Seeing employment funding in an NDIS plan can feel like an important opportunity.

The participant may finally have funding to explore careers, gain work experience, develop job-ready skills and move towards meaningful employment. Yet months into the plan, some families realise that very little is happening.

The participant may be receiving only occasional sessions. Appointments may be cancelled repeatedly. Work experience may have been discussed but never arranged. Employer engagement may remain vague, and the participant may still be completing generic activities without a clear pathway towards work.

In other situations, the funding appears to be going unused because few invoices have been submitted. However, services may already have been delivered and invoices could still be outstanding. The balance visible in the portal may therefore not show the participant’s true available amount.

There is also the opposite problem: the budget may be reducing, but the family cannot see meaningful progress that matches the amount claimed.

These situations require different responses.

A useful first step is to determine whether the issue involves:

• Funding that is available but has never been activated
• A service agreement with too few scheduled supports
• Sessions that are regularly cancelled or missed
• Delayed invoices that make the remaining balance look higher than it is
• Claims for activities the family does not clearly understand
• Limited provider capacity or staffing
• A program that is not sufficiently personalised
• Little work experience or employer engagement
• Goals that have changed since the service began
• A provider relationship that is no longer producing value

Current NDIS guidance describes Finding and Keeping a Job as time-limited capacity-building funding for working-age participants. It may be used for employment-related supports such as building work skills, developing a career plan, completing work experience and transitioning into work or further education.

The purpose of the funding is not simply to have a line in the plan or attend occasional employment-themed sessions. It should support practical progress towards the participant’s work goals.

Next Gen Youth Employment helps young people and their families turn employment funding into an organised, individualised pathway. We focus on connecting coaching, skill development, work experience and employer engagement to the participant’s actual strengths, interests and support needs.

This guide explains how to investigate underused NDIS Finding and Keeping a Job funding, identify where implementation has stalled and decide what should happen next.

What Is Finding and Keeping a Job Funding?

NDIS Finding and Keeping a Job is a capacity-building support category connected to employment.

The NDIS describes this funding as time-limited assistance that may help a participant:

• Build work skills
• Develop a career plan
• Complete work experience
• Transition into employment
• Move into further education connected to their goals

Capacity-building categories are generally stated in a participant’s plan. This means funding cannot simply be transferred freely between unrelated capacity-building categories. The participant needs to use the budget for supports that fit the description of that category and the approved NDIS supports available to them.

Families may see or search for several related terms, including:

• Finding and Keeping a Job NDIS
• NDIS Finding and Keeping a Job funding
• Employment assistance
• Capacity Building – Finding and Keeping a Job
• School Leaver Employment Supports
• NDIS SLES funding
• SLES funding NDIS

The wording can vary between plans and online resources. The key questions are what employment support has been funded, how much is available and what the participant is meant to achieve with it.

What Is SLES? Understanding SLES Meaning

SLES meaning refers to School Leaver Employment Supports.

People searching what is SLES, NDIS SLES, SLES NDIS or SLES program NDIS are generally looking for disability-related employment assistance that helps a young person move from school towards work, training or further education.

A personalised SLES program may include:

• Employment goal-setting
• Career and industry exploration
• Identifying strengths and barriers
• Workplace communication
• Resume preparation
• Interview coaching
• Travel training
• Work experience
• Employer engagement
• Workplace routines
• On-the-job support
• Help maintaining employment

Current NDIS provider guidance says employment assistance can help participants try different work activities, learn public transport skills, communicate in a workplace, understand employer expectations, manage employment barriers, connect with employers and develop a career plan. Employment providers are expected to create a tailored support plan describing the participant’s goals, barriers, supports, delivery arrangements and review schedule.

Next Gen Youth Employment’s approach is built around personalised guidance, practical training and work experience rather than treating every participant as though they have the same starting point or career destination.

Unused Funding Does Not Necessarily Mean the Participant Is Ineligible

This article is for participants who already appear to have employment funding in their plan.

That is different from a situation where the plan contains no employment budget at all.

If funding is already available, the immediate problem is usually plan implementation or utilisation rather than original SLES eligibility.

However, families may still need to clarify:

• Whether the funding is in the correct category
• Whether it is currently available
• Whether a funding period has begun
• Whether the participant’s current employment goal matches the funded support
• Whether the provider can deliver within the remaining amount
• Whether the participant’s needs have changed
• Whether further funding may be required in a future plan

SLES funding eligibility is determined through the NDIS planning process. A provider cannot independently approve extra funding or guarantee that future support will be included.

Next Gen Youth Employment can help families understand how a proposed service may align with the participant’s existing employment goals and budget. We cannot make an NDIA funding decision, but we can help identify practical questions to raise with a my NDIS contact, plan manager or support coordinator.

