Talk to your employees with disability as you would any other employee. Approach conversations in a way that makes people feel comfortable, valued and a part of the team., Keep questions related to the job, You can only ask questions about how an employee’s disability relates to their job. For example, you can ask: how you can change the workplace to help your employee do their job how you can change work hours or rosters to help your employee be more productive about keeping the workplace safe for your employee and other team members. You can’t ask personal questions about a person’s lifestyle. You…, Try not to be patronising, Don’t assume that a person with disability can’t do something – that’s for them to decide. Don’t say, ‘You’re such an inspiration’ when discussing their disability. The person with disability might not believe they are disadvantaged., Use positive and sensitive language, The type of language you use is just as important as what you talk about. Use positive, sensitive language when talking about, or to, a person with disability. For example: do say:, person with disability or person living with disability, don’t say:, disabled person or handicapped, do say:, the person has or experiences a particular condition, don’t say:, the person suffers from a condition, do say:, the person is a wheelchair user or uses a wheelchair, don’t say:, the person is confined to a wheelchair., It’s important to note that people have different preferences. Some people prefer identify-first language over person-first language. For example, they prefer ‘disabled person’ over ‘person with disability’. People with Disability Australia’s People with Disability Australia’s Language Guide Language Guide has more information and advice on respectful and inclusive language., Awareness training, Some courses improve disability awareness in your workplace. You may also be eligible for funding to support training for your staff.
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As an employer, you must make sure that all employees have a safe working environment. You can reduce the risk of injury and improve productivity with workspaces set up to meet the needs of your employees. , What is workplace ergonomics?, Workplace ergonomics is about designing workplaces and practices. They should let employees do their jobs without discomfort or fatigue. Ergonomics also reduces the risk of strain and injury. For example, due to sitting or standing in the same position for long periods. Setting up safe and comfortable workspaces can help your employees to work well and avoid injuries., Setting up workstations, People come in all shapes and sizes. Consider giving employees adjustable equipment. It will let them customise their workstations. Below are some ideas., Chairs, Office chairs should have adjustable seats and backrests. They should be adjusted so that: the employee doesn’t have to reach or hunch over they can place their feet on the floor or on a footrest their lower back is supported. If a chair has armrests, make sure they fit under the desk. If possible, test office chairs before buying them. People have different needs and preferences. , Footrests, Footrests can be fixed or adjustable in height and angle. They should support the employee’s feet without stopping the chair moving under the desk., Desks, If possible, provide height-adjustable desks. These are useful for employees who need to change their posture regularly to manage symptoms. Adjustable desks can also be used: for more than one task by more than one employee. , Computer monitors, Position monitors so that: they are about an arm’s length from where the employee sits when using the keyboard the employee’s eyes are level with the top third of the screen there is less glare from windows and lights., Keyboards, Position the keyboard so that the employee’s upper arms are by the sides. The forearms should be at a 90-degree angle and the wrists are in line with the arm. Keyboards should sit flat on the desk so that the employee can keep the correct wrist position., Mouses, Position the mouse as close to the keyboard as possible so that the employee doesn’t have to reach for it. The employee’s hand should be relaxed when using the mouse and rested when not using it., Laptops and tablets, If the employee uses a laptop or tablet for long periods, consider giving them an external mouse, keyboard and stand for the screen. , Other desk equipment, Place all other equipment the employee uses often, like the phone and reference materials, within easy reach. If the employee often needs to use the phone and computer at the same time, a hands-free phone, or headset could help. Ergonomics resources The University of Western Australia’s article on computer workstation ergonomics gives a lot more detail on how to set up workstations., Reducing strain and reaching, Along with having the correct workstation equipment, you can make other adjustments. They can reduce physical strain, reaching and overreaching., Reducing physical strain, Some ideas to reduce physical strain on the body include: store heavy and often used items at waist level set up work tasks to avoid twisting the spine, bending forwards or reaching away from the body use tools or equipment such as trolleys, jacks and hoists add stretch breaks into the work routine. Do this especially before, and after hard tasks. You could also consider whether employees can do…, Reducing reaching and overreaching, Some ideas to reduce reaching or overreaching include: put often used objects and tools within easy reach and in mid-range of the body put hand-operated controls, switches and levers between the employee’s elbow and shoulder height provide raised work platforms or step stools reduce an employee’s need to reach – for example, by having fewer reaching tasks or rotating jobs between employees., Other safe work tips, Other safe work practices include: rotate or split job tasks between different employees take breaks to change posture – for example, after every 20 to 30 minutes of sitting, the employee can do another task where they need to walk or stand for 2 to 3 minutes add regular stretches and exercises at work make sure employees are trained in operating equipment and safe work practices.
