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.