SLES Utilisation Checklist: Start Here

Use this initial checklist to identify the most likely problem.

Plan and budget

• Is Finding and Keeping a Job funding clearly listed?
• What is the total employment budget?
• What are the plan start and end dates?
• Does the plan use funding periods?
• How much funding is currently available?
• How much has been used?
• When will the next funding amount become available?
• Is the funding self-managed, plan-managed or NDIA-managed?

Claims and invoices

• Which providers have made claims?
• Do claims match sessions that occurred?
• Are any invoices still outstanding?
• Have services been delivered but not yet claimed?
• Are provider travel, reports or non-face-to-face work included?
• Are invoice descriptions clear?
• Has the same service apparently been charged twice?

Service delivery

• How many sessions were promised?
• How many sessions actually occurred?
• How many were cancelled by the provider?
• How many were cancelled by the participant?
• Were replacement sessions offered?
• Has the participant had a consistent employment coach?
• Is enough one-to-one support being delivered?
• Are sessions connected to measurable employment goals?

Employment activity

• Has a career plan been developed?
• Has the participant explored suitable industries?
• Has their resume been completed or improved?
• Have they practised interviews?
• Has work experience been arranged?
• Has the provider contacted employers?
• Has the participant visited real workplaces?
• Is employer feedback being collected?
• Is there a clear pathway towards paid employment?

Provider performance

• Does the provider have enough staff?
• Does it have relevant employer connections?
• Are reviews happening regularly?
• Can the provider show progress?
• Is the budget being monitored?
• Are concerns addressed promptly?
• Does the current service still match the participant’s needs?

A “no” answer does not always mean the provider has done something wrong. It does indicate that the family should ask for clarification.

Step 1: Confirm That the Correct Employment Budget Is Available

Begin with the participant’s current NDIS plan rather than relying on an old email, previous plan or verbal description.

Look for a capacity-building category connected to:

• Finding and Keeping a Job
• Employment assistance
• School Leaver Employment Supports
• Transition to employment
• Supports in employment

Current NDIS guidance says that after a participant receives employment-support funding, the next step is to connect with a provider who can help build work skills and help them find and maintain employment. A my NDIS contact or support coordinator can also help the participant locate employment providers.

Check the exact wording

Do not assume the plan includes SLES merely because employment is mentioned in a goal.

A goal and a budget are related, but they are not the same thing.

For example, the plan might contain the goal:

“I want to build confidence and find suitable work.”

The family should still check:

• Which budget supports that goal
• The total amount included
• Whether it is currently accessible
• How it is managed
• Whether it is stated for a particular type of support

If the wording is unclear, ask the participant’s my NDIS contact or support coordinator to explain it.

Check how the funding is managed

Employment funding may be:

• Self-managed
• Plan-managed
• NDIA-managed
• Managed differently across separate plan categories

The management type affects who receives invoices, who submits claims and where the family can obtain detailed spending information.

For plan-managed funding, the plan manager pays provider invoices and should be able to provide budget reports and payment records. For self-managed or NDIA-managed funding, claims and balances can generally be viewed through the relevant NDIS portal or app. Current NDIS resources explain that participants can use the participant portals to view approved plan details, support budgets, funding reports and remaining balances.

Step 2: Check Plan Dates and Funding Periods

A large total budget does not always mean that the full amount is available immediately.

Depending on how the plan is structured, funding may be released or managed across funding periods.

Current NDIS guidance says participants can see funding periods in their plan document, participant portal and my NDIS app. This information can include how much is available in each period, how much has been used, how much has been released and when the next amount will become available. Plan managers and support coordinators may also view this information with the participant’s consent.

Check:

• The plan commencement date
• The plan reassessment or end date
• The current funding period
• The employment funding available in that period
• Any unspent funding carried forward
• The date the next amount becomes available

Why funding periods matter

Imagine that the participant has a substantial annual employment budget, but only part of it is currently available.

A provider may be unable to schedule an intensive block of support immediately if doing so would exceed the current period’s amount.

Alternatively, the participant may have substantial funding available now but no services scheduled. In that case, the issue is more likely to involve provider capacity, poor implementation or an unsuitable service schedule.

Providers are expected to deliver supports within the available funding for each period and submit claims promptly after services are delivered. Delivering more than the funded amount in one period may create a risk that there will not be enough support available later in the plan.

Calculate the time remaining

Write down:

• Weeks remaining in the current funding period
• Weeks remaining in the total plan
• Current available employment budget
• Expected outstanding invoices
• Planned weekly or fortnightly service cost

This gives the family a clearer picture of what can realistically be delivered.

For example, if $12,000 remains with 12 months left, that does not automatically mean the participant should spend $1,000 every month. The correct pace depends on the participant’s goals, support needs, upcoming activities, work-experience requirements and current funding periods.

