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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If you know an employee has a disability, you must, by law, provide any 'reasonable adjustments' they need during the interview process and to support them in their job., What are reasonable adjustments?, Reasonable adjustments, or workplace adjustments, give people with disability equal access to employment. They help a person with disability in job interviews. They support them to do their best at work. Reasonable adjustments might be: physical changes to the work area and workplace equipment or services changes to work methods and tasks. Not all employees with disability will need extra…, What does the law say about reasonable adjustments?, If an adjustment could help an employee with disability, the law says you must make it. You might not have to if you can prove that it would cause 'unjustifiable hardship'. An unjustifiable hardship might relate to: severe financial hardship technical issues heritage reasons. A small cost or inconvenience is not an unjustifiable hardship. For more information, visit the Australian Human Rights…, What are the benefits for the workplace?, Adjusting the workplace has many benefits for the business and your team. For example, adjustments can help: support employees with disability by giving them the right tools to do the job retain valuable staff members who may acquire disability during their employment build your staff's skills. Some adjustments, like tailored equipment for modified work processes can help employees do tasks they…, Examples of reasonable adjustments, Many people with disability know what changes will help them at work or in interviews. Changes to a work area or the workplace could include: a desk that can change height for an employee who uses a wheelchair better lighting for an employee with vision impairment an access ramp. Equipment or services could include: lifting equipment if your employee can’t safely lift heavy objects an Auslan…, Financial support for workplace changes, You may get funding from the EAF to support an employee with disability. This is for changes or to buy equipment or services.
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An employee doesn’t need to tell you about their disability unless it affects their work or safety. If they do tell you, you need to make sure you respect their privacy and treat them fairly., When an employee has to tell you about their disability, An employee has to tell their employer about their disability if: the disability affects their ability to do their job or a specific task that’s part of their job the disability affects their ability to work safely and make sure others are safe. Outside of these reasons, an employee doesn’t have to tell an employer about their disability. If an employee tells you about their disability, you…, Understanding the right to privacy, Information about a person’s disability can include sensitive personal details. If an employee tells you about their disability, you must keep it private. You need to respect their right to privacy. If you want to share information about an employee’s disability, you must get their written consent. Keeping the employee’s information private will help them to feel safe. It will make them more…, Privacy Act 1988, protects all employees’ rights to privacy. You can find more details about the Privacy Act at the Office of the Australian Information Commissioner website. For more support, the Australian Network on Disability has a guide for employers called Sharing and Monitoring Disability Information in your Workforce ., Avoiding discrimination, If an employee tells you about their disability, consider any training or work-related adjustments you might need to make to support them. To make sure you’re treating them fairly you must follow the, Disability Discrimination Act 1992, . Under this law: don’t treat a person with disability differently than you would treat a person without disability in the same situation you must protect employees with disability from harassment in the workplace. Find out more about guidelines on workplace discrimination .
