What is Hard of Hearing?
Hard of hearing refers to a spectrum, ranging from partial to the complete inability to hear. Those who are hard of hearing often need to communicate and interact differently within the workplace and beyond.
An estimated 11 million in the UK experience some form of hearing loss, with 4.4 million being of working age (British Academy of Audiology; 2025).
How can hard of hearing affect employees in the workplace?
Those who are hard of hearing can find workplace environments challenging – with the level of noise in offices, fast-paced meetings, and video calls creating stress, cognitive overload, and fatigue.
Employees who are hard of hearing can be affected in various different ways, as the spectrum of hearing loss is broad and each person’s experience is unique – Each individual brings their own strengths, needs, and ways of communicating.
Common traits related to being Hard of Hearing
Those who experience hearing loss or are hard of hearing may show some or none of the characteristics below:
Difficulty with social interactions
Increased difficulty with speech-based interactions due to limited or no hearing
High levels of written communication
Preference for written communication such as emails and messages rather than phone or video calls
Visual awareness
Heightened ability to visually process details such as body language and visual cues
Heightened anxiety
Increased anxiety around workplace meetings and speech-based tasks
Highly adaptable and resilient
Developing alternative, innovative approaches to support themselves
Intense focus and/or concentration
Ability to tune out distractions
Supporting Hard of Hearing in the Workplace
Under the Equality Act 2010, Hard of Hearing/Hearing Impairments are recognised as a disability. This means employers have a legal responsibility to make reasonable adjustments, ensuring that individuals who are Hard of Hearing are not disadvantaged at work.
It is important to note that an employee does not require a formal diagnosis for adjustments to be made.
Altering the Physical Work Environment
Adjusting Policies and Procedures
Providing Additional Support or Aids
Organising Hard of Hearing Inclusion or Hard of Hearing Awareness Training in the Workplace
At neurobox we help workplaces become more inclusive for disabled and neurodivergent individuals via our tailored awareness training and coaching services.
Services we offer include:
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Disability Awareness Training for Managers
We can provide Disability Awareness Training tailored to the needs of our clients, this training is designed to equip managers with tools and a deeper understanding, enabling them to support their disabled employees more effectively – Learn more here
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Workplace Strategy Coaching
Our Workplace Strategy Coaching service are one-to-one sessions tailored to our clients unique needs. These sessions enable clients to explore their disability, set goals, and formulate strategies to overcome workplace barriers – Learn more here
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Disability Awareness Training for Employees
These group sessions have been developed to raise awareness and understanding within a team setting. Our trainers will support staff members with becoming more aware of their disabled colleagues needs, allowing them to work more effectively as a team – Learn more here
Reasonable Adjustments for Hard of Hearing in the Workplace
Creating a disability inclusive workplace starts with understanding, flexibility, and proactive support. Every individual is different, so a tailored approach is key.
A Workplace Needs Assessment is a great first step. It identifies individual challenges and offers practical, achievable adjustments for both employee and their organisation.
Examples of reasonable adjustments for the Hard of Hearing within the workplace
| Area of Interest | Potential Adjustment(s) |
|---|---|
Work environment |
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Assistive Technology |
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Training |
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Workplace Strategy Coaching |
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Working practices |
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Coping with Hard of Hearing at Work - Techniques & Strategies
Here are just a few practical ways individuals who are hard of hearing might manage their workload and environment effectively:
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1. Use of Visual Aids
Use of visual aids in meetings i.e. whiteboards and presentation slides, to reduce miscommunication.
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2. Assistive Software Packages
-Use of captioning software for remote meetings when they aren’t possible face-to-face, such as Caption.Ed
-Using transcription software as a form of note-taking i.e. TalkType
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3. In-Person Arrangements
-Arrange meetings in-person instead of phone/video calls.
-Ensure everyone’s face is clearly visible if lip-reading is used
Our Latest Hard of Hearing Resources
Explore our latest blogs and guides on Hard of Hearing in the workplace.
Looking for Support? Contact us!
Every organisation is unique, and so are it’s people – that’s why we can tailor our sessions to your organisation.
Get in touch with the team
Our journey begins with a conversation – get in touch with Martin, Becky, Chris or Conal to find out more about how we can help and support you on your inclusion journey.
01223 608491 
Becky Stearn
Senior Client Consultant
Chris Pope
Client Consultant
Conal Durr
Client Consultant
Martin Kirkup
Head of Client Services
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Frequently Asked Questions about Hard of Hearing in the Workplace
Got questions? We’ve got answers. Can’t find what you need, get in touch with the team on hello@neurobox.co.uk
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Does the Access to Work scheme support those who are hard of hearing?
Yes, under the Access to Work scheme those who experience partial or full loss of hearing can apply for support.
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Is hard of hearing a disability?
Yes – under the Equality Act 2010, the UK courts rule that hearing loss is classified as a disability.
Access to Work for the Hard of Hearing
Access to Work is a government-funded programme that provides practical and financial support to help people with disabilities and neurodifferences (including hearing impairments and the hard of hearing) start or stay in work.
Disability Confident Scheme - Hard of Hearing
The Disability Confident Employer Scheme (a government scheme) provides organisations with the structure and process to implement inclusive recruitment practices, workplace adjustments, and manager training and create an inclusive culture for all.
What is the Disability Confident Scheme?
The scheme has 3 levels designed to support employers on their Disability Confident journey, these are: Disability Confident Committed (Level 1); Disability Confident Employer (Level 2) & Disability Confident Leader (Level 3).
All employers join the scheme at Disability Confident Committed (Level 1) and progress through the levels to achieve the one that’s right for their organisation. On completion of levels, you receive Disability Confident Certification.
As a Disability Confident Leader, we’re uniquely placed to guide organisations through the accreditation process from Levels 1 to 3. We can conduct a gap analysis, provide targeted recommendations, and support the implementation process.
Derbyshire Constabulary – Supporting the Deaf Community
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