How to Find and Keep a Job with Disability: NDIS Employment Support

Updated on June 13, 2026

Employment is a fundamental right and a pathway to independence, wellbeing, and social connection for all Australians, including people with disability. The NDIS provides crucial employment supports to help participants build work skills, find jobs, and succeed in the workplace.

This article provides a comprehensive guide to NDIS employment supports in 2026, clarifying what the NDIS funds, how it differs from other employment programs, and practical strategies for setting employment goals and finding the right support providers.

Jump to a section

1. What the NDIS Funds for Employment
2. What the NDIS Does NOT Fund
3. Disability Employment Services (DES): A Separate Government Program
4. Employment Assistance Fund (EAF): Workplace Modifications and Equipment
5. Setting Employment Goals in Your NDIS Plan
6. Finding the Right Employment Support Provider
7. Supported Employment vs Open Employment
8. 2026 Changes Affecting Employment Support

Why Employment Matters for People with Disability

Employment offers far more than financial remuneration—it is a cornerstone of wellbeing, independence, and social inclusion for people with disability. Research consistently demonstrates that meaningful work contributes to improved health outcomes, stronger community connections, and enhanced quality of life (National Disability Insurance Agency [NDIA], 2026).

Financial Independence: Employment provides the foundation for economic self-sufficiency, enabling people with disability to make independent choices about their lives, reduce reliance on income support, and build long-term financial security. The capacity to earn an income directly correlates with greater autonomy in housing choices, lifestyle decisions, and future planning.

Health and Wellbeing: Participation in the workforce has been linked to improved mental and physical health outcomes. Work provides structure, purpose, and a sense of achievement that contributes to psychological wellbeing. Studies examining employment outcomes for Australians with disability highlight the positive correlation between workforce participation and overall life satisfaction (Olney et al., 2021).

Social Connection: The workplace serves as a vital social environment where people with disability can build relationships, develop professional networks, and feel valued as contributing members of society. Employment facilitates social inclusion by creating opportunities for interaction with colleagues and customers, reducing isolation, and fostering a sense of belonging (NDIA, 2026).

Skill Development: Work environments provide ongoing opportunities to develop new capabilities, from technical job-specific skills to broader competencies such as communication, problem-solving, and teamwork. These skills are transferable and contribute to career progression and personal growth throughout one’s working life.

Despite these benefits, Australians with disability continue to face significant barriers to employment. The employment rate gap between people with and without disability remains substantial, with systemic challenges including employer attitudes, workplace accessibility, and fragmented support systems contributing to labour market exclusion (Olney et al., 2021). Addressing these barriers requires coordinated policy responses and effective support services.

What the NDIS Funds for Employment

Skill Building for Work

The NDIS funds supports that help you develop the skills and confidence needed for employment, including:

• Discovering your strengths: Vocational assessments to identify your interests, abilities, and suitable career paths
• Learning workplace behaviours: Understanding employer expectations regarding communication, teamwork, punctuality, and professional conduct
• Building practical skills: Learning how to travel to and from work independently, work effectively in teams, solve workplace problems, and complete tasks to required standards
• Developing confidence: Gaining experience in real work settings through supported practice opportunities

Finding or Changing Jobs

NDIS funding can support you to:

• Identify suitable job opportunities that match your skills and interests
• Prepare job applications and practice interview skills
• Connect with employers and negotiate workplace adjustments
• Receive support for your employer to understand how best to support you
• Change jobs or progress your career when you’re ready for new challenges

On-the-Job Support

Once you’re employed, the NDIS can fund:

• Job coaching: One-on-one or group coaching to help you learn job tasks until you can perform them independently
• Workplace training and mentoring: Ongoing support to develop new skills and adapt to changing job requirements
• Personal care at work: Assistance with personal care needs during work hours, such as support with meals or mobility
• Employer education: Support for your employer to implement effective workplace adjustments and inclusive practices

Employment Assessment and Counselling

Allied health professionals can provide:

• Comprehensive vocational or functional assessments
• Identification of strengths and barriers to employment
• Goal-setting support to establish realistic and meaningful work objectives
• Workplace adjustment recommendations
• Counselling for individuals whose disability has prevented return to work
• Education for both participants and employers about disability and work (NDIA, 2026)

When including employment funding in your plan, your NDIS planner will need specific information about where and when you work, what tasks you perform, what additional support you require beyond employer-provided assistance, whether support is one-on-one or group-based, and any workplace adjustments or learning tools needed.

