and flexible break timing" is actionable.
The second letter gets adjustments. The first gets filed.
They have to consider it seriously and make reasonable adjustments where a disability puts you at a substantial disadvantage — they are not obliged to grant every specific request.
What is "reasonable" depends on cost, practicality and the size of the organisation. A refusal must have a proper reason, and you are entitled to it in writing.
The definition is broader than most people assume: a physical or mental impairment with a substantial, long-term (twelve months or more) adverse effect on normal day-to-day activities.
Fluctuating and recurring conditions count. Conditions controlled by medication count — the test is the effect without the treatment. Cancer, HIV and multiple sclerosis are covered from the point of diagnosis.
You do not need a formal "disabled" label to ask for adjustments, and many people who qualify have never thought of themselves that way.
For straightforward requests a GP letter is usually enough. For anything complex or contested, occupational health carries more weight — it assesses you against your actual job and makes recommendations directly to the employer.
Your employer arranges and pays for OH. A GP letter is often what prompts that referral rather than a substitute for it.
No — those require a specialist assessment, and universities and awarding bodies generally require a report from a specialist or an educational psychologist.
What we can do is describe functional impact, write about a diagnosis you already hold if you bring the documentation, and refer you for assessment.
No. Those specifically require your registered NHS GP or DWP's own assessment process, and a private letter is not accepted.
Free specialist help exists and is much better than a GP letter for this: Citizens Advice, and disability advice services who do this daily.
No. The letter records what the assessment establishes.
That is in your interest: an overstated letter is recognisable, and it undermines everything else in the application. A precise account of what you genuinely cannot do is more persuasive and it survives scrutiny.
Almost certainly yes, and hardly anyone does. It is a government grant covering equipment, support workers and travel to work, it is not means-tested, and it pays the employer's cost rather than yours — which removes the commonest objection to an adjustment.
Apply on GOV.UK. Waits are long, so start now.
No. You are entitled to ask for adjustments without disclosing the condition itself, and a letter can describe functional impact and recommend adjustments without naming a diagnosis.
Tell us if you would prefer that. Disclosure sometimes strengthens a case, particularly for Equality Act protection — and it is entirely your decision, not ours.
Clinically reviewed by Dr Mohammad Zubair Khan, GMC 7563469
Last reviewed
August 23, 2026
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Same-day access is usually available, from 6am to 10pm, seven days a week. You choose a time that suits you rather than waiting on hold at 8am.
Yes. Care is led personally by Dr Mohammad Khan, so you are not passed between clinicians. Continuity is the point of a small practice: someone who knows your history and is listening attentively rather than working through a checklist.
Yes, with your consent. We can access your Summary Care Record during the consultation, so your current medications, allergies and significant history are in the room. That means fewer questions you have already answered elsewhere, and safer prescribing.
No. We are not here to replace GPs, only to support them. Your NHS practice remains responsible for your ongoing care, and with your consent we write to them after the consultation. We are useful when you need to be seen sooner, or want more time than a standard appointment allows.
Twenty unhurried minutes and a comprehensive assessment. A written treatment plan is included, along with any prescription, sick note or referral letter arising from the consultation, at no extra charge.
£40 for 20 minutes, self-pay. Membership is optional and never required. Priced for fairness, because we are not here to charge extortionate amounts for access to a doctor.
It means the diagnosis can usually be made from your history and photographs, and that treatment can be arranged safely without examining you. Where a condition is not marked treatable online, it is because examination is the diagnosis — listening to a chest, feeling an abdomen, examining an ear or a joint — or because a procedure or device is needed.
Yes, where there is a genuine bacterial infection — cellulitis, impetigo, bacterial urine infections, confirmed strep throat. We will also frequently tell you that you do not need one. Most sore throats, coughs, colds and earaches are viral, and an antibiotic gives you the side effects with none of the benefit.
If your problem turns out to be genuinely outside what we can do remotely, the doctor will tell you straight away, point you to the right service, and refund your fee in full. We would rather do that than fill twenty minutes to justify the charge.
Call 999 or go to A&E — do not book an online appointment and do not wait for a reply to an email. For urgent problems that are not emergencies, NHS 111 is available 24 hours a day, online or by phone, and can direct you to the right service.
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