Breaking Barriers. Building Careers.
Hiring Deaf Employees? We’ll Help You Do It Right
How we help if you’re a company looking to employ deaf and hard of hearing people
Our vision is to ensure all staff including deaf colleagues work together using strong communication skills, preventing communication barriers in the workplace.
Employing deaf and hard of hearing (HoH) people can feel like it would be difficult, but it doesn’t have to be. We’ll bring our years of expertise supporting deaf and HoH people in Yorkshire into employment, plus our lived experience as a deaf-run company, to make the process as simple as possible.
Our support extends throughout the time that a deaf person is working with you – from interview and during their employment. Using government funding we can supply our own British Sign Language (BSL) interpreters and deaf professional who build a relationship with your company and other team members to help the deaf person communicate and do a great job and thrive in the workplace.
We support a range of deaf and HoH people looking for work, so we might have the perfect candidate for you already. But if not, we can advise on how to make your recruitment processes more accessible.
How We Support You
Recruitment Made Accessible
We help you reach deaf candidates and advise on making your job ads and interview process inclusive.
Ongoing Workplace Support
Our team continues working with you and your deaf employee to ensure smooth communication, integration, and job satisfaction.
Communication Support
From the interview stage through employment, we provide qualified British Sign Language (BSL) interpreters and Deaf professionals.
Management of Access to Work
CCS have a long history of assisting clients with the Access to Work scheme. Our team are experienced in claim submission and application preparation, ensuring the process runs smoothly, all this is dealt with by CCS on your behalf.
Deaf Awareness Training for Your Team
Our deaf awareness training is a great start for any company wanting to employ deaf and HoH people, as getting them into the role is just the first step. They need to be able to thrive in your company, and having colleagues who have tried to understand some of their challenges and know what changes they can make to help is a good start.
Understanding Access to work (AtW)
AtW is a publicly funded employment support programme it aims to help disabled people start or stay in work and can provide practical and financial support if you have a disability.
There’s no cost to you for our support of a deaf person in your workplace. That’s because the DWP’s Access to Work scheme provides funding for people with disabilities who are looking for work and continues while they are employed. Our support makes sure that deaf people are integrated into the team, successful and content at work.
The Access to Work grant is awarded to the deaf client and can pay for services in the form of British Sign Language (BSL) interpreters or note-takers, for example. We will work with you and with the deaf person to make sure the support they need is provided and can be funded. We highly recommend investing in Deaf Awareness training as an introductory course for all employees.
Access to work funding for deaf people
Types of Support Available for Deaf Employees
Communication Support
Communication is one of the major barriers for Deaf and HoH employees, especially if the workplace relies heavily on verbal communication. AtW can provide various types of communication support, such as British Sign Language (BSL) interpreter for job interviews, meetings, training sessions and any other work-related activities.
Specialist Equipment
Deaf employees may require specific equipment to optimise job performance. AtW can fund various assistive devices such as visual alert systems for example, flashing fire alarms and doorbells. Visual Relay Services (VRS) which allow Deaf employees to make and receive calls using sign language via a video interpreter.
Work-place Adaptations
This is not always necessary but sometimes physical changes to a workplace may be of benefit to a Deaf employee. AtW can assist with funding these modifications if required.
Making reasonable adjustments at work for deaf people
Equality, diversity and inclusion has never been a hotter topic. Employers have a legal duty to make reasonable adjustments for people with disabilities, including deaf people and people who are hard of hearing.
As part of delivering reasonable adjustments, our interpreters will make weekly visits to ensure full communication support is received. Our fully qualified deaf professional, will be on hand for weekly face-time support with clients.
To find out how we can help you support deaf people in your organisation, click on the link below.
BSL Interpreters & Workplace Communication Support
BSL interpreters are there to facilitate British Sign Language (BSL) communication between deaf and hearing people. Their role involves interpreting spoken language into BSL and vice versa, enabling effective communication in various settings.