However, if most of the plan has passed and almost no employment support has occurred, a review should not be delayed.

Step 3: Check the Remaining Balance and What Has Already Been Claimed

The displayed balance is only one part of the utilisation picture.

Families need to compare:

1. Funding visible in the plan
2. Claims already processed
3. Invoices submitted but not yet paid
4. Services delivered but not yet invoiced
5. Future services already scheduled
6. Notice-period or cancellation charges that may still apply

Use the participant portal or app

The my NDIS app and participant portals can show current plan and budget information, including the funding available in support categories. The my NDIS participant portal may also allow participants to view or respond to certain provider claims, depending on how their plan is managed.

When reviewing claims, record:

• Provider name
• Service date
• Claimed amount
• Support category or item
• Description
• Whether the session occurred
• Whether the charge was expected
• Whether supporting information is available

Ask the plan manager for a detailed report

For plan-managed funding, ask for:

• Opening employment budget
• Total paid to each provider
• Pending invoices
• Rejected invoices
• Current available balance
• Monthly expenditure
• Invoice dates
• Service dates
• Support item numbers
• Provider travel charges
• Non-face-to-face charges
• Report-writing charges

A high-level statement showing only the total remaining balance may not be enough to identify the problem.

Ask the provider about unbilled services

A budget can appear underused when the provider has delayed invoicing.

Ask:

• What has been delivered but not yet invoiced?
• When will those invoices be submitted?
• What is the estimated total?
• Are any reports, meetings or employer contacts still to be charged?
• Has provider travel been included?
• Have cancellations been claimed?
• Will the final amount affect future scheduled sessions?

Current NDIS guidance says employment-support claims can only be made after the service has been delivered and must comply with NDIS rules and regulations.

Families should therefore be cautious about treating the portal balance as completely free funding until outstanding services have been reconciled.

Investigate claims that are not recognised

Ask for an explanation where:

• A session appears longer than expected
• A claim is recorded on a day no session occurred
• Several similar charges appear
• Travel charges were not discussed
• Non-face-to-face work is unclear
• Group support appears to have been charged as individual support
• A report charge was unexpected
• The invoice description is too vague to identify the service

Begin by requesting an itemised invoice and comparing it with the service agreement, calendar and session records.

Step 4: Compare Actual Services With the Service Agreement

The service agreement should explain what the participant and provider have agreed.

Official NDIS guidance says a service agreement may describe:

• What supports will be provided
• How, when and where they will be delivered
• What they will cost
• Provider travel and other charges
• How the provider will be paid
• Cancellation arrangements
• Responsibilities
• Complaint processes
• How the agreement can be changed or ended

Locate the current agreement and compare it with actual service delivery.

Check the promised frequency

The agreement or attached schedule may state:

• Weekly individual coaching
• Fortnightly sessions
• Group workshops
• Workplace visits
• Employer engagement
• Monthly reviews
• Progress reporting
• Work-experience support

Create a simple comparison:

Agreed service	Expected delivery	Actual delivery	Gap
Individual coaching	4 hours per month	2 hours per month	2 hours
Group workshop	2 per month	1 per month	1 session
Employer engagement	Ongoing	No documented contact	Unclear
Progress review	Every 12 weeks	None in six months	Overdue
Work experience	To begin by month three	Not arranged	Delayed

This turns a general concern into a specific conversation.

Check whether the agreement is too vague

A statement such as “employment supports will be delivered as required” may not give the participant enough certainty.

A more useful schedule identifies:

• Frequency
• Session duration
• Delivery location
• Individual and group hours
• Work-experience preparation
• Employer-engagement activities
• Review dates
• Expected outcomes
• Applicable rates

If the agreement does not reflect the support the participant thought they were buying, ask for it to be amended.

Check changes made after 1 July 2026

The current NDIS pricing schedule became effective on 1 July 2026. Providers may use it to inform prices, but they must discuss proposed changes to existing service agreements with participants, and the participant must agree before a price change is made.

A provider should not simply apply a new rate without explaining:

• The proposed price
• When it begins
• Which services it affects
• How the change affects the participant’s budget
• Whether the participant agrees

Step 5: Audit Cancelled, Missed and Irregular Sessions

Unused employment funding is often caused by a simple implementation problem: the participant is not receiving enough sessions.

Review the previous three to six months.

Record every scheduled appointment and classify it as:

• Delivered
• Cancelled by the participant
• Cancelled by the provider
• Cancelled by mutual agreement
• Rescheduled and delivered
• Rescheduled but not delivered
• Charged as a cancellation
• No-show
• Unclear

Repeated provider cancellations

Occasional staff illness or unexpected disruption can occur in any service.

