Every young worker in Australia has the right to a fair, safe and supportive workplace. As the Australian Office for Youth reminds us, “Everyone has the right to fair pay and benefits for their work. You must feel safe, respected and supported at work!”. This includes young people with disability. Whether you’re just finishing school or starting your first job, it’s important to know that you’re entitled to certain workplace adjustments and protections. Understanding these rights can help you feel confident to ask for the support you need, rather than worrying about “causing trouble.”

What Are Workplace Rights for Young People with Disability?

Australian law protects the rights of all employees. The Fair Work Ombudsman plainly states that “all employees in Australia have workplace rights” – and that includes people with disability. This means you have the same general entitlements as anyone else (correct pay, breaks, leave, a safe work environment, etc.) plus some extra protections. For example, you cannot be unfairly fired or overlooked simply because you have a disability. The Fair Work laws say employees are protected from being treated differently “because of physical or mental disability”. In other words, if an employer refuses to hire you, changes your duties, gives you worse conditions, or fires you because of your disability, that is illegal “adverse action”.

These protections mean you have the right to equal opportunities if you can do the essential tasks (inherent requirements) of a job. Under the federal Disability Discrimination Act, “if a person with a disability can do the main activities or ‘inherent requirements’ of a job, then they should have an equal opportunity to do that job”. If doing the job requires some changes, the law expects the employer to accommodate you. For example, an employer may “need to make some workplace changes” to help you do your job – things like providing an enlarged computer screen or installing ramps. The only exception is if a change would cause “unjustifiable hardship” for the employer (meaning it’s so difficult or expensive that no reasonable employer could be expected to do it). But most reasonable adjustments cost little and greatly help you work comfortably.

What Are Reasonable Adjustments?

“Reasonable adjustments” (also called workplace or job adjustments) are simply changes that help employees with disability do their jobs effectively and safely. They can be small or large, but the goal is always to give you equal access to your work. The term is defined as administrative, environmental or procedural changes that enable people with disability to have equitable employment opportunities. In plain language: if something about your work setup makes it hard for you to do your job, an adjustment is a change that fixes or reduces that barrier.

Importantly, once your employer knows you have a disability, they’re legally required to consider and provide reasonable adjustments. As the JobAccess guide for employers explains, “If an employer is aware of an employee’s disability, they must legally provide what is regarded as a workplace adjustment, to support them at work”. In practice, that means your employer must think about ways to change the work environment or tasks unless it truly imposes undue hardship on them. Many adjustments involve little cost or can be funded through government support, so it’s rare that an employer can simply say “no, too expensive” without evidence.

Examples of Reasonable Adjustments

Reasonable adjustments can take many forms. Here are some common examples that might be relevant to you:

• Flexible hours or roster changes: You might arrive later, leave earlier, take extra breaks, or swap shifts if that helps manage fatigue or medical needs. For instance, if early mornings are hard due to medication, you could request starting work 30 minutes later.
• Modified duties or tasks: You and your employer can swap certain tasks. For example, if you have a back injury, you might exchange heavy lifting tasks for more desk-based work.
• Assistive technology and equipment: Your workplace might provide tools like screen-reading software, speech-to-text apps, ergonomic chairs or desks, hearing aids, or other specialised equipment that helps you do your job.
• Physical changes to the workplace: This could include installing ramps, lifting equipment, accessible bathroom facilities, adjustable desks or chairs, parking near the entrance, or reducing noise and glare. A quiet, low-stimulus break area (sometimes called a “sensory room”) is an example – employees can retreat there when they feel overloaded.
• Changes to how you work: Simple changes like providing written instructions, visual schedules, or using a checklist can help if you have memory or organisation challenges. You might also phone or email your supervisor instead of speaking in a large meeting if that reduces stress.
• Support personnel: Your employer could allow a support person or job coach to assist you at work. They might also arrange for Auslan interpreters or communication assistants if you have a hearing or speech disability.
• Flexible work location: Working from home (even part-time) or job-sharing might be an option if commuting or a full-time schedule is difficult.
• Training for co-workers: Sometimes an adjustment is extra awareness or training for colleagues so they understand how to work with you.

