If you have heard the term workplace adjustment but are not sure what it means or whether it applies to you, you are not alone. It is one of the most common questions we get asked. In fact, a JobAccess survey found 6 in 10 people in Australia are still unfamiliar with the concept.

What is a workplace adjustment?

A workplace adjustment is any change that helps a person with disability do their job safely and effectively. 

Some common examples include:

• providing assistive technology or specialised equipment.
• making all recruitment materials available in accessible or alternative formats.
• changing working hours or allowing flexible arrangements.
• adding ramps, handrails, or accessible entryways.
• reducing noise or improving lighting.

Most adjustments are low-cost or no-cost, making them a practical and effective way to support an inclusive workplace.

What is a reasonable adjustment?

You may have also seen the term reasonable adjustment. It means the same thing in practice - but it is a legal term. 

Reasonable adjustment is the term used in the Disability Discrimination Act 1992. It refers to the obligation on employers to make changes to support an employee with disability, unless doing so would cause unjustifiable hardship.

Workplace adjustment is the everyday term used to describe the actual change made.

Did you know? Only 2 in 5 people see workplace adjustments as easy to organise. We are here to help change that.

Adjustments are not a one-off fix

A good adjustment is tailored to the individual and can be altered to meet the changing needs of the individual. What works on day one may not work a year later, so regular review is important.

The simplest thing an employer can do is ask, rather than assume what adjustments will help the individual.

Support is available

We offer free, confidential advice to both employers and people with disability on workplace adjustments. If funding is needed for modifications or equipment, the Employment Assistance Fund (EAF) may be able to help.

Find out more at jobaccess.gov.au or call 1800 464 800.

In 2006, the Australian Government launched JobAccess. What started as a simple idea - that everyone deserves support to find, keep, and thrive at work - has grown into Australia's national hub for disability employment.

Behind the 500,000 clients already supported are stories of people who stayed in work, found their footing, or discovered support they never knew existed.

From three staff to a national service

JobAccess was created in response to a recommendation from the Australian Human Rights Commission. It was designed to be a single, free point of contact for anyone with a question about disability and work, whether they are an employer, a person with disability, or a service provider.

Today, the program delivers three core services:

• The National Advice Line. An advisory service staffed by frontline professionals offering expert, confidential advice on all aspects of disability employment.
• The Workplace Adjustments and Employment Assistance Fund (EAF). Provides tailored recommendations and end-to-end support, delivered by allied health professionals with financial assistance available for equipment, building modifications, Auslan interpreting, and more.
• The National Disability Recruitment Coordinator (NDRC). Established in 2010 and joined JobAccess in 2016. It partners with larger employers through free, tailored 12-month partnerships to build disability confidence, shift workplace culture, and improve recruitment and retention practices.

Real outcomes that last

A core strength of JobAccess is its ability to deliver lasting employment outcomes, not just short-term support. In 2024, we published landmark research following up with people who received workplace adjustment funding through the EAF.

The results found:

• 96% of EAF recipients remained employed two years later.
• 89% were still with the same employer.
• 94% said the equipment, modification, or service helped them be more productive at work.

These are not short-term outcomes. They are sustainable employment results. The kind that changes the path of a person's working life.

Building employer confidence across Australia

Through the NDRC, JobAccess has partnered with 482 organisations across the public and private sectors, reaching more than 2 million employees. The results show a measurable shift in workplace culture:

• 87% of NDRC employer partners reported a positive shift in attitude towards employing people with disability
• 83% said they had increased confidence in employing and retaining candidates with disability

The NDRC has run over 450 disability awareness training sessions, helping more than 12,000 frontline workers gain practical inclusion skills.

"Without JobAccess, many people with disability would resign from work, lose their jobs or be less productive at work. JobAccess provides value for money, as it reduces costs to the Government, economy and society.”

-Department of Social Services independent evaluation,

June 2019.

A team that reflects the people it serves

Behind the service is a team that Georgia says makes JobAccess what it is.

"One of the most special things about the JobAccess program is the team who delivers it. The staff are so committed, so genuine in wanting to reduce barriers at work for people with disability. 90% of the team either live with a disability or care for someone that does."

-Georgia Miller,

National Manager, JobAccess.

That lived experience shapes how the service is delivered and why it continues to be trusted by the people who use it.

