Person in a high-vis outside, unloading parcels with a van behind them.

Hiring people with disability is good for your business. It helps you:

• Access new skills and talent
• Build a stronger team culture
• Increase staff retention
• Show your commitment to diversity and fairness.

Many employers want to be more inclusive but are unsure where to start. That’s where JobAccess comes in. We provide free expert advice and support to help you recruit and retain people with disability.

Here’s why hiring people with disability can help your business, and how JobAccess can assist you.

1. Access a wider pool of talent

One in five Australians has a disability, but only half of working-aged Australians with a disability have a job. This means there is a large pool of skilled and capable candidates who could bring new perspectives to your business.

Did you know? Employees with disability are:

• 90 per cent as productive as other workers
• 98 per cent have average or superior safety records
• 86 per cent have average or superior attendance records
• 19 times more likely to be satisfied in their job
• 4 times more likely to stay in their role.

JobAccess can help you attract and hire people with disability. The National Disability Recruitment Coordinator (NDRC) program provides free, tailored recruitment support.

Research shows that after completing a 12-month NDRC partnership:

• 94% of employers reported the NDRC provided appropriate information and support
• 87% reported a more positive attitude towards hiring people with disability
• 83% reported an increase in confidence when hiring and retaining candidates with disability.

By partnering with JobAccess, you can access the support you need to recruit candidates with confidence.

Learn more about the NDRC.

2. Improve workplace culture and innovation

Inclusive workplaces are more effective and innovative. Research shows workplaces with disability inclusion are:

• 10 times more likely to be highly effective
• 9 times more likely to innovate
• 5 times more likely to give excellent customer service.

Hiring people with disability encourages teams to approach problems differently and discover new solutions. We’re here to support you with free advice on disability awareness, inclusive job ad design and support for your team today. 

Learn how JobAccess supports inclusive workplaces.

3. Increase staff retention and loyalty

Employees who feel supported are more likely to stay. Hiring people with disability and making workplace adjustments can reduce hiring costs and boost retention. 

The Employment Assistance Fund (EAF) can support with workplace adjustments, including:

• Assistive technology
• Auslan interpreting
• Training
• and more.

Find out more about the EAF.

You may also qualify for subsidised wages for the first 26 weeks of a placement when hiring through Inclusive Employment Australia. The subsidy can cover up to $10,000 in wages, depending on the hours of worked being offered. Learn more about subsidised wages.

4. Show leadership and social responsibility

Hiring people with disability shows your organisation values diversity and fairness. This can improve your reputation with customers, suppliers, and the wider community.

Nearly 60% of people said they would prefer to work for an employer who asks about workplace adjustments during recruitment. JobAccess guides managers on:

• Inclusive leadership
• Communication
• Supporting employees with disability.

5. Meet legal requirements

Employers in Australia must follow the Fair Work Act and the Disability Discrimination Act. Hiring people with disability and providing reasonable adjustments is not just ethical, it is the law.

At JobAccess, we can help you understand your obligations. We can also help you create fair, inclusive, and productive policies.

Get started with JobAccess

We're here to help. We offer a range of supports to help you hire and support people with disability. The best part? Our services are free. 

Visit JobAccess or call 1800 464 800 to get started.

Creating a more inclusive workforce happens one step at a time.

Returning to work after an injury or illness can be challenging, especially when living with an invisible disability. For Rehabilitation Counselling student, Haley, support from JobAccess made all the difference.

“I have an invisible disability,” Haley says. "Sometimes I can walk without support, but I still live with the pain and fatigue from my injury. That isn’t always visible to others.”

The right workplace adjustments made a difference

Sitting for long periods was painful and difficult for Haley. Through the Employer Assistance Fund (EAF), JobAccess provided the right workplace adjustments, including specialised equipment.

“JobAccess has helped me get back to work by supporting me with equipment which has helped manage my fatigue levels and my pain,” Haley explains.

Her manager, Tania, Senior Vocational Rehabilitation Counsellor - Back2Work Project, says the process was simple and effective.