All our interpreters are registered with NRCPD (National Registers of Communication Professionals working with Deaf and Deafblind People) the leading voluntary regulator for language service professionals. And RBSLI (Regulatory Body for Sign Language Interpreters and Translators).
Trusted by 50+ companies & organisations
Employer Success Stories
Real Results
from Employers Like You
We are incredibly grateful for the outstanding support provided by Castle Communication Services in enabling our colleague, Scott Smith, to thrive in his role with us.
Scott is profoundly deaf and communicates through British Sign Language (BSL). Without the expert communication support facilitated by CCS, he simply would not be able to carry out his role effectively. Their interpreters not only provide high-quality, professional interpretation services, but also do so with warmth, consistency, and a genuine understanding of inclusive workplace practices.
Thanks to their support, Scott is fully integrated into our team, able to contribute his skills and passion, and most importantly, able to communicate confidently with both colleagues and participants. This has not only enhanced Scott’s own experience at work but has also enriched our organisation’s culture and commitment to true inclusion.
Castle Communication Services exemplifies what it means to break down barriers and create equitable opportunities. We cannot recommend them highly enough.
Craig Shepherd – CEO – Disability Sport Yorkshire
Today in Leeds, I had the pleasure of catching up with Regional Manager @Joanne Dunbar and DL @Amy Eley.
We had a truly positive and inspiring meeting with Rachel Lovell, Head of Castle Communication Services (CCS). Rachel is an extraordinary advocate for Deaf awareness, dedicated to helping individuals re-enter the workforce and leading on several specialist employment initiatives, including Deaf Interpreter Provision.
One example that truly brings this to life: we have a colleague working with eXPD8 in Leeds who was supported by CCS. Thanks to their guidance, his confidence has grown immensely—and he’s now a valued member of our field team, consistently delivering calls to the highest standard.
At eXPD8, we firmly believe that no one should be treated less favourably. From recruitment to training, development and progression, we’re committed to fairness at every stage. If someone faces disadvantage due to a protected characteristic, we ensure they receive the support needed to access the same opportunities as their colleagues.
We choose diversity—and we celebrate it. We value, respect and recognise both visible and non-visible differences. Our commitment is to proactively remove barriers, creating an environment where everyone feels valued, respected, and empowered to reach their full potential.
Diane Swain – Zone Manager – eXPD8
Frequently asked questions
Is there funding available to support a deaf employee in the workplace?
Yes – the government’s Access to Work scheme covers the cost of support like BSL interpreters, notetakers, and other workplace adjustments. There’s no cost to you as an employer; we can help you and your new employee apply for and manage this funding.
What adjustments do I need to make to support a deaf employee?
You may need to provide communication support (like an interpreter), visual alerts, or flexible ways of working. We’ll advise you on what’s reasonable and ensure your workplace is set up to support your deaf team member to thrive.
I’ve never worked with a deaf person before – where do I start?
That’s exactly what we’re here for. We’ll guide you through every step – from making your recruitment process more accessible, to onboarding, and ongoing support. We also offer Deaf Awareness training to help your whole team communicate more confidently.
How much does it cost to support a deaf employee in the workplace?
Thanks to the government’s Access to Work scheme, there’s no cost to you. The grant covers interpreters, communication support, and other reasonable adjustments.
What kind of support can be funded through Access to Work?
The scheme can fund BSL interpreters, note-takers, Deaf Relay Communication Support, Deaf Awareness training, and more—everything needed to ensure effective communication and inclusion.
Do I need to apply for Access to Work on behalf of the employee?
No – As part of our service we manage the whole process from application right through to the end result.
Keep Social
Address:
Office 1, Harrison Suite, The Estate Yard, Nostell Estate, Nostell, Wakefield, West Yorkshire, WF4 1AB
Office Hours :
Monday - Friday : 9am - 5pm Saturday-Sunday : Closed
Copyright © 2025 Castle Communications Services Ltd All Rights Reserved.
Website by WakefieldWebsiteDesign.co.uk