The problem becomes more serious when:

• The provider cancels frequently
• Replacement sessions are not offered
• The participant waits weeks for another appointment
• The coach changes repeatedly
• Work experience is postponed because no staff member is available
• Communication about cancellations is poor
• Funding remains unused while the participant loses momentum

Ask the provider:

• What has caused the cancellations?
• Is the staffing issue temporary?
• When will consistent support resume?
• Can another suitable coach be assigned?
• Can replacement hours be scheduled?
• Does the provider still have capacity to deliver the agreement?

Participant cancellations

Participant cancellations also need to be understood without blame.

The participant may be missing sessions because:

• The schedule conflicts with school, therapy or work
• The service location is difficult to reach
• They do not feel comfortable with the coach
• Group sessions are overwhelming
• Activities feel repetitive or irrelevant
• Anxiety has increased
• The participant does not understand the purpose of sessions
• Family communication has broken down
• The participant’s health or circumstances have changed

The solution may involve:

• Changing session times
• Moving to a different location
• Providing more individual support
• Introducing a new coach gradually
• Revising goals
• Using shorter sessions
• Increasing practical activities
• Providing a clear visual schedule

A cancellation pattern is information. It may reveal that the service design is not suitable.

Step 6: Investigate Provider Capacity and Staffing Problems

A provider may have accepted a participant without having enough staff, suitable coaches or employer-development capacity to deliver the promised program.

Capacity problems may look like:

• Long delays before the first session
• Limited appointment times
• Constantly changing coaches
• Staff who lack employment-specific experience
• No one available to attend work experience
• Employer engagement being postponed indefinitely
• Infrequent progress reviews
• Generic group sessions offered instead of agreed individual support
• The participant being placed on an internal waiting list after signing

Ask directly:

• Do you currently have capacity to deliver the agreed hours?
• Who is responsible for the participant’s employment plan?
• Who contacts employers?
• Who will attend work experience?
• What happens when the regular coach is unavailable?
• Is the participant waiting for another internal team?
• What can realistically be delivered in the next 30, 60 and 90 days?

Do not accept a broad assurance such as “we are working on it” without dates, actions and responsibilities.

Consistency matters

A young person may need time to trust their coach and communicate openly about:

• Anxiety
• Sensory needs
• Workplace difficulties
• Previous negative experiences
• Personal employment preferences
• Support strategies

Frequent staff turnover can mean the participant repeatedly returns to introductory conversations without progressing into practical employment activity.

Next Gen Youth Employment aims to provide structured, personalised guidance that builds on the participant’s existing knowledge and progress rather than making them begin again whenever staffing changes.

Step 7: Check Whether Enough One-to-One Support Is Being Delivered

Group programs can help participants practise teamwork, communication and workplace social skills.

However, a largely group-based service may not be enough for a participant who needs individual assistance with:

• Career direction
• Communication
• Anxiety
• Travel
• Job applications
• Employer contact
• Workplace adjustments
• Interview preparation
• Work-experience planning
• On-site coaching

Compare the advertised model with actual delivery

Ask:

• How many hours are individual?
• How many are group-based?
• Are group activities directly connected to the participant’s goals?
• Is the participant actively engaged?
• Does the participant receive individual feedback?
• Is one-to-one coaching available before employer contact?
• Who develops and reviews the participant’s employment plan?

A blended model may be appropriate when each component has a clear purpose.

For example:

Group activity: Practise teamwork and customer-service communication.

Individual coaching: Identify the participant’s specific communication challenges and prepare strategies.

Workplace application: Use those strategies during a retail placement.

Review: Discuss employer feedback and set the next goal.

The concern is not whether group support exists. It is whether the participant receives the individual attention required to make practical progress.

Step 8: Check Whether Work Experience Is Actually Occurring

Work experience should not be treated as an optional extra that is always promised for later.

Current NDIS guidance specifically lists trying different work activities through work experience as an example of employment assistance.

The participant may need preparation before entering a workplace. However, months of preparation should not continue without a clear explanation of:

• What skills are still required
• Why work experience is not yet appropriate
• What must happen first
• When readiness will be reviewed
• What practical alternatives are being used

Signs of genuine work-experience planning

The provider should be able to discuss:

• Target industry
• Suitable duties
• Potential employers
• Workplace environment
• Participant availability
• Travel arrangements
• Support needs
• Placement goals
• Risk and safety considerations
• Employer communication
• On-site coaching
• Feedback and review

Signs that work experience may not be progressing

Be concerned when:

• No employers have been identified
• The provider cannot name target industries
• The same vague promise is repeated at every meeting
• The participant has completed many generic activities but no workplace visits
• There is no target date
• No staff member is responsible for employer contact
• The provider expects the family to arrange everything
• Placements are unrelated to the participant’s interests
• Work experience is used only to occupy time without measurable goals

Work experience should produce information

A placement should help identify:

• Tasks the participant enjoys
• Duties they perform well
• Effective instructions
• Helpful adjustments
• Sensory or environmental barriers
• Stamina
• Communication skills
• Level of prompting
• Employer feedback
• Suitable next steps

At Next Gen Youth Employment, we view work experience as a way to test career ideas, build capability and create employment momentum—not simply as attendance in a workplace.