“JobAccess were really helpful at bringing out an assessor who could look at a range of options for Haley,” Tania says. “It’s been an amazing wraparound service that’s made such a difference for our program and for our participants.”

Being part of the Back2Work team showed Haley how vocational rehabilitation makes a difference. It inspired her to explore a new career path.

“I fell in love with what they did. I fell in love with how they helped people, and how it was always something new.” she says.

Inclusive employment benefits everyone

Tania says Haley’s story is a reminder that inclusive workplaces are achievable and beneficial.

“Every employer has the potential to employ somebody with a disability,” she says. “You don’t necessarily need to do anything that’s dramatically different.”

With the right workplace supports in place, people with disability can thrive – and employers can build stronger, more inclusive teams.

Get Started with JobAccess

We’ve helped almost 500,000 Australians and many businesses.

Whether you're a jobseeker, employer, or service provider, we can help you.

• Explore our free resources at: www.jobaccess.gov.au
• Call our expert advisers: 1800 464 800

Together, we can create a more inclusive workforce for all.

Person in a wheelchair with another person in an orange top at a desk working on a computer.

Creating an inclusive workplace for employees with disability isn’t just the right thing to do, it makes good business sense. By making small but meaningful changes, you can:

• Keep staff for longer
• Build a stronger team culture
• and bring in new perspectives. 

Here are some simple steps you can take with help from JobAccess.

1. Make workplace adjustments standard practice

You must provide reasonable adjustments for employees with disability.

This could include:

• adaptive equipment
• flexible work hours
• or changes to work routines.

These adjustments help employees fully take part in their job.

To make this easier, you can use the Workplace Adjustment Passport from JobAccess. It’s an easy way to record agreed changes and share them with managers.

2. Create tailored support plans

Each employee has unique needs, so having a clear support plan helps ensure adjustments are understood and applied consistently.

For practical guidance on having these conversations, use the Making Workplace Adjustments Easy, Effective and Equitable – Conversation Guide. It provides step-by-step advice to help you, and your employees agree on the right adjustments.

3. Use the JobAccess Employer Toolkit

The Employer Toolkit gives you access to free resources that cover:

• Inclusive language and job design
• Accessible recruitment strategies
• Practical tips for inclusive team management.

These tools are ready to go. They make it easy to include inclusive practices in your business.

4. Get funding with the Employment Assistance Fund (EAF)

You don’t have to cover workplace changes alone. The Employment Assistance Fund (EAF) provides funding for things like assistive technology, Auslan interpreting, or training.

By using the EAF, you can make adjustments faster and at no cost to your business.

5. Benefits of hiring people with disability

Hiring people with disability is good for business. Employers consistently report benefits such as:

• higher staff retention
• more diverse ideas
• and a more inclusive workplace.

6. Lead by example

Inclusive workplaces start with leadership. By setting the tone, you can build a culture where mental health and disability inclusion are supported. JobAccess provides guidance on communication, supervisor responsibilities, and managing disability at work.

7. Understand legal rights and responsibilities

As an employer in Australia, you need to be across your obligations under the Fair Work Act and the Disability Discrimination Act. These laws give employees rights such as flexible work arrangements and protection from discrimination.

Knowing your legal responsibilities helps you make policies that protect you and build trust and fairness.

Get support today

Building an inclusive workplace starts with one step. Contact us on 1800 464 800 to speak to our team or submit an online enquiry today.

Georgia Miller and Clare Amies seated together smiling in office space.

genU has been contracted to deliver the National JobAccess Service on behalf of the Department of Social Services (DSS). Service Delivery started on 1 January 2025.

genU is a national community services provider with more than 25 years’ experience in disability employment.

This change marks a new and exciting chapter for us. While the provider has changed, the support you know, and trust has not.

“We want to reassure everyone that the team you know and trust with lived experience continues to support you,” says Georgia Miller, National Manager of JobAccess.

