Overview
When an employment service is involved, supporting employers is a key part of creating sustainable employment for people with disability. The delivery of flexible, ongoing support to employers helps maintain workplace productivity and address any challenges early.
Examples of workplace support for employers may include:
- strategies for onboarding of new employees
- regular check-ins and guidance to build employer confidence
- facilitating employer access to funding and resources which help to make inclusive practices such as workplace accommodations easier to action
- educating employers to understand their rights and responsibilities when it comes to employing people with disability.
Some important considerations include:
Maintaining employer relationships and ongoing support
Even though on-the-job support may gradually fade, both the employee with disability and their employer should feel confident knowing they can access specialist support whenever it’s needed. Employment services staff should stay in touch by checking in with both the employee and their employer, addressing any issues that arise and reassuring them that support is always available when needed.2
Reasonable adjustments and funding for modifications
Employees and employers should feel confident that support is available to identify and implement workplace adjustments when needed. Employment service staff can assist with planning and implementing adjustments, such as equipment, workspace modifications, or adjustments to how tasks are completed, often at little or no cost.3
Where appropriate, staff can also explore funding options, such as the Employment Assistance Fund (EAF)(Opens in a new tab/window), to help cover a wide range of supports, including workplace equipment, vehicle modifications, communication devices, Auslan interpreting, specialist services for learning or mental health needs, and training in disability awareness or mental health first aid. Regular follow-ups help ensure adjustments are effective and that both the employee and employer continue to feel supported.4
Key strategies for success
Ongoing support for employers not only boosts the employee’s performance and job satisfaction, but also helps employers adopt inclusive practices that can benefit the entire workplace. Some strategies to support this process include:
- maintaining regular contact with both the employee and employer to strengthen trust and ensure support remains visible
- proactively identifying and facilitating reasonable adjustments to help prevent workplace barriers from affecting performance or retention
- ongoing monitoring and relationship-building to foster a culture of trust and collaboration.
These strategies enable early identification of any emerging challenges to job sustainability, which helps build and maintain employer confidence.
Keeping in contact and delivering continuous support isn’t just ‘nice to have’ – it’s linked to better employment longevity, stronger workplace inclusion and outcomes that benefit both people with disability and the employers who hire them.