Step 9: Ask for Evidence of Employer Engagement

Employment assistance should eventually connect the participant with the real labour market.

Current NDIS guidance recognises support to connect with employers, find suitable work and customise roles around the participant’s skills and employer needs.

Employer engagement may include:

• Researching local businesses
• Contacting employers
• Arranging workplace tours
• Discussing work experience
• Identifying suitable duties
• Explaining relevant workplace adjustments
• Preparing the participant for introductions
• Following up after applications
• Gathering feedback
• Exploring job customisation
• Supporting an employer during onboarding

The provider does not need to share confidential business correspondence inappropriately. However, it should be able to provide a meaningful summary of what has been done.

Ask:

• How many employers have been contacted?
• Which industries have been targeted?
• What responses were received?
• What opportunities are being explored?
• What barriers have employers identified?
• How has the participant been involved?
• What is the next employer-engagement action?
• When will it happen?

Employer engagement should be participant-specific

Sending a generic email to a large database is not the same as developing a suitable opportunity.

The provider should consider:

• The participant’s strengths
• Preferred duties
• Location
• Travel capacity
• Hours
• Sensory environment
• Communication needs
• Workplace culture
• Support intensity
• Employer expectations

A participant interested in logistics should not spend months being directed towards hospitality simply because those placements are easier for the provider to arrange.

Step 10: Review Whether Employment Goals Have Changed

Sometimes funding is underused because the original plan no longer reflects the participant’s circumstances.

The participant may have:

• Finished school
• Started part-time work
• Left an unsuitable job
• Developed a new career interest
• Begun a traineeship
• Moved house
• Experienced changes in health or disability-related needs
• Improved their travel skills
• Become ready for more intensive employer engagement
• Decided that the original industry is not suitable

The provider should review the employment plan when important changes occur.

Current NDIS guidance expects an employment provider’s plan to cover the participant’s goals, barriers, supports, delivery frequency and review schedule.

Turn broad goals into current actions

An old goal might say:

“Develop general job-ready skills.”

After six months, a more useful direction may be:

“Complete A Warehouse Placement, Improve Communication With Supervisors And Apply For Two Suitable Stock-handling Roles.”

Another participant may move from:

“Find a part-time job.”

to:

“Maintain the current café role, learn three additional duties and reduce on-site prompting.”

If goals have changed, ask the provider to update:

• The employment support plan
• Session activities
• Employer strategy
• Work-experience targets
• Progress measures
• Service schedule

If the change is significant and the current plan does not appear to meet the participant’s disability-related support needs, discuss the situation with the participant’s my NDIS contact or support coordinator.

Step 11: Review SLES Price and the Rate of Spending

Underutilisation does not always mean the participant should spend funding as quickly as possible.

The aim is appropriate utilisation—not maximum expenditure.

A useful review considers both:

• Whether enough support is being delivered
• Whether the support represents value for the funding used

Understanding the NDIS Finding and Keeping a Job price guide

Families may search for an NDIS Finding and Keeping a Job price guide, but the current official reference is the NDIS pricing schedule.

The schedule sets out what the NDIA considers appropriate and reasonable maximum prices for NDIS supports. Providers can use the schedule to inform their prices from 1 July 2026. Participants and providers may discuss the appropriate price, and existing prices cannot be changed without the participant’s agreement.

There is no single universal SLES price

The overall SLES price depends on:

• Individual or group support
• Session frequency
• Location
• Provider travel
• Non-face-to-face work
• Employer engagement
• Workplace visits
• Work-experience coaching
• Reporting
• Cancellation arrangements

Ask the provider for a projected budget.

A useful projection may show:

Activity	Frequency	Rate	Estimated total
Individual coaching	2 hours weekly	Agreed rate	Monthly estimate
Group workshop	2 hours fortnightly	Agreed rate	Monthly estimate
Employer engagement	As agreed	Agreed rate	Capped estimate
Workplace support	During placement	Agreed rate	Placement estimate
Progress reporting	Quarterly	Agreed rate	Annual estimate
Provider travel	Where applicable	Agreed amount	Monthly estimate

This helps identify whether the issue is:

• Too few hours scheduled
• A rate that uses funding faster than expected
• High travel or administration costs
• Funding being held for future workplace support
• An unrealistic service model

Calculate utilisation carefully

A simple utilisation estimate can be useful:

Total employment funding used ÷ number of plan months completed

Compare that figure with:

• Sessions delivered
• Skills developed
• Work experience
• Employer contacts
• Applications
• Interviews
• Employment outcomes
• Progress reports

The participant does not need to obtain a job immediately for the service to be valuable. However, there should be evidence that the support is creating movement towards employment.