“Our commitment to inclusive employment remains as strong as ever.”

What does this mean?

JobAccess is the Australian Government’s national hub for workplace and disability employment.

We offer:

• Free, expert advice via phone and online
• Support to promote the employment of people with disability
• Access to workplace adjustments and funding
• Employer and industry engagement through the National Disability Recruitment Coordinator (NDRC)

genU was selected to deliver JobAccess following a competitive process run by the Department of Social Services. JobAccess will work alongside the Centre of Inclusive Employment and other key services including Inclusive Employment Australia, Workforce Australia, and the National Disability Insurance Scheme.

Find out more about how we can help you today:

• I’m a person with a disability
• I’m an employer
• I’m a service provider

When your recruitment process is easy to access you welcome a broader and more diverse talent pool, including people with disability.

Inclusive hiring starts with small changes that make a big difference. From the way you write job ads to the design of your website, accessible recruitment practices can open the door to more candidates and better outcomes.

Why accessibility matters

Most jobseekers will interact with your organisation online. Whether it's reading a job description, watching a recruitment video or applying on your website. Common recruitment practices can sometimes create barriers for people with disability. For example:

• A person using assistive technology may not be able to read a job ad on a website that does not meet web access standards.
• A candidate who is Deaf may not understand a video with no captions.
• A candidate who is blind may not understand a video that contains images set to music.
• An application form with poor colour contrast might be hard to read for someone with low vision.
• An application form that requires a mouse to navigate may be unusable for people who rely on a keyboard or screen reader.
• A PDF that isn’t accessible may mean that not everyone has the same information to prepare them for the recruitment process.
• Inclusive language ensures accessibility for all. Keep language simple and stick to required skills and responsibilities.

Improving accessibility helps remove these barriers. It also reflects a more inclusive culture that benefits everyone, not just people with disability.

Simple ways to improve accessibility

Here are a few quick wins:

1. Make job ads accessible
   Tell candidates ‘what’ they will do in the role. Use plain language, avoid jargon, short sentences, and clear formatting. Make sure your PDFs are accessible (or provide Word/HTML alternatives).
2. Check your website
   Does it meet the WCAG 2.1 AA standard? If users change font size or contrast, will they still be able to read your content?
3. Use accessible formats and platforms 
   Share job ads on platforms that support accessibility. Include captions, transcripts and audio description in videos. Make sure social media posts include image descriptions.
4. Offer inclusive application options 
   Allow video or audio submissions. Provide contact details for applicants needing adjustments. Let people know you’re happy to help.
5. Make adjustments to the recruitment process 
   Reasonable workplace adjustments can apply to the application and recruitment process. Asking all candidates what you can do to help them be their best is a great start.
6. Test your process 
   Recruit people with disability to review your website or application forms and provide feedback.
7. Invite people with disability to apply 
   Include a diversity statement that shows your commitment to inclusion. For example: ‘We embrace diversity and encourage applications from people with disability. We are committed to making adjustments to provide a positive, barrier-free recruitment process and supportive workplace.’
8. Use AI and testing tools carefully 
   Some automated recruitment tools, such as AI screeners or psychometric tests, can exclude people with disability without intending to do so. For example, facial recognition tools may not account for neurodiverse communication styles, and many tests aren’t accessible via keyboard. These tools should never be used to screen people out.

JobAccess provides free expert advice and resources to help employers create more inclusive workplaces.

We also offer funding for workplace adjustments through the Employment Assistance Fund.

Want help checking if your recruitment process is accessible?

Call a JobAccess Adviser on 1800 464 800 or find out more at: Partnering with the National Disability Recruitment Coordinator | JobAccess

JobAccess has launched a guide for employers: Supporting a Neurodivergent Workforce. The guide is designed to help organisations gain confidence and skills when working with neurodivergent employees and job seekers.

It explores how employers can attract, retain and progress the careers of neurodivergent people at work.

Why focus on neurodiversity?