What the NDIS Does NOT Fund

The NDIS does not fund:

Wages or Salaries: Your employer is responsible for paying your wages. The NDIS does not subsidise your income or pay any portion of your salary.

Employer Costs: General business expenses, including recruitment costs, standard workplace equipment, or modifications that benefit all employees, are the employer’s responsibility. The NDIS only funds disability-specific supports that enable you to perform your role.

General Job-Seeking Activities: Mainstream employment services available to all Australians, such as resume writing workshops, general career counselling, or job search websites, are not NDIS-funded. These services are available through other government programs.

Ongoing Support for Established Skills: Once you have learned a task and can perform it independently, NDIS funding for that specific support typically ceases. The NDIS funds capacity building, not indefinite support for tasks you can already do.

Transport Costs: While the NDIS may fund support to learn how to travel to work independently, it does not fund the ongoing cost of transport to and from work. This is considered an ordinary living expense.

This distinction ensures NDIS funding is used appropriately for disability-specific supports while maintaining clear boundaries with employer responsibilities and mainstream services (NDIA, 2026).

Disability Employment Services (DES): A Separate Government Program

Disability Employment Services (DES) is a distinct government program that operates separately from the NDIS, though the two systems can work together to support employment outcomes.

What is DES?

DES is an Australian Government program that helps jobseekers with disability, injury, or health conditions find and maintain employment. DES providers offer practical assistance with job searching, employer engagement, and workplace support.

How DES Differs from NDIS Employment Supports

The key differences between DES and NDIS employment supports include:

Eligibility: DES is available to jobseekers with disability who have existing work skills and capacity for employment with limited ongoing support. NDIS employment supports are available to NDIS participants who need disability-specific capacity building to prepare for or maintain employment.

Focus: DES concentrates on job placement and retention for people who are job-ready or close to job-ready. NDIS employment supports focus on building the foundational skills and capacity needed to become job-ready (Olney et al., 2021).

Funding Source: DES is funded through the Department of Social Services and delivered by contracted providers. NDIS employment supports are funded through individual NDIS plans.

Support Duration: DES provides time-limited support focused on achieving employment outcomes. NDIS employment supports can be longer-term, focusing on capacity building at the participant’s pace.

Using DES and NDIS Together

Many NDIS participants benefit from accessing both DES and NDIS employment supports. For example, you might use NDIS funding to build foundational work skills and confidence, then engage with DES when you’re ready to actively search for employment. Your NDIS support coordinator or my NDIS contact can help you understand how these services can work together to support your employment goals.

Research has highlighted the importance of better coordination between NDIS and DES to ensure these policy instruments are mutually reinforcing rather than creating gaps or duplication in service delivery (Olney et al., 2021).

Employment Assistance Fund (EAF): Workplace Modifications and Equipment Funding

The Employment Assistance Fund (EAF) is another important government program that complements NDIS employment supports by providing financial assistance for workplace modifications and equipment.

What the EAF Funds

The EAF provides funding for eligible people with disability and their employers to purchase:

• Work-related modifications: Physical changes to the workplace to improve accessibility, such as ramps, modified workstations, or accessible bathrooms
• Specialised equipment: Assistive technology and equipment needed to perform job tasks, such as screen readers, ergonomic furniture, or communication devices
• Auslan services: Sign language interpreting services for workplace communication
• Workplace assistance and support services: Specific workplace supports that enable job performance

How EAF Differs from NDIS

While the NDIS funds disability-specific supports to build your capacity to work, the EAF funds the physical modifications and equipment that enable you to perform your job once employed. The EAF is administered through Job Access and is available to both employees and employers (NDIA, 2026).

Accessing the EAF

To access EAF funding, you or your employer can contact Job Access (www.jobaccess.gov.au) to discuss your needs and determine eligibility. Job Access provides free, expert advice on workplace modifications and can facilitate EAF applications.

Setting Employment Goals in Your NDIS Plan

Thinking About Your Employment Goals

Before your NDIS planning meeting, consider:

• What type of work interests you?
• What skills do you already have, and what skills do you need to develop?
• What level of support do you need to prepare for or maintain employment?
• What are your short-term and long-term career aspirations?
• What barriers might you face, and what supports could help overcome them?

Your my NDIS contact or support coordinator can help you think through these questions and develop clear, achievable goals (NDIA, 2026).

Sharing Your Goals at Your Planning Meeting

During your NDIS plan meeting, your NDIA planner will discuss your employment goals and how NDIS funding can support you to work towards them. Be prepared to:

• Clearly articulate your employment aspirations
• Explain what supports you believe you need
• Discuss any previous employment experiences and what worked or didn’t work
• Provide information from allied health professionals or employment providers about your support needs

Your planner will include your employment goals in your NDIS plan and explain how your funding allocation can help you achieve them (NDIA, 2026).

Examples of Effective Employment Goals

Well-constructed employment goals might include:

• “I want to build my confidence and learn workplace communication skills through a supported work experience placement in retail within the next 12 months.”
• “I want to find part-time employment in hospitality and receive job coaching support for the first three months to learn my role.”
• “I want to complete a vocational assessment to identify suitable career paths and develop a plan to build the skills I need for employment in that field.”

Specific, measurable goals with clear timeframes help ensure your NDIS plan includes appropriate funding and supports.

Finding the Right Employment Support Provider

Using the NDIS Provider Finder

The NDIS Provider Finder allows you to search for registered employment support providers in your area. You can filter by location, service type, and provider characteristics to identify potential providers.

Questions to Ask Potential Providers

When evaluating employment support providers, consider asking:

1. Experience and Expertise:

• What experience do you have supporting people with my type of disability?
• What employment outcomes have you achieved for other participants?
• Do you have expertise in my area of employment interest?

2. Service Approach:

• How do you tailor supports to individual goals and needs?
• What is your approach to building independence?
• How do you work with employers to create inclusive workplaces?

3. Practical Arrangements:

• What is your availability and response time?
• How do you communicate progress and challenges?
• What happens if the initial approach isn’t working?

4. Collaboration:

• How do you work with other supports in my life (family, support coordinator, other providers)?
• Do you collaborate with DES providers or other employment services?
• How do you involve me in decision-making?

The NDIS provides an employment support provider comparison worksheet to help you systematically evaluate providers and make an informed choice.

Reviewing Provider Performance

The NDIS works with employment providers to collect information about participant outcomes, which is shared in provider quarterly reports. These reports can help you understand how providers have supported other participants and inform your provider choice (NDIA, 2026).

Your my NDIS contact or support coordinator can also help you connect with providers in your area and support you through the selection process.

Supported Employment vs Open Employment

Open Employment

Open employment refers to mainstream employment in the general labour market where you work alongside people without disability. In open employment:

• You are employed directly by a business or organisation
• You receive award wages or above
• You work in an integrated setting with colleagues with and without disability
• You may receive NDIS-funded supports (such as job coaching) to help you succeed, but the employment itself is mainstream

Open employment is the goal for many NDIS participants and represents full inclusion in the workforce (Hayward et al., 2022).

Supported Employment

Supported employment traditionally refers to employment in settings specifically designed to support people with disability, such as Australian Disability Enterprises (ADEs). In these settings:

• You work in an environment with other people with disability
• Wages may be below award rates (though this is changing with recent reforms)
• Ongoing support is built into the work environment
• The focus is on meaningful work and skill development

Research on supported employment interventions demonstrates their effectiveness in helping people with significant disabilities achieve employment outcomes, though there is increasing emphasis on pathways from supported to open employment (Iwanaga et al., 2022; Campbell et al., 2024).

Choosing Your Path

Neither option is inherently better—the right choice depends on your individual goals, support needs, and circumstances. Some people use supported employment as a stepping stone to open employment, while others find supported employment settings provide the right level of ongoing support for their needs. Your NDIS plan can support either pathway, and your goals can evolve over time (NDIA, 2026).

2026 Changes Affecting Employment Supports

Enhanced Provider Reporting

The NDIS has strengthened provider reporting requirements to improve transparency and accountability. Employment support providers now submit quarterly reports detailing participant outcomes, which are made available to help participants make informed provider choices.

Improved Coordination with DES

Recognising the importance of better coordination between NDIS and DES, there is increased focus on ensuring these systems work together effectively. This includes clearer guidance for participants and providers about when and how to access each service, and improved information sharing (where appropriate and with consent) between NDIS and DES providers (Olney et al., 2021).

Focus on Career Development

There is growing recognition that employment support should extend beyond initial job placement to support career progression and long-term workforce participation. NDIS employment supports increasingly emphasise skill development for career advancement, not just entry-level employment (Bould et al., 2022).

Emphasis on Employer Engagement

Effective employment outcomes require willing and informed employers. There is increased focus on employer engagement strategies, including education about disability, workplace adjustments, and the benefits of employing people with disability (Randle et al., 2023).

Ongoing Policy Development

The Australian Government’s National Disability Employment Strategy continues to drive policy development aimed at improving employment outcomes for people with disability. This includes examining systemic barriers, improving service coordination, and promoting inclusive employment practices across all sectors.

These developments reflect a maturing understanding of what works in disability employment support and a commitment to continuous improvement in service delivery.

How Centre Disability Support Can Help

At Centre Disability Support, we understand that achieving your employment goals is part of a broader journey towards independence, inclusion, and quality of life. While we specialise in Supported Independent Living (SIL), Support Coordination, Individual Living Options (ILO), and Short-Term Accommodation (STA), our holistic approach means we can help you connect with the right employment supports as part of your overall NDIS plan. Call us today 1300 433 661

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References

• Bould, E., Fleming, J., Haines, T., & Jones, C. (2022). ‘Yes, I’ve got the job, but my challenge is keeping the job’: An evaluation of a new pathway to open employment to meet the needs of people with acquired brain injury in Australia. Brain Impairment, 23(2), 147–165. https://doi.org/10.1017/brimp.2022.6
• Campbell, M., Bould, E., & Bigby, C. (2024). Brokering employment pathways from supported employment settings to the mainstream labour market. Disabilities, 4(4), 872–891. https://doi.org/10.3390/disabilities4040052
• Hayward, S. M., McVilly, K. R., & Stokes, M. A. (2022). The efficacy of Disability Employment Service (DES) providers working with autistic clients. Journal of Autism and Developmental Disorders, 53(3), 1226–1242. https://doi.org/10.1007/s10803-022-05762-1
• Iwanaga, K., Chan, F., Tansey, T. N., Strauser, D., Ritter, E., Bishop, M., & Brooks, J. (2022). Effects of supported employment on the competitive integrated employment outcomes of transition age and young adults with intellectual disabilities: A non-experimental causal comparative study. Journal of Vocational Rehabilitation, 57(3), 289–299. https://doi.org/10.3233/jvr-221223
• National Disability Insurance Agency. (2026, May 7). Guide to employment. https://www.ndis.gov.au/participants/life-transitions/employment-support/guide-employment
• Olney, S., Gallegos, D., & Kavanagh, A. (2021). Disability and work in a health and economic crisis: Mitigating the risk of long-term labour market exclusion for Australians with disability through policy coordination. Australian Journal of Public Administration, 80(4), 1008–1024. https://doi.org/10.1111/1467-8500.12500
• Randle, M., Kaine, S., Onyx, J., & Alam, K. (2023). Increasing employer willingness to hire people with disability: The perspective of disability employment service providers. Journal of Social Marketing, 13(3), 367–384. https://doi.org/10.1108/jsocm-08-2022-0174