Disability Employment Support
Inclusive Employment Australia - Launching November 2025
The Australian Government is launching Inclusive Employment Australia in November 2025, representing the most significant transformation of disability employment services in over a decade.
What’s Changing
From November 1, 2025:
- Disability Employment Services (DES) becomes Inclusive Employment Australia
- No time limits on support for participants
- Enhanced workplace modifications funding
- Expanded eligibility criteria
- Stronger employer incentives
Key Benefits for Employers
Enhanced Financial Support:
- Up to $10,000 wage subsidy per eligible hire
- Workplace modification funding up to $25,000
- Ongoing support payments for complex needs
- Training subsidies for staff and participants
Comprehensive Support Services:
- Job matching with suitable candidates
- Ongoing workplace support and consultation
- Equipment and technology provision
- Mental health support for employees and teams
Current Disability Employment Services (Until October 2025)
Immediate Support Available
Wage Subsidies Currently Available:
- Standard: Up to $10,000 over 6 months
- Complex needs: Additional ongoing support payments
- Workplace modifications: Up to $6,000 immediate access
Types of Support
DES-DMS (Disability Management Service):
- For people with disability who need assistance to find and keep a job
- Includes mental health conditions, physical disabilities, intellectual disabilities
- Ongoing support throughout employment
DES-ESS (Employment Support Service):
- For people who need more intensive support
- Includes autism spectrum disorders, significant mental health conditions
- Higher level of workplace support
Understanding Disability in the Workplace
Broad Definition of Disability
Includes:
- Physical disabilities and mobility issues
- Vision and hearing impairments
- Mental health conditions (anxiety, depression, PTSD)
- Intellectual and learning disabilities
- Autism spectrum disorders
- Chronic health conditions
- Neurological conditions
- Acquired brain injuries
Key Principle: Focus on what people can do, not what they cannot do.
Benefits of Inclusive Employment
For Employers:
- Access to loyal, dedicated employees
- Reduced staff turnover (42% lower than average)
- Improved workplace culture and team dynamics
- Enhanced innovation and problem-solving
- Positive brand reputation and community standing
- Government financial incentives and support
Statistical Evidence:
- 90% of employers report no difference in productivity
- 75% report improved workplace morale
- 60% report enhanced customer service
Workplace Modifications and Equipment
Funding Available
Current DES Funding (until October 2025):
- Up to $6,000 for workplace modifications
- Additional funding for complex cases
- Equipment purchase or lease options
From November 2025:
- Up to $25,000 for workplace modifications
- Streamlined approval processes
- Broader range of eligible modifications
Common Modifications
Physical Workplace Changes:
- Accessible parking spaces
- Ramp and doorway modifications
- Height-adjustable desks and workstations
- Improved lighting and acoustics
- Accessible bathroom facilities
Technology and Equipment:
- Screen reading software
- Voice recognition systems
- Ergonomic keyboards and mice
- Hearing loops and amplifiers
- Specialized seating and supports
Process Modifications:
- Flexible work arrangements
- Modified duty descriptions
- Alternative communication methods
- Structured training programs
- Visual instruction aids
Cost Reality Check
Most accommodations cost less than $500:
- 50% of accommodations cost nothing
- 31% cost under $500
- 12% cost $500-$2,000
- Only 7% cost over $2,000
Mental Health Support in Employment
Understanding Mental Health Conditions
Common Workplace Mental Health Conditions:
- Anxiety disorders (affecting 16% of working-age adults)
- Depression (affecting 8% of working-age adults)
- PTSD and trauma-related conditions
- Bipolar disorder
- Obsessive-compulsive disorder (OCD)
- Attention deficit disorders (ADHD)
Workplace Mental Health Support
Creating Supportive Environments:
- Mental health first aid training for managers
- Employee assistance programs (EAP)
- Flexible work arrangements
- Quiet spaces and break areas
- Clear communication and expectations
- Regular check-ins and feedback
Warning Signs to Watch For:
- Changes in work performance or behavior
- Increased absenteeism
- Social withdrawal
- Difficulty concentrating
- Emotional outbursts or irritability
Crisis Support Resources
Immediate Help:
- Lifeline: 13 11 14 (24/7 crisis support)
- Beyond Blue: 1300 224 636 (depression and anxiety)
- Mental Health Line: 1800 011 511 (NSW - other states have equivalents)
Workplace Mental Health:
- R U OK?: ruok.org.au (conversation resources)
- Heads Up: headsup.org.au (workplace mental health)
- SuperFriend: superfriend.com.au (workplace wellbeing)
Industry-Specific Opportunities
High-Opportunity Sectors
Administration and Clerical:
- Data entry and processing
- Reception and customer service
- Filing and document management
- Database maintenance
Retail and Hospitality:
- Customer service roles
- Stock management
- Food preparation (with appropriate support)
- Cleaning and maintenance
Manufacturing and Warehousing:
- Quality control and inspection
- Assembly and packaging
- Inventory management
- Equipment monitoring
Healthcare and Community Services:
- Support worker roles
- Administration and reception
- Cleaning and maintenance
- Kitchen and catering assistance
Emerging Opportunities
Technology and Digital:
- Data analysis and research
- Website testing and user experience
- Content creation and editing
- Social media management
Creative Industries:
- Graphic design and arts
- Writing and proofreading
- Photography and videography
- Music and performance
Success Stories
Case Study 1: Large Retail Chain
Situation: National retailer wanted to improve workplace diversity Action: Partnered with DES provider to recruit 50 employees with disability Support Provided:
- Job coaching for first 3 months
- Workplace buddy system
- Manager training on disability awareness
- Flexible scheduling arrangements
Results:
- 88% retention rate after 12 months (compared to 65% company average)
- Customer satisfaction scores improved in stores with supported employees
- Reduced recruitment costs by $250,000 annually
- Enhanced company reputation and employee engagement