More people are identifying as neurodivergent or sharing information about their diagnosis. This includes people with autism, ADHD, dyslexia, dyspraxia, and other cognitive differences. But neurodivergent Australians are still underrepresented in the workforce.

This guide recognises that neurodivergent job seekers face some of the biggest barriers to employment. It provides employers with the tools to overcome those barriers and open access to a skilled and often overlooked talent pool.

“We saw a gap in practical resources focused on neurodivergent inclusion. This guide is about helping employers understand, adapt and grow,” says JobAccess National Manager

This was created guide to support and empower employers to be more inclusive and forward-thinking about employing neurodivergent staff.

What’s inside the guide?

The guide includes:

• Clear explanations of neurodiversity and common workplace challenges
• Inclusive recruitment tips and interview adjustments
• Examples of workplace modifications and supports
• Advice on how to tailor adjustments to individual needs
• Links to further resources and training.

It’s built on the idea that there’s no one-size-fits-all approach. Diversity in how people think, work, and communicate is a strength for any organisation.

“Neurodivergent employees bring fresh perspectives, unconventional problem solving and untapped innovation. This makes them not just a good hire, but a smart business advantage.”

Help is available

If you’re just starting to explore neurodiversity in the workplace, this guide is a great first step.

Need more assistance? JobAccess is the go-to service for advice, support, and funding for workplace adjustments.

“We’re here to support employers every step of the way. Inclusion doesn’t need to be complicated.”

Download the guide

Supporting a Neurodivergent Workforce is available to download now at: JobAccess - How to support a neurodivergent workforce

JobAccess was proud to take part in the Disability Employment Australia (DEA) Conference 2025, held on the Gold Coast in May. The event brought together sector leaders, practitioners and advocates to explore the future of disability employment and promote more inclusive workplaces across Australia.

The JobAccess National Manager and the National Disability Recruitment Coordinator (NDRC) Manager shared the stage to discuss how JobAccess works with Disability Employment Services (DES) to provide practical, free services to support employers and job seekers.

With around 50 attendees, the key insights shared include:

• The importance of tailored workplace adjustments
• The role of employer engagement
• The benefits of inclusive recruitment practices.

“We were delighted to engage with a full and attentive audience. Events like DEA are a vital reminder of the sector’s shared commitment to inclusion and progress.”

Manager of National Disability Recruitment Coordinator

The DEA Conference 2025 provided a place for reflection, connection, and forward-thinking. JobAccess is pleased to be part of the effort to create lasting change in disability employment.

Get Started with JobAccess

Whether you're a jobseeker, an employer, or service provider, JobAccess can help you.

• Explore free resources at: https://www.jobaccess.gov.au/
• Call our expert advisers: 1800 464 800

Together, we can create a more inclusive workforce for all.

Image description: person writing notes with laptop, coffee and phone, looking from overhead.

What is JobAccess?

JobAccess is the Australian Government’s hub for disability employment support. JobAccess services are delivered by GenU, on behalf of the Department of Social Services. JobAccess provides free, expert advice and services to:

• People with disability.
• Employers.
• Service providers.

Since 2006, JobAccess has worked to break down disability employment barriers. The JobAccess program is known for its tailored approach to helping people and employers get the most out of disability employment. JobAccess is delivered by experts in disability, mental health, workplace adjustments, and disability inclusion.

JobAccess recently won an international award for the service.

How JobAccess helps people with disability

We offer people with disability:

• Expert advice on finding and keeping a job
• Workplace adjustments and modifications through the Employment Assistance Fund (EAF)
• Financial support for assistive technology, training, and workplace accessibility
• Resources and guidance on employee rights and workplace support.

The goal is to remove barriers for people with disability at work, helping them get work and progress in their careers.

How JobAccess supports employers

Employing people with disability can boost workplace diversity, innovation, and productivity. JobAccess helps employers by providing:

Workplace Adjustments and the EAF

JobAccess helps both employers and employees access financial support for workplace changes. The EAF funding may cover:

• Assistive technology (e.g., screen reader software)
• Physical workplace modifications (e.g., accessible ramps, lighting, sound)
• Specific disability awareness training for staff
• Auslan interpreting services.