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The Australian Government’s JobAccess service has launched new visual branding for Alumni Partners of the National Disability Recruitment Coordinator (NDRC). JobAccess Alumni represent a cohort of employers who have completed a 12-month partnership with the NDRC and are leading the way in workplace diversity. The growing alumni currently include more than 150 public and private organisations from…
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Many employers have enjoyed the benefits of working with the National Disability Recruitment Coordinator (NDRC)., Alumni include:, A, ACT Government Active Monash ADP Employer Services Alexandrina Council Anglicare SQ Anglicare WA ANZ Apprenticeship Careers Australia Attorney-General's Department – SA Aurecon Australasia Pty Ltd Australasian Society for HIV Medicine (ASHM) Australia Post Australian and New Zealand College of Anaesthetists Australian Broadcasting Corporation (ABC) Australian Bureau of Statistics Australian…, B, BAE Systems Ballarat YMCA Bank Australia Bankstown City Council Baptistcare Bass Coast Shire Council Bayside City Council Bellingen Shire Council Bolton Clarke Boral Brisbane Catholic Education, C, Cenitex Central Highlands Water CEVA Logistics CHOICE City of Adelaide City of Ballarat City of Boroondara City of Darebin City of Fremantle City of Gold Coast Council City of Greater Bendigo City of Greater Dandenong City of Moonee Valley City of Newcastle City of Parramatta Council City of Ryde Council City of Stonnington City of Whittlesea City of Yarra Clifford Hallam Healthcare (CH2)…, D, Deakin University Delaware North Deloitte Department for Child Protection – SA Department for Education, Children and Young People (Tas) Department for Energy and Mining (SA) Department of Aboriginal and Torres Strait Islander Partnerships Department of Children, Youth Justice and Multicultural Affairs Department of Communities Tasmania Department of Defence Department of Education - QLD…, D continued, Department of Health Queensland Department of Home Affairs Department of Housing and Public Works QLD Department of Immigration and Border Protection Department of Jobs and Small Business Department of Justice and Attorney General – QLD Department of Justice and Community Safety VIC Department of Justice NSW Department of Justice TAS Department of Justice WA Department of Mines, Industry…, E, EBM Insurance Essential Energy EW Tipping Foundation, F, Faculty of Education – Monash University Federation University Flinders University Ford Australia Frankston City Council, G, George Weston Foods Glen Eira City Council Gold Coast Health Gold Corporation – The Perth Mint GOTAFE Greater Western Water, H, Hays Specialist Recruitment HealthShare NSW Heritage Bank Hobsons Bay City Council, I, icare IKEA Adelaide Inner West Council International Flavors & Fragrances (Australia) Pty Ltd IP Australia Ipswich City Council, J, Jewish Care John Holland, K, Keolis Downer Northern Beaches Pty. Ltd Knox City Council, L, Latrobe Community Health Service LaTrobe University Legal Aid Queensland Leichhardt Municipal Council L'Oréal, M, Marrickville Council MedHealth Group Pty Ltd MEGT Mercer Australia Mercy Health Microsoft Australia Ministry of Health Monash University – Faculty of Medicine, Nursing and Health Sciences Merri-bek City Council Museum Victoria, N, National Disability Insurance Agency (NDIA) Nillumbik Shire Council Northeast Health Wangaratta Northern NSW Local Health District (NNSWLHD) NSW Department of Communities and Justice, O, Office of the Commissioner of Public Sector Employment, P, Penrith City Council Pharmaceutical Society of Australia Pilbara Ports Authority Port Stephens Council Powerlink Queensland PricewaterhouseCoopers Programmed Skilled Workforce Prok Conveyor Components Pty Ltd Public Sector Commission WA Public Service Commission – QLD, Q, QIC QSuper Queensland Fire and Emergency Services Queensland Rail Queensland Treasury Queensland Urban Utilities, R, Richmond Football Club Royal Victorian Eye and Ear Hospital, S, SACARE Scentre Group Seeing Machines SEEK Ltd. Services Australia Settlement Services International (SSI) Shangri-La Hotel SkyBus Sofitel Sydney Wentworth South Eastern Sydney Local Health District (SESLHD) Southern Metropolitan Health Service Sparke Helmore Lawyers Special Broadcasting Service (SBS) Spotless Group Ltd St John of God Health Care Stockland Surf Coast Shire Sutherland Shire Council…, T, TAL Tatts Group Telstra Thales Australia The Royal Automobile Club Queensland (RACQ) Town of Port Hedland Toyota Finance Services Transdev Australasia Pty Ltd Transport for NSW, U, Unilever Australia Group Pty Ltd Uniting SA University of Adelaide University of Southern Queensland (USQ) University of Technology Sydney University of Western Australia, V, VicHealth Victoria Police Victorian Public Sector Commission Vikings Group Virgin Australia, W, Water Corporation Waverley Council Woollahra Municipal Council Woolworths Ltd Worley, Y, Yarra Ranges Council YMCA SA YMCA Whittlesea , Join the list, These companies have welcomed people with disability as valued employees, and realise that employing people with disability makes good business sense . If you’d like your organisation to join the list of employers leading the way in workplace diversity, call a JobAccess Adviser on 1800 464 800 .
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