Case Study 2: Manufacturing Company
Situation: Small manufacturer struggling with quality control staffing Action: Hired 3 employees with autism for detailed inspection work Support Provided:
- Structured training program
- Visual work instructions
- Quiet workspace setup
- Regular supervisor check-ins
Results:
- Quality defects reduced by 40%
- 100% retention after 2 years
- Expansion of program to hire 5 additional employees
- Recognition as employer of choice in local community
Application and Support Process
Getting Started with Current DES
Step 1: Contact DES Provider
- Find local provider at workforce.gov.au
- Initial consultation about your needs
- Assessment of potential roles and modifications
Step 2: Position Development
- Work with provider to design suitable roles
- Identify necessary workplace modifications
- Develop inclusive recruitment processes
Step 3: Candidate Matching
- Provider pre-screens suitable candidates
- Skills assessment and job matching
- Trial work arrangements if appropriate
Step 4: Employment Commencement
- Comprehensive onboarding with support
- Workplace modification implementation
- Initial intensive support period
Step 5: Ongoing Support
- Regular check-ins with provider
- Performance support and development
- Crisis intervention if needed
Preparing for Inclusive Employment Australia (November 2025)
Key Changes to Expect:
- Enhanced online platform for employers
- Streamlined modification approval process
- Expanded range of support services
- Improved matching algorithms
- No time limits on participant support
Legal Requirements and Protections
Disability Discrimination Act 1992
Employer Obligations:
- Reasonable adjustments must be provided unless causing unjustifiable hardship
- Equal opportunity in recruitment, employment, and advancement
- Protection from harassment and discrimination
- Accommodation of disability in workplace policies and procedures
Definition of Reasonable Adjustment:
- Modifications that enable equal participation
- Must not cause unjustifiable hardship to employer
- Consider cost, benefits, and available resources
- May include equipment, flexibility, or process changes
Fair Work Protections
Employment Rights:
- Same minimum wages and conditions
- Protection from unfair dismissal
- Right to request flexible work arrangements
- Access to workplace grievance procedures
Privacy and Confidentiality
Medical Information:
- Only collect information necessary for reasonable adjustments
- Keep medical information separate from personnel files
- Share only on need-to-know basis
- Comply with Privacy Act requirements
Measuring Success and ROI
Key Performance Indicators
Employment Outcomes:
- Job placement success rates
- Employee retention at 6, 12, and 24 months
- Career progression and skills development
- Job satisfaction and engagement scores
Business Impact:
- Productivity measures and quality indicators
- Customer satisfaction scores
- Workplace culture and inclusion metrics
- Cost-benefit analysis of modifications and support
Return on Investment:
- Reduced recruitment and training costs
- Lower staff turnover and absenteeism
- Productivity gains and quality improvements
- Government incentives and tax benefits
Reporting and Recognition
Awards and Recognition:
- Australian Human Rights Commission Awards
- Australian Network on Disability Awards
- Industry-specific inclusion awards
- Local community recognition programs
Resources and Support
Government Resources
Current Support (DES):
- Provider Directory: workforce.gov.au
- Employer Hotline: 1800 464 800
- Department Information: dewr.gov.au
Future Support (Inclusive Employment Australia):
- New dedicated employer portal (launching November 2025)
- Enhanced support team
- Expanded resources and guidance
Employer Networks
Australian Network on Disability:
- Best practice guidance
- Networking events and forums
- Mentorship programs
- Resource sharing
Employers for Disability Employment:
- Peer support networks
- Success story sharing
- Policy advocacy
- Training and development
Training and Development
Disability Awareness Training:
- Cultural competency development
- Unconscious bias recognition
- Communication skills
- Reasonable adjustment planning
Manager Training:
- Performance management techniques
- Crisis support and response
- Career development planning
- Legal compliance requirements
Preparing Your Workplace
Assessment Checklist
Physical Environment:
- Accessibility audit completed
- Emergency evacuation plans reviewed
- Workstation adjustability assessed
- Communication systems evaluated
Policies and Procedures:
- Recruitment processes reviewed for inclusivity
- Performance management systems adapted
- Flexible work policy developed
- Anti-discrimination training completed
Team Preparation:
- Manager training provided
- Team briefing on inclusion principles
- Buddy system established
- Support resources identified
Building Inclusive Culture
Leadership Commitment:
- CEO and senior management endorsement
- Inclusion goals integrated into business strategy
- Regular communication about disability inclusion
- Celebration of diversity and achievements
Team Engagement:
- Disability awareness training for all staff
- Open communication about accessibility needs
- Recognition of inclusion champions
- Feedback mechanisms for continuous improvement
Next Steps
Immediate Actions (2025)
- Contact DES Provider to discuss opportunities
- Complete accessibility assessment of your workplace
- Review policies for inclusive practices
- Train managers on disability employment support
- Identify suitable positions for supported employment
November 2025 Transition
- Register with Inclusive Employment Australia platform
- Update workplace modification funding applications
- Reassess support needs with new expanded criteria
- Plan for enhanced services and ongoing support
- Expand inclusion initiatives based on new opportunities
Current Contact Information:
- DES Provider Directory: workforce.gov.au
- Employer Hotline: 1800 464 800
- TTY: 1800 677 079
From November 2025:
- Inclusive Employment Australia: New contact details to be announced
Last Updated: August 2025
Sources: Department of Employment and Workplace Relations, Australian Network on Disability
This guide provides general information only. For specific advice about disability employment and workplace modifications, contact a DES provider or the employer hotline.