This is not an exhaustive list. The key is that adjustments are meant to meet your individual needs. Even small changes can make a big difference to how comfortable and productive you feel on the job. Think about what specifically makes work harder for you, and how it could be changed.

Example: One young worker taking medication for anxiety felt dizzy by mid-morning. She spoke to her boss and said, “Sometimes I feel dizzy around 9am because of my medication. Could I start work a bit later so I feel better for the rest of the day?” This was a simple adjustment of a flexible start time – allowed by law – that made her much more confident at work. She didn’t need to go into detail about her condition, just focused on the practical change.

Employers are required to seriously consider reasonable adjustments. In fact, the Australian Human Rights Commission explains that if you can do the essential parts of the job, you should have a fair shot – and the employer must consider how you could be helped to do it. Remember: things like an enlarged computer screen or a minor renovation usually cost little but can remove a big barrier. Only if changes would cause “major difficulties or unreasonable costs” (unjustifiable hardship) can an employer refuse. In practice, most adjustments are quite doable.

How to Ask for Reasonable Adjustments

Talking to your boss or supervisor about adjustments can feel awkward, but it’s an important step. You don’t need to be confrontational – most employers want you to succeed and won’t mind making reasonable tweaks. Here are some tips:

• Prepare what you need: Before the meeting, make a list of what tasks or situations are hard for you and what specific changes could help. For example, instead of saying “I’m not coping,” you might say “I find bright overhead lights give me headaches. Could we use a desk lamp or get some screen filters?”.
• Choose a time to chat: Ask to speak in private for a few minutes. You might say, “I have something important to discuss about my work, do you have time later today or tomorrow?”.
• Keep it solution-focused: Explain what is difficult and how a change would help you do your job. You don’t need to overshare personal details or medical history – focus on the work issue. For example, you could say, “I’m having some trouble with [task/condition] that’s making work harder. I think a change like [adjustment] could really help me do my job well.” If you’re not comfortable talking alone, you can have a support person (friend, family, advocate or Next Gen coach) join the conversation.
• Use clear examples: Give concrete examples or even ask how similar situations have been handled. You might say, “For example, I know some workplaces have quiet spaces for breaks – that kind of thing helps me manage my sensory needs.”
• Be open to discussion: After you request something, listen to your employer’s response and be ready to brainstorm. They might suggest alternatives or ask for more information. Keep an open attitude – the goal is to figure out a solution together. As one disability champion advises employers, “Don’t set yourself up for ‘we will have this conversation and everything will be fine’… Keep having the conversation, keep connecting, and you will figure it out”.
• Get agreement in writing: If possible, follow up the conversation with an email summarising what you agreed, or ask HR to document it. This makes sure there’s no confusion later.
• What to say if you’re nervous: It can help to rehearse a simple script. For example: “Hi [Name], I’m really enjoying the work so far. I wanted to talk about something that could help me do my job even better. I’ve noticed [specific issue], and I think [specific adjustment] would make that easier for me. Would it be possible to try that?” This approach is respectful and shows you’re proactive. In many cases, employers appreciate that you brought it up – they often prefer to make small changes early than to have bigger problems later.

Checklist: How to Prepare

• Think about exactly what you need and how it helps.
• Practice what you’ll say: be polite, positive and focused on solutions.
• Pick a good time and quiet place to talk.
• Bring any notes or a doctor’s note if you have one (not required, but can help explain).
• Consider having a support person present.
• Remember: knowing and asking for your rights is a strength.

As the JobAccess Making Changes in Your Workplace guide notes, you don’t have to share every detail of your disability to get support – just explain the work impact and solution. For example, “I feel dizzy when I commute early, so I’d like to shift my hours slightly” is enough. The focus is on the reasonable adjustment, not your diagnosis.