We manage the entire process, including free workplace assessments if required.

Building Disability-Confident Workplaces

The NDRC helps employers create accessible and equitable hiring practices. Through an employer partnership, you can receive:

• A dedicated advisor to review and advise on workplace policies
• Strategies to attract, hire and retain the careers of employees with disability
• Disability awareness training
• Recruitment guidance
• Job vacancy distribution service

Read more about how the NDRC can help you build your disability confidence.

Why Inclusive Employment Matters

One in five Australians has a disability, but only half of those of working age have jobs. JobAccess helps bridge this gap. We equip employers with the tools to hire and support people with disability. Inclusive workplaces enjoy:

• Higher staff morale and loyalty
• Improved customer service and brand reputation
• Access to diverse skills and perspectives.

Hiring people with disability isn’t just right—it makes good business sense.

Get Started with JobAccess

Whether you're a jobseeker, need help at work, are an employer, or service provider, JobAccess can help you.

• Explore free resources at: https://www.jobaccess.gov.au/
• Call our expert advisers: 1800 464 800

Together, we can create a more inclusive workforce for all.

The Australian Government is making changes to help more people with disability find work.

Inclusive Employment Australia will soon replace Disability Employment Services (DES).

The program will help create a more inclusive future where people with disability, as well as those with injury, or health conditions can get support to find jobs and grow their career.

More information about Inclusive Employment Australia is available on the Department of Social Services website or speak to your provider

Image description: two women are having a conversation while looking at a laptop screen. Credit: Canva

A common question JobAccess Advisers often get asked is, “what is reasonable for employers to ask as evidence of disability from employees?”.

Our advice is based on good practice*.

An employee does not have tell their employer, unless it impacts –

• their ability to perform the inherent requirements of the role, or
• their safety, or
• the safety of their co-workers.

If any of these apply, employees should only need to explain how their disability affects their work duties. This means sharing any barriers to doing the job well.

If someone feels dizzy from their mental health medication, they should talk to their employer about making changes. These adjustments might include flexible start or finish times. They don’t have to tell their employer about the mental health issue itself.

The Disability Discrimination Act (1992) states that it is unlawful to ask information about a person’s disability. Employers can only ask information to adjust work conditions and see if the employee can meet the job’s basic needs. This means understanding any barriers a person might face in the workplace because of their disability.

It’s unlawful under the DDA 1992 to ask people with disabilities for information that isn’t needed in similar situations.

This shows how organisational policies can create barriers. These barriers can stop people with disability from getting the support they need for their jobs.

Employers should talk openly with employees instead of asking for medical proof or a diagnosis. To help employers and employees, JobAccess launched a Conversation Guide on workplace adjustments. The guide aims to facilitate open, empathetic, and actionable discussions.

This conversation guide is a helpful tool for employers and employees. They can use it to talk openly and confidently and helps managers and employees talk about workplace adjustments.

If the employee shares the barriers they face at work and suggests adjustments, it’s the employer’s job to make those changes.

If the employee isn’t sure what changes they need, they, their manager or a Human Resources rep can contact JobAccess. We’re here to help. 

Are you looking for support on workplace adjustments? 
Talk to the experts.

JobAccess offers free and confidential advice on workplace adjustments for employers, people with disability and service providers. Our allied health professionals give tailored advice to meet your needs from the first point of contact.

JobAccess also manages applications for workplace adjustments through the Employment Assistance Fund (EAF). The EAF gives financial help to people with disability which can help remove or reduce cost as a barrier to implementing adjustments.

Every situation is unique. If you'd like to discuss a specific scenario, contact JobAccess on 1800 464 800 to speak with our resourceful Advisers. You can also submit an online enquiry or visit our JobAccess website for more information.

(*) We recommend that organisations obtain their own legal advice.