Workplace adjustments for people with disability

Workplace adjustments are changes to work processes, practices or environments and may include:

• adjustments to the recruitment process 
• flexible work arrangements 
• job customisation or reallocation of tasks
• modifications to work premises or facilities
• assistive equipment or technology
• information in alternative formats (including interpreting services)
• accommodation of assistance animals
• accommodation of carers and assistants
• workplace training for co-workers and managers.

Flexible work arrangements 

For people with disability, a flexible work arrangement may be a type of reasonable workplace adjustment and therefore requests are managed through the reasonable adjustment process.

Examples of flexible work arrangements may include:

• working from home 
• working part time or job sharing
• working agreed hours over fewer days
• starting or finishing work earlier or later 
• changing hours of work, break times, rosters or meeting times 
• extending unpaid leave when paid leave is exhausted. 
   

The Australian Government resources referred to on this page have been developed by disability employment experts to support employers in creating workplaces that are accessible and inclusive.

Implementing workplace adjustments

Under the Disability Discrimination Act 1992 (Cth) and Equal Opportunity Act 1984 (WA) employers must make reasonable adjustments to accommodate a person’s disability unless that adjustment would result in unjustifiable hardship.

The Disability Discrimination Act 1992 also requires employers to make reasonable adjustments to accommodate employees with carer responsibilities for people with disability. Examples include approving flexible work arrangements and modified work duties.  

Having a reasonable adjustment policy and procedures help agencies simplify workplace adjustment processes and ensure adjustments are implemented in a timely manner.

Employers can use the following template and checklist from Job Access when implementing workplace adjustments. 

• Reasonable adjustment policy template 
• Reasonable adjustment policy checklist 

Further information

The Job Access Employer Toolkit supports employers to implement workplace adjustments and has short videos and practical guides on a range of topics including:

• workplace modifications made easy
• disability and adjustment 
• design and advertise your job 
• interview and selection process
• flexible work arrangements
• making physical workplace adjustments
• sourcing assistive technology.

The Australian Human Rights Commission has resources on:

• creating an accessible and inclusive workplace
• customising a job for a person with disability. 
   

Several funding sources support employees with disability, help agencies implement workplace adjustments, and create equal and sustainable employment opportunities.

Employment Assistance Fund

The Employment Assistance Fund provides financial support to eligible employees with disability and agencies to buy work related modifications, equipment, Auslan services, and workplace assistance and support services. Employees with disability can apply directly with the support of their employer or through a Disability Employment Services provider. 

Workplace Modifications Assessment

A free workplace assessment may be available to determine what modifications or adjustments are required. A workplace assessor can conduct an assessment of the workplace based on the person’s job requirements and individual needs. 

This may include an assessment of the physical work environment, analysis of work tasks and review of injury prevention strategies. The Australian Department of Social Services has a National Panel of Assessors which includes providers approved to conduct workplace assessments across Australia.

National Disability Recruitment Coordinator

The National Disability Recruitment Coordinator can help larger employers develop policies and practices that accommodate people with disability. As well as supporting managers to design jobs that focus on the essential or inherent requirements of the role, the coordinator can connect employers with a network of disability employment providers through a comprehensive job vacancy service.

Disability Employment Services 

Disability Employment Services is the Australian Government’s employment service that helps people with disability find work and keep a job. Providers can help Disability Employment Service participants and employers access the Employment Assistance Fund. 

Providers can also support employers to customise employment, tailoring the job to fit the skills, interests and support needs of the person with disability while meeting the needs of the employer.

National Disability Insurance Scheme  

The National Disability Insurance Scheme (NDIS) can fund supports in employment for NDIS participants who need extra help to pursue their employment goals. Generally, these supports are greater than what may be reasonably provided by an employer or through the Employment Assistance Fund.
 

There is no legal obligation for a person to share information about their disability unless it affects their ability to carry out the essential or inherent requirements of the job.

The Job Access Sharing information about access requirements helps employers build relationships that encourage the sharing of information while respecting the person with disability’s rights to privacy and confidentiality.

The following resources may help agencies support employees with disability to share information about disability or access requirement:

• Identifying as a person with disability in the workplace
• Talking to others about your disability
• Discussing mental health issues at work

Sensitive information

Sensitive information is subject to a higher level of privacy protection than other personal information and includes health or medical information about an individual. 

During the workplace adjustment process, sensitive information may be shared with managers and other employees by the person with disability or through their workplace modifications assessment. 

The WA Government is drafting Privacy and Responsible Information Sharing (PRIS) legislation. Until such time as more substantial guidance and/or legislative measures are available, the interim privacy position for the Western Australian public sector is that agencies should ensure their actions are consistent with applicable Australian Privacy Principles. 

Australian Privacy Principle 3 details when and how an agency may collect sensitive information. Australian Privacy Principle 6 covers the use or disclosure of personal information.