From job readiness to long-term retention — practical, participant-centred support for meaningful work across Newcastle and the Hunter Region.
For many NDIS participants, employment is one of the most significant goals in their plan. Work provides income, routine, identity, and social connection — and the barriers to reaching it are real. Our employment support service addresses those barriers directly: from building the foundational skills needed to enter the workforce, to coaching through the day-to-day realities of keeping a job.
We don't believe in placement-for-placement's-sake. We take the time to understand what a participant is good at, what environments suit them, and what kinds of work will still feel sustainable six months in. Sustainable employment is the goal — not just an outcome statistic.
Our employment support works alongside — not instead of — Disability Employment Services (DES). Many participants access DES for job placement while using their NDIS plan for the skill building and capacity development that makes that placement stick. We explain this distinction clearly so participants can access everything they are entitled to.
We support participants across Newcastle, Lake Macquarie, Maitland, Cessnock, and the Hunter Valley, including supported employment pathways and open employment coaching.
Two separate government systems fund employment support for people with disability — and you can access both at the same time.
| Disability Employment Services (DES) | NDIS Employment Support | |
|---|---|---|
| Funded by | Commonwealth Government (DEWR) — free to participants | NDIS plan — uses your Capacity Building budget |
| Primary purpose | Finding and placing participants in open employment jobs | Building the capacity, skills, and supports needed to get and keep work |
| Who delivers it | Registered DES providers (separate organisations to NDIS providers) | NDIS providers like Safe Hands Disability |
| Job search & placement | DES only DES actively job-searches, contacts employers, and manages placement | NDIS does not fund job placement directly — that is DES's role |
| Skill building | Limited — DES focuses on placement, not deep skill development | NDIS only Resume writing, interview prep, workplace communication, routine building |
| On-the-job support | Short-term post-placement support included with DES | NDIS only Longer-term ongoing support at work funded through NDIS Core or CB |
| Social skills & confidence | Not within DES scope | NDIS only Core focus of NDIS employment capacity building |
| Can you use both? | Yes — strongly recommended DES handles job finding; NDIS builds the skills that make it work long-term | |
Not registered with a DES provider? Ask us — we can help you understand how to access DES alongside your NDIS employment support.
We cover every stage of the employment journey — from the first conversation about work goals to long-term retention coaching.
A strengths-based profile of the participant's skills, interests, energy levels, sensory needs, and workplace preferences — forming the foundation of the employment plan.
Building a clear, honest resume that reflects actual skills and experience. Supported application writing for specific roles and industries that fit the participant's profile.
Rehearsed mock interviews using real questions from common industries. Communication scripts, managing nerves, and understanding what interviewers are actually looking for.
Navigating colleague relationships, communicating with supervisors, handling instructions, attending meetings, and managing conflict before it escalates.
A support worker present in the workplace during the early weeks of employment — managing transitions, supporting new task learning, and building familiarity with the environment.
With participant consent, we liaise with employers about disability, reasonable adjustments, communication preferences, and how to create a genuinely inclusive workplace.
Regular check-ins after placement to catch early warning signs, problem-solve workplace issues, adjust supports as the role evolves, and plan next career steps.
We work through a practical, four-stage journey that takes participants from initial goals to sustainable long-term employment.
| Stage | Focus | What We Do Together | Key Outcomes |
|---|---|---|---|
| 1 — Readiness | Understanding who you are as a worker and what work could look like | Strengths profiling, employment history review, goal setting, barriers mapping, career interest exploration, energy and capacity audit | Clear employment direction, realistic expectation of work hours and environment, documented support needs |
| 2 — Preparation | Building the practical tools and confidence to seek work | Resume writing, application support, interview rehearsal, workplace communication practice, transport planning, disclosure decision making | Participant ready for applications and interviews; confident in how to present their skills and navigate common workplace communication |
| 3 — Starting Work | Successfully transitioning into the new role | On-the-job support during the first weeks, task learning support, workplace navigation, employer liaison, sensory or schedule accommodation planning | Smooth workplace entry, employer awareness of support needs, participant established in their role and environment |
| 4 — Retention | Keeping the job and growing within it | Regular review sessions (monthly, then quarterly), problem-solving workplace challenges, updating NDIS goals as employment stabilises, planning career growth or pathway changes | Sustained employment beyond the 13-week and 26-week DES milestone markers; reduced workplace stress; participant-led career progression |
Getting the readiness assessment right means less churn, better placement fit, and longer retention. We look at the full picture.