Step 12: Request a Formal Service Review

Do not wait until the final month of the plan if concerns are already clear.

Request a service review when:

• Sessions are inconsistent
• Work experience is significantly delayed
• Employer engagement is unclear
• The participant’s goals have changed
• The budget is barely being used
• Funding is being used without visible outcomes
• The service agreement no longer reflects delivery
• The participant is dissatisfied
• Staffing problems continue
• No progress report has been provided

What to request before the meeting

Ask the provider to prepare:

• Current employment goal
• Original support plan
• Sessions delivered
• Sessions cancelled
• Funding used
• Estimated outstanding invoices
• Activities completed
• Skills developed
• Work-experience activity
• Employer contacts
• Barriers
• Proposed next steps
• Revised schedule
• Budget forecast

Current NDIS guidance says employment-provider reports for plan reassessment should include the participant’s work goal, supports delivered, progress to date, skills still to be built and the plan for reaching the goal. These same elements are useful for an internal service review.

Ask for measurable changes

Do not finish the meeting with only a promise to “increase engagement”.

Agree on specific actions, such as:

• Assign a consistent coach by a particular date
• Deliver weekly one-to-one sessions
• Complete an updated employment assessment
• Contact five suitable employers
• Arrange two workplace tours
• Confirm a work-experience placement
• Complete a resume
• Begin travel training
• Provide a written report
• Review progress again in four weeks

Record the agreed actions in writing.

Questions to Ask the Plan Manager

A plan manager can help clarify financial utilisation, but they do not direct the provider’s employment program.

Ask:

1. How much Finding and Keeping a Job funding was originally available?
2. How much is currently available?
3. Does the plan use funding periods?
4. When will the next employment funding become available?
5. Which providers have submitted invoices?
6. Which invoices have been paid?
7. Are any invoices pending?
8. Have any invoices been rejected?
9. Are there outstanding invoices we have not yet seen?
10. What support item numbers have been used?
11. What has been charged for provider travel?
12. What non-face-to-face services have been invoiced?
13. Are any cancellation fees recorded?
14. Does spending appear consistent with the service agreement?
15. Can you provide a monthly transaction report?
16. Can you estimate the true balance after pending invoices?
17. Is there enough funding for the proposed future schedule?

The plan manager may identify financial issues, but questions about the quality and effectiveness of the service should also be directed to the provider.

Questions to Ask the Support Coordinator

A support coordinator may help the participant understand the plan, communicate with providers and consider alternatives.

Ask:

1. Is the correct employment budget available?
2. Does the current service match the plan goals?
3. Is the utilisation rate unusually low?
4. Are the participant’s employment goals still current?
5. Can you help organise a provider review meeting?
6. What information should we request from the provider?
7. Are there gaps or overlaps with other services?
8. Could another service or provider be more suitable?
9. Can you help compare NDIS SLES providers?
10. What should we discuss with the my NDIS contact?
11. Is further evidence required because circumstances have changed?
12. How should we prepare for the next plan reassessment?
13. What reports should the employment provider supply?

Current NDIS guidance says my NDIS contacts and support coordinators can help participants connect with employment-support providers and can assist when concerns cannot be resolved directly with the current provider.

Questions to Ask the SLES Provider

Ask the provider:

About delivery

1. How many hours were agreed?
2. How many hours have been delivered?
3. Why have sessions been missed?
4. When will regular support resume?
5. Can replacement sessions be arranged?
6. Who is the participant’s primary coach?
7. How much support is one-to-one?
8. How much is group-based?

About progress

9. What skills has the participant developed?
10. How is progress measured?
11. When was the employment plan last reviewed?
12. What are the participant’s current goals?
13. Which barriers remain?
14. What will happen in the next 30 days?
15. When will we receive a progress report?

About work experience

16. Which workplaces have been considered?
17. Which employers have been contacted?
18. When will work experience begin?
19. What duties are being targeted?
20. What on-site support will be provided?
21. How will employer feedback be recorded?
22. How will the placement lead towards employment?

About funding

23. How much have you invoiced?
24. What remains unbilled?
25. What rates are being charged?
26. Is travel charged?
27. Is non-face-to-face work charged?
28. What is the projected cost for the remainder of the plan?
29. Have prices changed since 1 July 2026?
30. Did the participant agree to any change?