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Mental health conditions affect one in five Australians every year. Almost half the population will experience a mental health condition in their life. Employers can help employees deal with mental health. They can also create a supportive workplace that supports the mental health of all., Understanding mental health conditions, There are many types of mental health conditions. These include common issues like depression and anxiety. They also include less common illnesses such as bipolar disorder and schizophrenia. Mental health conditions can be managed, and people can live full and productive lives. For information on mental health conditions and symptoms, visit the healthdirect website . , Mental health at work, Those with mental health conditions probably know best. They know what causes their symptoms and what they need. To support your staff, work with your employee to find arrangements that suit them. , Starting a conversation about mental health, Mental health conditions can present in different ways. You might notice changes in an employee’s behaviour or attitude. These conditions might affect the way they work as well as their wellbeing. Before you talk to an employee about their mental health, you need to plan the conversation. A good starting point is to tell your employee that you are concerned about them. Be specific about the…, What to do when an employee tells you about a mental health condition, If an employee tells you they have a mental health condition, it is important to respond in a sensitive way. Keep in mind that: mental health conditions are common and most can be managed most people will be able to work well without support and adjustments most of the time mental health conditions can impact different people in different ways. Don’t assume you know how the condition will…, Making workplace adjustments to support your staff, The impact of mental health conditions may change, so support may need to be flexible. If the employee’s symptoms affecting their work, consider changing their tasks or workload. Talk with the employee about this too. Many workplace adjustments and solutions cost nothing, or very little. For example, you could: have a clear role description and key performance indicators for each job. Make sure…, Supporting general mental health at work, The right work practices and policies can support all your employees. A good way to support workplace mental health is to include mental health awareness in various processes. For example: when introducing new employees to the workplace during work health and safety training as part of ongoing staff education and training programs., Managing stress at work, Some mental health conditions are made worse when the person is stressed. Stress is harmful even for people without a mental health condition. Too much stress can make it hard for people do their jobs and to communicate well. Stress can also reduce self-belief and cause depression and other mental health conditions. Recognising stress Signs of stress might include feeling hopeless, upset or…, Tips to support better mental health, Below are a few tips that can help both employers and employees manage good mental health: Maintain a healthy lifestyle – getting enough sleep, eating a healthy diet and getting regular exercise. Take regular work breaks. Plan regular performance feedback. Learn about stress reduction techniques. Do complex tasks at times you can concentrate best. Identify someone to talk to if needed: a work…, Services and financial support, The Employment Assistance Fund can help fund mental health awareness training in the workplace. It can also help fund one-to-one support with a mental health specialist. Here is a list of other websites that may be useful for you and your workplace: Australian Psychological Society Beyond Blue Black Dog Institute Head to Health Mental Health First Aid Australia Sane Australia, Download, Mental Health Awareness Training
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Employees with disabilities have the same rights as other workers regarding work health and safety. They also have the same responsibilities. Employers may need to make workplace changes to protect their employees., Health and Safety for employees with disability, It’s important that your employees with disability have the support they need. Some employees may need some adjustments to make sure they’re safe at work For example, you may need to: change work processes or equipment adjust work schedules make physical changes to the workplace. For example, put clear markings on steps or pathways, build an access ramp, or improve lighting in some areas. You…, Responsibilities for all employees, You must cover all employee’s workers compensation insurance. This includes employees with disability. Workers compensation payments support employees with workplace-related injury or illness. If an employee is injured at work, your organisation must help them return safely. This includes retraining them in all procedures, including safety and evacuation procedures. Find more advice on our…, Workplace health and safety law, State and territory governments set and enforce workplace health and safety laws. To check your state's laws, see Safe Work Australia's list of regulators. state and territory regulators and laws.
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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…, 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.
