Workplace support and adjustments

A workplace adjustment is a change to a work process, procedure, piece of equipment or the work environment that helps a person perform their job to the best of their ability in a safe, inclusive environment.

Workplace support and adjustments are for everyone, as we are all unique individuals with different needs.

The Tasmanian State Service is committed to building inclusive workplaces where all employees feel welcomed, safe and supported. We understand that workplace adjustments are sometimes needed to ensure all employees can perform at their best, feel included and work productively and safely.

Examples of workplace adjustments

There are many different adjustments current employees or job applicants can ask for.

Some examples when applying for a job include:

  • An AUSLAN interpreter
  • An online interview
  • Extra time to complete an assessment task or interview
  • Voice activated software
  • Information in different formats

Some examples in the workplace include:

  • Accessible documents
  • Flexible work hours such as varied start and finish times, shorter days and part time work
  • Working from home
  • Assistive technology and equipment
  • Adjustable equipment
  • Adaptive switches
  • Braille displays
  • Additional mentoring, training and support
  • Ergonomic office equipment
  • Reasonable building modifications to enable access to a building or bathroom facilities.

We encourage you to have an honest conversation with the Contact Officer if you are applying for a job, or your manager if you are a current employee, to find the best workplace support and adjustments for you.

Your rights

It is your right as an employee or job applicant to ask for any adjustments you may need at any time – from recruitment and selection through to starting your job, as well as during your time as an employee. You should not be disadvantaged by asking for support or adjustments during an application process.

If or when you decide to share your disability information with an employer is completely up to you. You are not obligated to disclose your disability to a prospective employer unless you want to.

It is against the law for an employer to discriminate against a person based on disability throughout all stages of the employment process. Under the Disability Discrimination Act 1992, employers are obligated to make adjustments to accommodate an individual’s disability, unless that adjustment would result in unjustifiable hardship.

A failure to make adjustments could also be unlawful discrimination under the Tasmanian Anti-Discrimination Act 1998.

If an employer cannot provide the exact adjustment you need, they should work with you to find an alternative that works for both parties. In some circumstances, a suitable alternative adjustment may not be possible and the employer should provide a justification as to why an adjustment could not be put in place.

If you have not been provided with a necessary adjustment and would like some help to talk to your employer, you can contact Equal Opportunity Tasmania who can offer free information on what you can do about the situation.

Asking for adjustments

Adjustments when applying for a job

When you decide to apply for a job, you will need to consider if or when you share information about your disability.

A lot of disabilities are not visible and you may choose to wait to disclose information about your disability until you have more information about the job and what it entails.

When you are writing your job application, disclosing if you have a disability is not usually done at this time unless you are seeking adjustments as part of the selection process, or you are applying for a targeted position for a person with disability.

If you do need adjustments as part of the selection process, be as specific as you can and offer suggestions about what the employer can do to accommodate these adjustments.

If you have a Disability Employment Service (DES) provider, they can help you communicate your adjustment needs to any future employer. See our DES providers page for more information.

Adjustments during an interview and other assessments

If you are contacted by an employer for an interview, or to partake in other assessments such as a written assessment, you need to consider if you will require any adjustments during this assessment process.

Adjustments during this stage may be required for a number of reasons. If you use a mobility aid, you may wish to ask the Contact Officer if the building and interview room is accessible. If you are deaf or hard of hearing, you may require an interpreter to be present in your interview.

It is important to communicate your required adjustments clearly to the Contact Officer when you are called about attending an interview.

You may wish to take a support person or your DES provider to your interview as they can help to explain your disability and your needs to an employer. Make sure to let the Contact Officer of the job know before your interview if you are planning on doing this.

For more information on how you can prepare for and perform well in interviews, see our Interview tips page.

Adjustments in the workplace

If you are successful in getting a job, speak to your manager as soon as possible about any adjustments you may need in the workplace. Some adjustments may take time to put in place, so the sooner you let your manager know about your needs, the better.

You can ask for adjustments whenever the need arises. Just because you didn’t ask for an adjustment at the start of your employment, does not mean that you cannot ask for one now. Needs arise at different times and it is your employer’s job to make sure your workplace is accessible for you.

If you have not shared your disability with your manager before the need for adjustments arises, that's okay. Before you meet with your manager, plan what you would like to say and be prepared with information on your disability and how they can support you and your needs.

It is your choice to decide whether the information you share with your manager is to remain confidential or if it can also be shared with other members of your team.

The information you share may be provided to Human Resources depending on the type of adjustment required and whether there is a financial cost associated, however Human Resources will keep this information confidential.

You might like to ask the agency if they have a Workplace Adjustment Policy that you can read.

If you have a DES provider, they are able to help with communicating your adjustment needs to your manager. They are also able to help you prepare what to say to best express your needs if you would prefer to do it yourself. See our DES providers page for more information.

Remember, adjustments are for everyone, and everyone deserves to work in a place that is inclusive and allows them to work to the best of their ability.

Funding for adjustments

It is the responsibility of your employer to implement any workplace adjustments you may need.

You will never be asked to cover the cost of a workplace adjustment. If the cost of an adjustment will place an unjustifiable hardship on an employer, they may not be required to implement the adjustment. If this is the case, the organisation must conduct an assessment of what is fair and reasonable in the circumstances to show that the adjustment is unjustified.

In some instances, there is financial help for employers to provide staff with support and adjustments.

Even though you will never be asked to cover the cost of a workplace adjustment, this information is good to know so you can educate your future employer about the help available.

If you have a DES provider, they can help you with any workplace adjustments you need. It is the job of DES providers to help with any workplace barriers that may affect their client and their success in a role. Therefore, DES providers are able to help with the cost of workplace adjustments. They are also able to help you convey your workplace needs to your employer.

Another program that can help with the cost of workplace adjustments is the Employment Assistance Fund (EAF). The EAF is available to eligible people with a disability who are about to start a job, are self-employed or who are currently working. It can also be used to provide AUSLAN assistance or special equipment to people with a disability while they are looking for a job.

The EAF offers free workplace assessments to eligible people with disability, to assess their needs and determine what help they can provide. If you have a DES provider, they can submit an application to EAF for you which may mean you won’t have to have an assessment.

For more information on the EAF visit the EAF page on the JobAccess website.

Contacts for workplace support

Once you are in the workplace, there are a number of people you can turn to for support. Here is a list of some of the people we recommend going to if you require any support in the workplace:

  • Your Manager
  • Your agency’s Human Resources team
  • The Employee Assistance Program (EAP)
  • Your DES Provider if you have one

Need more help?

If you have any questions, feedback or experience issues with this website, please contact us by emailing jobs@dpac.tas.gov.au.