Twenty years of milestones

Over two decades, we’ve helped shape how Australia thinks and talks about disability employment. Some of our key milestones include:

• 2006: JobAccess is launched as Australia's national hub for disability employment.
• 2010: NDRC is established, partnering with larger employers to build disability confidence and shift workplace culture.
• 2018: We’re selected as a United Nations and International Labour Organisation Best Practice Case Study. Used in international training modules on disability employment.
• 2019: An Independent DSS evaluation confirms JobAccess provides value for money, reducing costs to the Government, economy and society.
• 2022: Our first nationwide survey on workplace adjustment awareness is published.
• 2023: Our Career Progression for People with Disability guide is released. The NDRC signs its 400th employer partner.
• 2024: Our landmark two-year follow-up research is published. As well as our Workplace Adjustments and How to Support a Neurodivergent Workforce guides.
• 2025: We’re recognised as a Zero Project Awardee 2025. Our third Zero Project recognition, for innovation in disability employment policy. Our advice line surpasses 500,000 people supported.
• 2026: Our 20th anniversary.

As we enter our third decade, the focus remains on the people our service is built for.

"What excites me about the future of JobAccess is more good news stories, more people with amazing employment outcomes - but not just getting work," says Georgia. "Actually progressing in careers. And seeing more people with disability in leadership positions."

Whether you're an employer looking to build a more inclusive workplace or a person with disability exploring your options, we can help. Call us on 1800 464 800 to find out what support is available for you.

Employers looking to hire people through Inclusive Employment Australia can now access a new guide explaining how the program works.

Inclusive Employment Australia is a specialist disability employment program. It assists people with disability, injury, or health condition to prepare for, find and maintain work and grow their career. It replaced the Disability Employment services (DES) program on 1 November 2025.

How the guide helps employers

The Working with Inclusive Employment Australia: Guide for Employers outlines the support at each stage of hiring.

The guide covers:

• Pre-employment help – How an Inclusive Employment Australia provider can help employers design jobs to hire people with disability.
• Financial help – Information on wage subsidies that may be available when hiring through Inclusive Employment Australia provider.
• Accessibility – Advice on how to make a workplace accessible and inclusive for people with disability.
• On-the-job support – Information on 'Ongoing Support -Work Assist' services to help people with disability in the workplace.

Working together for success

Building a strong partnership with an Inclusive Employment Australia provider can help an employer find the right staff and create a more inclusive workplace.

Employers can also get free advice on hiring people with a disability through the National Disability Recruitment Coordinator (NDRC). The NDRC is managed by JobAccess and helps remove hiring barriers.

Read the free guide

Download the full guide.

For confidential and expert advice on supporting people with disability at work, call JobAccess on 1800 464 800 today.

If you are an employer working towards a more inclusive workplace, neurodiversity may already be part of your considerations.

Neurodiverse employees bring different ways of thinking, problem-solving and working. Many employers want clear, practical guidance on what this looks like at work.

Neurodiversity is more common than many people realise. In fact, 15 to 20 per cent of the population is neurodivergent*.

As more organisations explore inclusive employment, it is normal to have questions.

Here are five common myths about neurodivergent employees – and the facts to help you feel more confident about inclusive hiring.

Myth 1: Neurodiverse employees are less productive

Fact: In the right setting, neurodiverse employees can be as productive as their co-workers – and sometimes even more.

Research from JPMorgan Chase found that autistic employees in their Autism at Work program were 90 to 140 per cent more productive than their colleagues. They also made fewer mistakes.

Productivity is not about everyone working in the same way. It is about giving people the tools and support to do their job well.
 

Myth 2: Hiring neurodiverse employees is expensive or complicated

Fact: Most workplace adjustments are low-cost or free and many help everyone.

Simple changes can make a big difference. These may include:

• flexible working hours
• clear written instructions
• quieter workspaces.

These changes can improve productivity, morale, and wellbeing across the whole team.

If an adjustment does have a cost, support is available. The Australian Government’s Employment Assistance Fund (EAF) can help pay for workplace changes or assistive technology. You can also get free, confidential advice from our advisers about which adjustments might be useful.

Myth 3: Neurodiverse employees won’t fit into workplace culture

Fact: Strong workplace cultures value difference, not sameness.

Teams with people who think differently are often more innovative and adaptable. JobAccess data shows that workplaces supporting employees with disability often have:

• lower staff turnover
• higher engagement
• stronger teams.

