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Go to saved itemsThe Department for Child Protection, SA plays a pivotal role in keeping children and young people safe from abuse and harm. It also offers care to those who experience neglect in their family homes. With a view to improve workforce diversity, the Department partnered with the National Disability Recruitment Coordinator (NDRC).
Image description: two women are having a conversation while looking at a laptop screen. Credit: Canva
A common question JobAccess Advisers often get asked is, “what is reasonable for employers to ask as evidence of disability from employees?”.
Our advice is based on good practice*.
An employee does not have tell their employer, unless it impacts –
If any of these apply, employees should only need to explain how their disability affects their work duties. This means sharing any barriers to doing the job well.
If someone feels dizzy from their mental health medication, they should talk to their employer about making changes. These adjustments might include flexible start or finish times. They don’t have to tell their employer about the mental health issue itself.
The Disability Discrimination Act (1992) states that it is unlawful to ask information about a person’s disability. Employers can only ask information to adjust work conditions and see if the employee can meet the job’s basic needs. This means understanding any barriers a person might face in the workplace because of their disability.
It’s unlawful under the DDA 1992 to ask people with disabilities for information that isn’t needed in similar situations.
This shows how organisational policies can create barriers. These barriers can stop people with disability from getting the support they need for their jobs.
Employers should talk openly with employees instead of asking for medical proof or a diagnosis. To help employers and employees, JobAccess launched a Conversation Guide on workplace adjustments. The guide aims to facilitate open, empathetic, and actionable discussions.
This conversation guide is a helpful tool for employers and employees. They can use it to talk openly and confidently and helps managers and employees talk about workplace adjustments.
If the employee shares the barriers they face at work and suggests adjustments, it’s the employer’s job to make those changes.
If the employee isn’t sure what changes they need, they, their manager or a Human Resources rep can contact JobAccess. We’re here to help.
JobAccess offers free and confidential advice on workplace adjustments for employers, people with disability and service providers. Our allied health professionals give tailored advice to meet your needs from the first point of contact.
JobAccess also manages applications for workplace adjustments through the Employment Assistance Fund (EAF). The EAF gives financial help to people with disability which can help remove or reduce cost as a barrier to implementing adjustments.
Every situation is unique. If you'd like to discuss a specific scenario, contact JobAccess on 1800 464 800 to speak with our resourceful Advisers. You can also submit an online enquiry or visit our JobAccess website for more information.
(*) We recommend that organisations obtain their own legal advice.
Topics covered in this video:
tracking your organisation's progress, ways to recognise and celebrate diversity, sharing success stories, awareness days.
JobAccess has launched a new Conversation Guide on workplace adjustments to facilitate an open, empathetic, and actionable discussion between employers and employees with disability.
Topics covered in this video:
examples of physical adjustments, working out what changes to make, where to get advice.
Topics covered in this video:
making a job offer, asking about access and support needs, giving feedback to unsuccessful candidates.
Topics covered in this video:
making sure induction and training is accessible, what to cover in the induction process, checking in with your new staff member.
Considering a person with disability could lead you to the best person for the job—just ask Ebru Dogan, Diversity and Inclusion Advisor at Gold Coast Health.
Daniel Giddens is a liaison librarian for William Angliss Institute. For his manager, hiring Daniel wasn’t about him having a disability or not – it was about his ability to be a good librarian.
The Complaints Resolution and Referral Service is a free service for people with disability who are users of Australian Government funded: Disability Employment Services (DES); Australian Disability Enterprises (ADE); and/or Disability Advocacy services.
The CRRS is open Monday to Friday, 9am to 7pm Australian Eastern Standard Time (AEST) and Australian Eastern Daylight Saving Time (AEDST), excluding Australian national public holidays.
To make a complaint:
