Adjustments for individual needs

Everyone should have fair and equal access to job opportunities.

We’re committed to being inclusive when we hire people and understand that workplace adjustments are sometimes needed.

Under the Disability Discrimination Act 1992, workplaces must provide workplace adjustments if requested. This Act provides an exception if the cost or difficulties of providing access will place an unjustifiable hardship on a person or organisation. You can find out more about unjustifiable hardship by reading the Human Rights Commission's online guide.

A workplace adjustment is a change to a work process, procedure or environment, depending on a person’s needs and circumstances, that allows a person with disability to:

  • perform at their best
  • work productively
  • work in a safe environment
  • feel included
  • increase their engagement and motivation to improve performance.

Asking for an adjustment when applying for a job

If you are a person with disability and applying for a job, it’s important to let us know if you need an adjustment to do an interview or to complete assessment tasks. You will not be disadvantaged if you ask for an adjustment when you apply for a role. We want all applicants to perform at their best and compete with other applicants equally.

Most adjustments are simple and easy to arrange, while others may require more time to put into place. Some important things to know:

  • if you prefer not to ask for an adjustment when you complete your application, you can discuss your needs with the job contact person
  • if your request for an adjustment cannot be met, we will discuss with you how to best assist you to suit your needs
  • any personal information about your disability or needs that you share during the application process will only be used to provide adjustments you may need during recruitment
  • there is no cost to you if you ask for an adjustment.

We recognise that adjustments will be different for everyone, so it’s important that you let us know what you specifically need.

Examples of recruitment adjustments

  • Be provided with interview questions before the interview.
  • Have the option of responding in writing to interview questions.
  • Be offered different ways to have your capabilities assessed e.g. a psychometric assessment may not be accessible or suitable.
  • Be given extra time to complete an assessment task or interview.
  • Making sure all written documents and tasks are accessible for your needs.
  • Be provided with a scribe for a written task.
  • Be met by a staff member to take you to the interview room.
  • Making sure the interview and assessment room meets your needs e.g. good lighting or reduced noise.
  • Be provided with an Auslan interpreter.
  • Be able to use your own laptop or assistive technology e.g. screen readers, preferred screen settings, a vision board, or your own mouse.
  • Offer another interview location or method e.g. phone, via the National Relay Service, videoconference.
  • Be provided with real-time captioning.
  • Be offered different interview times or dates.

Before you start a new job

Speak to your manager or the Human Resources team about any adjustments you may need so they can make the necessary arrangements. Many agencies have a workplace adjustment policy that you can also ask to see.

Examples of reasonable workplace adjustments.

Workplace practices and processes

  • Provide additional flexible working arrangements e.g. flexible start and finish times, working from home, working part-time, working in different locations.
  • Provide different methods of communication, for example voice activated software.
  • Provide a support person or mentor from within the organisation.
  • Ensure workplace documents and web content are accessible.
  • Provide information in different formats.
  • Change the job requirements e.g. co-workers exchanging tasks or removing a non-essential job task.
  • Adapt performance and development programs to meet individual needs.

Assistive technology and equipment

  • Built-in accessibility features on devices (phones, computers, laptops, iPads, tablets).
  • Software e.g. text to speech, speech recognition, screen reading, screen magnification.
  • Adjustable equipment, including monitors, tables, chairs, mouse and keyboard.
  • Refreshable braille displays for reading text.
  • Adaptive switches, that enable people to use technology.

Work environments

  • Provide you with a suitable desk and occupational therapist assessment, ergonomic desk and chair assessment.
  • Add Braille signage in communal work locations e.g. meeting rooms, photocopier area, kitchen.
  • Provide a parking space close to the work location for an employee who uses a wheelchair or has mobility issues.
  • Reasonable adjustments to modify an inaccessible building to enable access to a building or bathroom facilities.
  • If you are successful in securing a role speak to your human resources team about requesting a reasonable adjustment.