Inclusive workplaces help everyone feel valued and supported.

Myth 4: Neurodiverse people are only suited to specific jobs.

Fact: Neurodivergent people work successfully across all industries and roles.

The 2025 EY Global Neuroinclusion at Work Study found that neurodivergent employees have strong skills in areas such as:

• resilience, flexibility, and adaptability
• creative thinking.

The key is understanding individual needs and providing practical support.

JobAccess, together with Inclusive Employment Australia providers, can help employers with inclusive job design and recruitment. This support helps attract and keep a wide range of candidates. Check out our ‘Working with Inclusive Employment Australia guide for employers’ for more information.

Myth 5: Employees must disclose their neurodiversity to get support

Fact: Disclosure is a personal choice.

Employees only need to share what is relevant to their role. This allows employers to put supports in place, such as new equipment, flexible hours or changes to the work environment.

JobAccess provides guidance on having respectful conversations about workplace adjustments and building supportive workplaces. Information for employees when talking about their disability at work.

Making neurodiversity work for your business

Neurodiverse employees are an important part of a strong, diverse workforce.

We offer free advice, resources and funding support to help you. Give us a call to get started today on 1800 464 800 or find out more at: https://www.jobaccess.gov.au/i-am-an-employer

*Source: Parliamentary Workplace Support Service (PWSS) fact sheet (PDF).

Myth: Do employees with disability leave jobs often?

Some employers think that people with disability will not stay in a job for long. They worry this will cost more money to find new staff.

The truth: Our research shows the opposite.

1. Facts show employees stay longer

Many employers assume that people with disability won’t stay long in a job. But our report, The Compelling Case for Disability Employment, shows the opposite. Employees with disability are loyal and they often stay in their jobs longer than employees without disability. 

When a workplace is inclusive and accessible, people stay. This saves money on recruitment costs.

2. Inclusive workplaces are better for everyone

Workplaces that include people with disability are better places to work. These include flexibility, accessibility, and a supportive culture. Plus, the advantages extend to everyone, not just one group.

These include:

• improved staff morale
• greater engagement
• lower overall churn
• stronger team cohesion

3. Support is available to address barriers early

You don't have to pay for workplace changes alone. 

JobAccess provides free expert advice. We can help with funding for workplace adjustments through the Employment Assistance Fund (EAF).

This includes funding for:

• changes to the workplace
• special equipment or software
• Auslan interpreting
• training about disability

Find out more about the Employment Assistance Fund

5. Hiring people with disability adds value

Hiring people with disability isn’t a turnover risk - it’s a strategic advantage.

Our research shows that inclusive employment leads to:

• committed staff
• lower hiring costs
• a better workplace culture
• new ideas

Employees with disability are often some of the most stable and reliable workers.

Get help today

We can help you keep your staff and build an inclusive workplace. 

Contact us for free and confidential advice. Call 1800 464 800 to learn more.

Myth: Hiring people with disabilities is expensive. Costs for workplace changes, extra supervision, and lower productivity can add up.

Reality: The data tells a very different story.

1. Misperceptions, not reality, form the basis of the myth.

Many employers think that hiring someone with a disability costs a lot of money. But these fears often come from a place of misunderstanding.

Not all employees with disabilities need adjustments to do their jobs. When they do, these changes are often low-cost or even free. For instance, flexible working arrangements can help.

Our national survey found that many workplace changes are good for all employees, not just those with disability.

2. Adjustments are surprisingly cost-effective

A key finding from the survey is that for every $1 spent on workplace changes, employers can save $40.

Adjustments help individual employees and also bring business benefits. These include keeping talent, cutting re-hiring costs, and boosting overall productivity.

3. Long-term benefits outweigh initial costs

Our research found excellent cost-benefit ratios:

• Supporting an employee with an intellectual disability delivers a cost-benefit ratio of 1:21.
• Hiring people with autism brings great benefits, showing a 5:28 return ratio. This includes factors like productivity, stability, and long-term contributions.
• Hiring an adult with a developmental cognitive disability, such as autism, offers business benefits at no extra cost.

These findings challenge the idea that hiring people with disability lowers productivity or raises costs. In fact, it shows the opposite is true.

