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.

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

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.