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.

Georgia Miller and Clare Amies seated together smiling in office space.

genU has been contracted to deliver the National JobAccess Service on behalf of the Department of Social Services (DSS). Service Delivery started on 1 January 2025.

genU is a national community services provider with more than 25 years’ experience in disability employment.

This change marks a new and exciting chapter for us. While the provider has changed, the support you know, and trust has not.

“We want to reassure everyone that the team you know and trust with lived experience continues to support you,” says Georgia Miller, National Manager of JobAccess.

“Our commitment to inclusive employment remains as strong as ever.”

What does this mean?

JobAccess is the Australian Government’s national hub for workplace and disability employment.

We offer:

• Free, expert advice via phone and online
• Support to promote the employment of people with disability
• Access to workplace adjustments and funding
• Employer and industry engagement through the National Disability Recruitment Coordinator (NDRC)

genU was selected to deliver JobAccess following a competitive process run by the Department of Social Services. JobAccess will work alongside the Centre of Inclusive Employment and other key services including Inclusive Employment Australia, Workforce Australia, and the National Disability Insurance Scheme.

Find out more about how we can help you today:

• I’m a person with a disability
• I’m an employer
• I’m a service provider

When your recruitment process is easy to access you welcome a broader and more diverse talent pool, including people with disability.

Inclusive hiring starts with small changes that make a big difference. From the way you write job ads to the design of your website, accessible recruitment practices can open the door to more candidates and better outcomes.

Why accessibility matters

Most jobseekers will interact with your organisation online. Whether it's reading a job description, watching a recruitment video or applying on your website. Common recruitment practices can sometimes create barriers for people with disability. For example:

• A person using assistive technology may not be able to read a job ad on a website that does not meet web access standards.
• A candidate who is Deaf may not understand a video with no captions.
• A candidate who is blind may not understand a video that contains images set to music.
• An application form with poor colour contrast might be hard to read for someone with low vision.
• An application form that requires a mouse to navigate may be unusable for people who rely on a keyboard or screen reader.
• A PDF that isn’t accessible may mean that not everyone has the same information to prepare them for the recruitment process.
• Inclusive language ensures accessibility for all. Keep language simple and stick to required skills and responsibilities.

Improving accessibility helps remove these barriers. It also reflects a more inclusive culture that benefits everyone, not just people with disability.

Simple ways to improve accessibility

Here are a few quick wins:

1. Make job ads accessible
   Tell candidates ‘what’ they will do in the role. Use plain language, avoid jargon, short sentences, and clear formatting. Make sure your PDFs are accessible (or provide Word/HTML alternatives).
2. Check your website
   Does it meet the WCAG 2.1 AA standard? If users change font size or contrast, will they still be able to read your content?
3. Use accessible formats and platforms 
   Share job ads on platforms that support accessibility. Include captions, transcripts and audio description in videos. Make sure social media posts include image descriptions.
4. Offer inclusive application options 
   Allow video or audio submissions. Provide contact details for applicants needing adjustments. Let people know you’re happy to help.
5. Make adjustments to the recruitment process 
   Reasonable workplace adjustments can apply to the application and recruitment process. Asking all candidates what you can do to help them be their best is a great start.
6. Test your process 
   Recruit people with disability to review your website or application forms and provide feedback.
7. Invite people with disability to apply 
   Include a diversity statement that shows your commitment to inclusion. For example: ‘We embrace diversity and encourage applications from people with disability. We are committed to making adjustments to provide a positive, barrier-free recruitment process and supportive workplace.’
8. Use AI and testing tools carefully 
   Some automated recruitment tools, such as AI screeners or psychometric tests, can exclude people with disability without intending to do so. For example, facial recognition tools may not account for neurodiverse communication styles, and many tests aren’t accessible via keyboard. These tools should never be used to screen people out.

JobAccess provides free expert advice and resources to help employers create more inclusive workplaces.

We also offer funding for workplace adjustments through the Employment Assistance Fund.

Want help checking if your recruitment process is accessible?

Call a JobAccess Adviser on 1800 464 800 or find out more at: Partnering with the National Disability Recruitment Coordinator | JobAccess