How many hours per day or week are sustainable. Whether morning, afternoon, or split shifts suit the participant's energy profile and medication schedule.
Noise levels, lighting, crowding, temperature, and physical workspace requirements that will affect comfort and performance in different workplace settings.
Preference for written vs verbal instructions, comfort with phone calls, email capacity, and how the participant communicates when under pressure or when something goes wrong.
Preference for independent vs team-based work, comfort with supervision, ability to manage conflict or misunderstanding, and workplace relationship-building capacity.
Tolerance for change in shifts or tasks, need for clear routine and advance notice, and strategies for managing unexpected workplace changes without crisis.
Whether the participant can travel independently to a workplace, what routes are feasible, whether transport support is needed, and how this affects which roles are realistic.
Whether to disclose a disability, what to disclose, when, and to whom. We support participants to make informed decisions — not pressure them either way.
Understanding how workplace stress affects the participant, what early warning signs look like, and what strategies keep them regulated in challenging work moments.
Under the Disability Discrimination Act 1992, Australian employers must make reasonable adjustments to enable a person with disability to perform their role. We help participants understand and advocate for these adjustments.
Adjusted start times, shorter days, split shifts, or a phased increase in hours as the participant builds stamina and confidence in their role.
Screen readers, speech-to-text, noise-cancelling headphones, ergonomic equipment — AT in the workplace funded through NDIS or the Employment Assistance Fund (EAF).
Adjusting the specific tasks assigned so the role plays to the participant's strengths while avoiding tasks that create significant difficulty without adequate support.
Access to a quieter desk, reduced-distraction area, or noise management strategies for participants with sensory sensitivities or concentration challenges.
Receiving workplace instructions in writing rather than verbally — reducing miscommunication and giving the participant time to process and refer back as needed.
Extra time allowances for training, task completion, or workplace assessments where standard timeframes create an unfair disadvantage.
The Employment Assistance Fund (EAF) — funded by the Commonwealth, not NDIS — can reimburse employers for the cost of some workplace modifications. We can help participants and employers understand what is available.
There are two main employment pathways available to NDIS participants — both are valid, and the right choice depends on the individual's goals, capacity, and preferences.
Working in the regular workforce alongside non-disabled employees, in a role with standard wages and conditions under applicable Awards or Enterprise Agreements.
This is the goal for most participants using NDIS employment support — supported by DES for job placement and NDIS for skill building and on-the-job supports.
Australian Disability Enterprises (ADEs) provide structured, supported workplaces specifically for people with significant disability. Work is typically in business activities such as packaging, gardening, laundry, or café services.
The Supported Wage System (SWS) allows ADEs to pay a productivity-based wage percentage where relevant.
Employment support draws from multiple NDIS budget categories depending on the type and stage of support being delivered.
The primary Capacity Building category for employment. Funds job readiness assessment, resume support, interview prep, workplace communication coaching, and ongoing retention support.
Can fund a support worker accompanying a participant in the workplace during early employment — particularly for participants who need on-the-job presence to perform their role.
Funds assessment and skill-building therapies that directly support employment readiness — including OT workplace assessments, speech pathology for workplace communication, and psychology support for work-related anxiety.
A separate Commonwealth program (not NDIS) that reimburses employers for workplace modification costs, AT equipment, and Auslan interpreting. Accessed through JobAccess — we can support navigation.
Employment support is appropriate for any NDIS participant whose plan includes employment goals, at any stage of their work journey.
Young people transitioning out of school who are exploring work options and need help understanding what employment could look like for them.
Participants who worked before acquiring a disability or mental health condition and want to return — with adjustments and a different approach than before.
Participants with autism who have strong skills in specific domains but need support with social navigation, communication, sensory management, and workplace structure.
Participants managing anxiety, depression, or psychosocial disability who need gradual, supported re-entry to work with confidence-building and stress management strategies.
People rebuilding careers after acquired brain injury, stroke, or MS — where changed cognitive capacity, fatigue, or communication needs require new employment approaches.
Participants who want meaningful, paid work — whether through open employment with supports or Australian Disability Enterprise pathways, matched to their skills and interests.
From first enquiry to your employment plan — here is the process.
Call, email, or submit our online referral. We respond within one business day.
A 30-minute conversation to understand your employment history, current goals, NDIS plan, and whether you have or need a DES provider.
A thorough strengths and barriers profile that forms the foundation of your personalised employment plan.
We build a stage-by-stage plan aligned to your NDIS goals — including which services, timelines, and milestones matter most.
Begin your sessions, with regular reviews to adjust the plan as your readiness grows and the job search progresses.