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Your organisation’s evacuation plan needs to include your employees with disability. Consider the different needs of your employees when you develop your plans. These plans are also called emergency plans or emergency evacuation plans., What is an evacuation plan?, An evacuation plan explains what happens if employees need to quickly get out of the workplace in an emergency. As an employer it is your responsibility to: make an evacuation plan put the evacuation plan in a place where everyone can easily access it keep the plan up to date provide information and training to all employees on the emergency procedures in the plan., Personal emergency evacuation plans, You might have to develop a specific evacuation plan for each employee with disability. These plans are called personal emergency evacuation plans. These plans should include things like: diagrams of the location and evacuation route information about the person’s disability and access needs who will assist them safe areas where they can wait for assistance. To learn more about emergency plans…, What to consider in the plan, Before you create or adapt your evacuation plans, talk with your employees who feel they may need assistance. Allow them to let you know if they need support so you can make plans in advance to meet their needs. Some employees with disability may already know a lot about any specific help, equipment and adjustments they might need. If you are working with a Disability Employment Services (DES)…, Wheelchair users, When planning for wheelchair users: if possible, make sure fire wardens know about any employees with mobility issues ask the person what they prefer for ways to move them make sure there is enough space in fire-isolated stairwell for a wheelchair user to turn around fire-isolated stairwells are protected from fire and smoke consider installing evacuation chairs or devices. In the case of an…, People who are deaf or hearing impaired, When planning for deaf or hearing impaired employees: if you can, install a flashing light alarm in all work areas and bathrooms if you can’t install a flashing alarm, make sure a co-worker can help anyone who is deaf or hearing impaired in an evacuation., People with vision impairment, When planning for employees with vision impairment: Install tactile ground surface indicators leading to fire stairs. These indicators help guide and assist a blind or vision impaired person of a change in the surface. Install brightly coloured step edges in fire stairs, or other edge tapes., People with anxiety or other mental health conditions, When planning for employees with anxiety or other mental health issues, it may be helpful for a co-worker to be a ‘buddy’ in an emergency., Reviewing the plan, Employers must review evacuation and emergency plans regularly. You should also review your plans if: the workplace moves or there are changes to the layout the number of employees in the workplace changes the employee’s tasks or activities change you’ve tested the plan and it doesn’t work., Support for workplace adjustments, If you need to make changes in the workplace to support employees with disability, you may be able to get funding through the Employment Assistance Fund (EAF). The fund can help cover the costs of physical changes, equipment and services. Visit Funding for changes in the workplace for more information or contact one of our JobAccess Advisers.
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The, Disability Discrimination Act 1992, makes it illegal for employers to discriminate against people because of their disability. It’s important to know what this means for you as an employer., What is disability according to the law?, The, Disability Discrimination Act 1992, defines disability as: total or partial loss of a person’s bodily or mental functions total or partial loss of a part of the body the presence in the body of organisms causing disease or illness the malfunction, malformation or disfigurement of a part of a person’s body a disorder that results in a person learning differently than someone without it a disorder, illness or disease that affects a…, What are my legal obligations?, It is important for all people to understand their rights and responsibilities at work. Your main obligations under the Disability Discrimination Act: do not discriminate directly – you cannot treat a person with disability less favourably than a person without disability in the same or similar circumstances. , For example, you should not reject a candidate who is the best person for the job because they have a disability., do not discriminate indirectly by having a requirement or practice that is less favourable to a person with disability., For example, making sure when you train a person who is hard of hearing, you provide them with supports or materials in other formats., to make, where necessary, reasonable adjustments to allow a person with disability to perform a job., For example, providing an employee who is visually impaired with a large computer screen or screen reader and large print signs., to avoid and prevent harassment of all employees with disability., For example, training all staff in disability awareness and making sure they know how to make a complaint., Do I need to make workplace changes?, If a person with disability is the best candidate, the employer must make reasonable adjustments to the workplace if needed to perform the job’s the essential tasks. To help cover the costs of making changes to a workplace go to the Employment Assistance Fund page to see what the fund can pay for. , , Useful downloads, The Australian Human Rights Commission has a fact sheet on disability discrimination . This fact sheet will help you understand more about the Disability Discrimination Act.
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