4. Help is available to make adjustments affordable

Employers don’t have to cover workplace modification costs alone:

• The Employment Assistance Fund (EAF) can cover costs for:
  • workplace modifications
  • assistive technology
  • Auslan interpreters
  • disability-awareness training
  • and more.
• Many adjustments, such as flexible work arrangements, may cost nothing. Most changes cost less than $1,000.
• In supported-wage cases, a one-off $1,000 payment can cover the initial costs of hiring someone through the Supported Wage System (SWS).

5. A strategic, inclusive approach delivers long term value

Beyond cost savings, employing people with disability strengthen business outcomes including:

• Reduced turnover: inclusive workplaces keep staff longer. This cuts hiring and training costs.
• Innovation: Diverse teams bring fresh ideas, resilience, and creative problem-solving.
• Reputation and culture: Inclusion enhances company’s reputation, boost employee morale, and attracts both customers and talent.

6. What employers can do to get started

To make inclusive employment effective and cost efficient, here are some practical steps. We can guide you through all of them, for free:

1. Check workplace accessibility - Identify barriers in your organisation and see where small changes that can make a big impact.
2. Create an inclusion plan — Work with employees, including people with disability, to co-design changes that align with business goals.
3. Get support — Use resources like JobAccess advisers, Inclusive Employment Australia providers, or the National Disability Recruitment Coordinator.
4. Educate your team — Disability awareness training helps break down stereotypes and builds confidence.
5. Review and adapt — monitor adjustments, track costs versus benefits, and refine your strategy.

The bottom line

The belief that hiring people with disability is too costly isn’t supported by the facts. On the contrary, low-cost changes can result in big savings—both money-wise and culturally.

With the right support and planning, hiring inclusively is both the right choice and a smart business move.

Need help making your workplace accessible? Want to explore funding or support? JobAccess is here for you. Call us at 1800 464 800 or submit an enquiry.

Person in a wheelchair in an office space.

Searching for a job and career progression can be challenging enough without the added worry of sharing personal health information. Many people with disability wonder about their rights: Can an employer ask if I have a disability during the hiring process or while I'm employed?

In Australia, the short answer is, no.

Under the Disability Discrimination Act 1992, employers can't ask about your disability unless it directly affects your ability to do the job or creates a safety risk. They also can’t ask about your medical history, lifestyle, or personal information that isn’t relevant to your role.

JobAccess can help you understand your rights and know how to share information safely, so you can access the support you need to succeed at work.

Your right to privacy: What employers cannot ask

Australian anti-discrimination law sets clear boundaries for employers. You have the right to keep your disability private. If you choose to share this information, your employer must keep it confidential and cannot share it without your permission.

Employers and co-workers are legally restricted from asking about:

• Personal daily activities that don’t relate to your job or ability to perform work (for example, how you manage tasks at home or in your private life).
• General questions about your health or how your disability developed.
• Any offensive, inappropriate, or intrusive comments about your disability.

Your privacy and dignity are protected under Australian law.

When it becomes relevant.

Sharing a disability is always your choice. However, there are times when sharing information with your employer can help keep you safe and supported at work:

• If your disability affects how you perform your job.
• If your disability could impact your safety or the safety of others.
• If you require reasonable adjustments to do your job effectively.

You don’t have to share your disability if it doesn’t impact your work or safety.

What information do you need to share?

If you choose to share your disability, you only need to provide information that relates to your job:

• How your disability may affect your ability to perform essential job duties safely and effectively.
• Any medication, equipment, or supports that help you work safely.

You do not have to share medical or personal details that are not relevant to your job.

Focusing on what you need: The benefits of openness

Being open about your disability can help you access the support you need to thrive at work. Sharing this information allows employers to put reasonable adjustments in place, such as:

• Workplace modifications or assistive technology.
• Flexible working arrangements.
• Equipment or training to support your role.

JobAccess can help you and your employer access funding through the Employment Assistance Fund (EAF). This funding can support workplace modifications, assistive technology, equipment, or disability awareness training.

How JobAccess can help

We're a free and confidential government service for both employees and employers. We can help with:

• Identifying reasonable adjustments for your role.
• Providing advice on your rights and responsibilities.
• Connecting you with the National Disability Recruitment Coordinator for tailored recruitment guidance.

Contact us on 1800 464 800 to speak to our team or submit an online enquiry today.

For more guidance on discussing your disability at work visit: Talking about your disability at work | Job Access

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.