About capacity

31. Do you still have capacity to deliver the agreement?
32. Are staffing issues affecting support?
33. Can another coach be assigned?
34. Who manages employer relationships?
35. What happens if the current coach leaves?

A transparent provider should be able to answer these questions clearly or obtain the information promptly.

Warning Signs That Employment Funding Is Not Producing Value

Consider further action when:

• The provider cannot produce an employment plan
• Sessions are generic and repetitive
• There is no clear connection between activities and goals
• Individual coaching is much lower than expected
• Work experience is continually postponed
• Employer engagement cannot be demonstrated
• The participant has no idea what they are working towards
• The budget is reducing but progress is unclear
• The funding remains largely unused without a plan
• Staff change repeatedly
• Cancellations are frequent
• Reports are vague or missing
• The provider avoids budget questions
• Prices changed without clear agreement
• Family concerns are dismissed
• The participant no longer wants to attend
• The service agreement does not match delivery

One warning sign may be resolved through communication. A consistent pattern suggests that the service model may need to change.

When to Consider Another Provider

Changing providers is not the first or only response.

A service review may solve problems involving scheduling, staff matching or outdated goals.

However, consider comparing other SLES providers when:

• The current provider cannot offer consistent sessions
• There is no realistic work-experience pathway
• Employer engagement is minimal
• The participant needs more individual support
• The provider lacks connections in the preferred industry
• Trust has broken down
• The participant feels ignored or uncomfortable
• Agreed changes are not implemented
• Funding continues to go unused
• The service remains generic
• The provider no longer has capacity

Official NDIS guidance says participants may talk to their current provider and request changes. If they decide to leave, they should review the notice period in their agreement, clarify outstanding payments and ideally find a replacement provider before the current service ends to reduce gaps.

Searching for SLES providers near me

When searching SLES providers near me or finding and keeping a job providers, compare:

• Youth employment specialisation
• Individual coaching
• Employer relationships
• Work-experience capacity
• Local service area
• Staff consistency
• Participant involvement
• Reporting
• Pricing transparency
• Support after employment begins

The closest provider may not be the most suitable provider.

Ask prospective NDIS SLES providers to explain what they would do during the first 30, 60 and 90 days. Avoid choosing a provider solely because they promise rapid employment or use broad claims about having many employer connections.

Next Gen Youth Employment can review what the participant has already completed and help create a practical continuation plan rather than automatically returning them to the beginning of a standard program.

A 30-Day SLES Funding Utilisation Recovery Plan

The following process can help families turn concerns into action.

Week 1: Gather the information

Collect:

• Current NDIS plan
• Plan dates
• Funding-period details
• Portal balance
• Plan-manager report
• Service agreement
• Invoices
• Session calendar
• Progress reports
• Employment plan
• Work-experience records
• Employer feedback
• Family notes
• Participant feedback

Create a list of missing information.

Week 2: Reconcile the funding

Confirm:

• Original employment budget
• Funding currently available
• Funding used
• Pending invoices
• Unbilled services
• Future commitments
• Current rates
• Expected travel and reporting costs

Do not commit the apparent remaining balance until outstanding costs are understood.

Week 3: Hold a service review

Discuss:

• Missed sessions
• Participant satisfaction
• Current goals
• One-to-one support
• Work experience
• Employer engagement
• Staffing
• Progress reporting
• Revised delivery schedule

Agree on dated actions.

Week 4: Decide whether to continue

Continue with the provider where:

• The explanation is reasonable
• A practical recovery plan is in place
• The participant is comfortable
• Capacity has been confirmed
• Work-experience actions are specific
• Progress will be reviewed soon

Begin comparing new providers where:

• Problems remain unresolved
• The provider cannot commit to delivery
• The participant wants to leave
• Employment activity remains vague
• Trust has broken down
• The revised plan is not suitable

How Next Gen Youth Employment Can Help Activate Employment Funding

Next Gen Youth Employment specialises in supporting young people with disability as they move towards meaningful work.

We understand that employment funding only becomes valuable when it is translated into relevant, well-organised support.

Our approach can help participants:

• Clarify their employment direction
• Identify strengths and barriers
• Develop a personalised employment plan
• Build workplace communication
• Improve resumes and applications
• Prepare for interviews
• Learn travel and workplace routines
• Explore suitable industries
• Gain practical work experience
• Connect with employers
• Use workplace feedback constructively
• Move towards paid employment
• Receive ongoing support after securing a role

Our focus is not simply on filling a timetable.

We consider:

• What the young person wants
• What they have already achieved
• Which activities will create genuine progress
• What support needs to be individual
• Which workplaces may suit them
• How funding can be paced responsibly
• How progress will be measured
• What should happen next

Next Gen Youth Employment can also work with participants who are considering changing providers. Existing assessments, goals, resumes, work-experience information and support strategies can be reviewed so previous progress is not lost.

