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Inclusive Employment Australia providers get paid by the Australian Government to help you find and keep a job., Types of fees Inclusive Employment Australia providers get, Inclusive Employment Australia providers may be paid: Service fees each month, for helping you get ready for a job and find a job that suits you. Progress fees if they have helped you to improve your work readiness and take steps towards employment. Outcome fees (full or partial) if you stay in a suitable job for 12, 26 and 52 weeks. Ongoing support fees (flexible, moderate or high) if you still…, What happens if you change providers, If you change your Inclusive Employment Australia provider, your service fees will go with you to your new provider. This means your new provider will always have fees to help you find and keep a job.
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Inclusive Employment Australia can help you find and keep a job if you live with disability, injury or health condition., Am I eligible for Inclusive Employment Australia, You may be eligible for Inclusive Employment Australia if you are looking for work and are: living with disability, injury or health condition at least 14 years old but younger than Age Pension age an Australian resident, or have an eligible visa able to work less than 30 hours per week To find out if you are eligible for Inclusive Employment Australia, go to the Inclusive Employment Australia…, How do I register for Inclusive Employment Australia?, You can register directly with an Inclusive Employment Australia provider, if you are not already with an employment services provider: go to the Inclusive Employment Australia provider search page contact a provider and ask to register. Otherwise, you may be referred to Inclusive Employment Australia when you register through Services Australia for income support and help looking for work. To…, Finding and choosing a provider, If an ESAt assessor says Inclusive Employment Australia is best for you, they will tell you which Inclusive Employment Australia providers are close to where you live. You choose the Inclusive Employment Australia provider you want to be referred to. You can make a better choice by researching Inclusive Employment Australia providers. It is suggested you contact a few providers to see who you…
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Inclusive Employment Australia can help you prepare for, find and maintain work and grow your career if you live with disability, injury or health condition. If you are looking for work, you can choose an Inclusive Employment Australia provider to help you. You can also get help if you already have a job but need help to retain it because of your disability, injury or health condition. You can…, Services for job seekers, Getting ready for a job, An Inclusive Employment Australia provider can help you: get ready for work train in specific job skills write your resume train in interview skills look for a job that suits you. If you need additional support to work, the provider may refer you to other available services such as health services. For example, psychological or pain management counselling or physiotherapy. Inclusive Employment…, Settling into work, After you get a job, your provider will help you and your employer for at least your first year in the job. Your provider will stay in contact with you to make sure you get the help you need as you settle into your job. With your permission, your provider can also talk to your employer about: modifying your workplace to support you help with job design on-the-job training, such as training to use…, Ongoing help at work, Your Inclusive Employment Australia provider can continue to provide ongoing support for as long as you need it. You can continue to receive ongoing support while you are working as long as needed. You will need an assessment every 1, 2 or 5 years to check that you still need help., Help if you already have a job, If you are already working and an injury, disability or health condition is making it hard for you to keep your job, you may be able to get help through Ongoing Support (Work Assist) . Employees and employers can apply for Ongoing Support (Work Assist) through your Inclusive Employment Australia provider., Help for employers, Inclusive Employment Australia providers are experts at connecting people with disability to employers. Inclusive Employment Australia providers can help employers with: finding eligible people for jobs advice on promoting job vacancies advice on choosing and interviewing people with disability. Inclusive Employment Australia providers can give information about: disability awareness in the…, Finding an Inclusive Employment Australia provider, Inclusive Employment Australia providers have specialised servicing and include dedicated providers with expertise in supporting key cohorts. This means a mix of specialist providers to support various participant cohorts such as Deafness and Hard of Hearing, Intellectual Disability or Mental Health. There are also First Nations providers, alongside Refugee and Culturally and Linguistically…
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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.
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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…, 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…, 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…, 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…, 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:, Check workplace accessibility, - Identify barriers in your organisation and see where small changes that can make a big impact., Create an inclusion plan, — Work with employees, including people with disability, to co-design changes that align with business goals., Get support, — Use resources like JobAccess advisers, Inclusive Employment Australia providers, or the National Disability Recruitment Coordinator., Educate your team, — Disability awareness training helps break down stereotypes and builds confidence., 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.…
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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…, 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’…, 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…, 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…
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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…, 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…, 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…, 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…, 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.
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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.
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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…, 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…, 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
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