Frequently Asked Questions

Why does my plan show employment funding if no services have started?

Funding may be present, but the participant may not yet have connected with a provider or completed a service agreement. Current NDIS guidance says the next step after receiving employment-support funding is to connect with a suitable provider. A my NDIS contact or support coordinator can help with that process.

Does unused funding roll over?

Funding arrangements depend on the participant’s plan and any applicable funding periods. Current NDIS guidance says the portal, app and plan document can show how much funding is available, how much has been used and when the next amount becomes available. Families should confirm the position for the participant’s specific plan.

Why does the portal show more money than the plan manager says is available?

The portal balance may not yet include pending invoices or services that have been delivered but not invoiced. Ask the plan manager and provider for a reconciliation of paid, pending and unbilled services.

Can a provider claim for a session that did not happen?

Claims for employment supports must comply with NDIS requirements and can only be made after the relevant service has been delivered. Cancellation claims may apply only where the service agreement and current pricing conditions allow them. Request an itemised explanation if a charge is unclear.

How often should SLES sessions happen?

There is no single schedule suitable for every participant. Frequency should be based on the participant’s goals, support needs, budget and agreed service model.

The provider’s tailored support plan should explain what will be delivered, where, how often and when reviews will occur.

Should every SLES participant complete work experience?

Work experience is a recognised form of employment assistance, but its timing and design should reflect the participant’s goals and readiness. Where it has not occurred, the provider should explain why and provide a practical pathway towards real workplace exposure.

Can employment funding pay for group programs?

Group employment support may be appropriate where it addresses the participant’s goals and disability-related needs. Ask how group activities are personalised, what individual support is also provided and how progress is measured.

Can SLES funding be used for another capacity-building category?

Capacity-building support categories are generally stated, which limits movement of funding between separate categories. Check the participant’s plan and seek advice before using employment funding for another type of support.

Can the provider increase its price automatically?

Providers may use the pricing schedule effective from 1 July 2026 to inform prices, but proposed changes to existing service agreements must be discussed with participants, and participants must agree before changes are made.

What should an employment progress report contain?

NDIS guidance says the report should include the participant’s work goal, supports delivered, progress, skills still to be built and the future plan, including the likely timeframe.

What if the participant no longer wants the original career goal?

Ask the provider to review the employment plan. If the change affects the participant’s broader NDIS goals or support needs, speak with their my NDIS contact or support coordinator.

Can we change SLES providers during the plan?

Participants can generally change providers, subject to the notice and cancellation conditions in their service agreement. The NDIS recommends checking for outstanding payments and finding a replacement before leaving where possible to prevent a support gap.

Does changing providers affect SLES funding eligibility?

Changing providers does not ordinarily mean proving original SLES funding eligibility again. However, the family should confirm that employment funding remains available and account for pending invoices, notice-period costs and future commitments.

How can Next Gen Youth Employment help?

Next Gen Youth Employment can discuss the participant’s current employment goals, remaining plan period, previous activities and the barriers preventing progress.

We can explain our personalised service model, review useful transition information and discuss how coaching, work experience and employer engagement may be structured within the participant’s existing funding.

We cannot guarantee additional funding, a plan decision or a particular job outcome. We can provide practical assistance designed to move the participant’s employment journey forward.

Employment Funding Should Create Employment Momentum

Unused NDIS employment funding is not just a financial issue.

It can represent missed opportunities to:

• Build confidence
• Explore industries
• Learn workplace routines
• Develop communication
• Gain experience
• Meet employers
• Test support strategies
• Find suitable work
• Maintain a job

At the same time, families should not feel pressured to spend funding quickly merely because it is available.

The goal is purposeful utilisation.

Each funded activity should have a clear connection to:

• The participant’s employment goals
• Their disability-related needs
• A measurable skill
• A real workplace opportunity
• A practical next step

When funding remains unused, families should investigate the plan, funding periods, claims, service agreement, session schedule, provider capacity and employment activity.

When funding is being used without visible progress, they should ask for evidence, reporting and a revised plan.

Contact Next Gen Youth Employment

Do you have NDIS Finding and Keeping a Job funding in the participant’s plan but feel it is not producing enough employment progress?

Next Gen Youth Employment can help you explore a more organised and personalised pathway.

Contact our team to discuss:

• The participant’s current employment goals
• Remaining plan time and funding
• Previous SLES activities
• One-to-one coaching needs
• Work-experience opportunities
• Employer engagement
• Travel and workplace skills
• Progress reporting
• Changing providers
• Practical next steps

Your funding should support more than attendance. With clear goals, consistent coaching and genuine workplace engagement, it can help a young person build the skills, confidence and experience required to move towards meaningful work.