What If They Say No? (Know Your Rights)

It’s normal to worry, “What if my employer says no?” Legally, employers cannot simply refuse reasonable adjustments without good reason. If your request is dismissed without discussion, you have options:

• Clarify the refusal: Ask why the adjustment isn’t possible. It may be that they just didn’t know about available supports. They should explain if it’s due to “unjustifiable hardship” (for example, truly unaffordable costs). Often, misunderstandings or lack of awareness cause refusals. Gently remind them of your rights and that many adjustments cost little.
• Ask for trial: Suggest a short trial of the adjustment. For instance, “Could we try this for a week and see how it goes? We can always review it later.” This shows you’re flexible and solution-oriented.
• Know your legal protection: Remember that it’s against the law to discriminate or take adverse action against you for requesting adjustments. If you can do the main tasks of the job, an employer should not penalize you for asking for support. If you later face unfair treatment (like demotion, dismissal, or harassment) after requesting adjustments, it could be illegal discrimination.
• Document everything: Keep records of your requests and any responses. Emails summarising meetings or agreed changes can help if there’s disagreement later.
• Seek advice promptly: If your employer still refuses and you feel things aren’t right, talk to someone ASAP (see next section).

Above all, remember that asking for your rights is not trouble-making. It’s perfectly normal and legal. By law, your employer must consider adjustments once they know about your disability. And the Disability Discrimination Act makes it illegal for employers to refuse adjustments just because you have a disability. As one youth-focused guide explains, you are protected by the DDA, and it’s unlawful for an employer to “refuse to make reasonable adjustments in your workplace”.

If discussions stall, you can involve your support network: talk to your SLES coach or counsellor, your parents or guardians, or even a union rep. Often a friendly phone call from someone like a Disability Employment Service (DES) provider can help an employer understand the process.

Support and Resources: You’re Not Alone

If at any point you feel stuck, remember there are organisations ready to help:

Next Gen Youth Employment (NextGenYE): We specialise in guiding young people with disability into work. Our SLES program offers personalised coaching – we help you prepare for job interviews, build skills, and navigate challenges (including workplace adjustments). Our Youth Coaches can even talk with your employer alongside you, or advise on how to bring up your needs. Feel free to contact us anytime for guidance. We walk beside you every step of the way.

JobAccess: A government service for employees with disability. They offer information on adjustments and can connect you with financial help. If an employer is worried about costs, JobAccess’s Employment Assistance Fund (EAF) can pay for modifications or equipment. You can also apply for a free workplace assessment through JobAccess to find out exactly what adjustments you need. 

Fair Work Ombudsman: Provides clear info on your rights (national workplace laws) including protections against discrimination or bullying. Their “Employees with Disability” page explains that you are entitled to flexible arrangements and adjustments to reduce barriers. They can help mediate if things go wrong. 

Australian Human Rights Commission (AHRC): Handles discrimination complaints under the Disability Discrimination Act. They won’t negotiate your workplace situation directly, but if you have been unfairly treated, you can contact them for advice on lodging a complaint. Their IncludeAbility program also has resources on talking to employers and understanding your rights.

Inclusive Employment Australia (IEA): If you’re with a National Disability Employment Service provider or SLES provider (such as NextGenYE), they act as an IEA provider and can help negotiate adjustments. In fact, the JobAccess guide notes: “If you have an Inclusive Employment Australia provider, they can also help you and your employer to support you in the workplace.”. We can liaise directly with your employer on your behalf, explain the benefits of adjustments, and even arrange training (for you or them) if needed.

Local disability advocacy and legal services: Community organisations (like disability advocacy centres, siblings clubs, or youth disability networks) can provide free advice. For example, Young People in Nursing Homes National Alliance or YACVic have resources for young workers with disability. If you need it, they may accompany you to meetings or assist with formal complaints.

You can also ask your doctor, occupational therapist or psychologist if there are any work-related assessments or recommendations they can write for your workplace. Sometimes a supporting letter can clarify what adjustments would help you safely do your job.

Reasonable Adjustments and SLES Participants

If you are an NDIS participant with School Leaver Employment Supports (SLES) in your plan, you have additional tailored help. SLES funding is specifically for young people in Year 12 or recent school leavers transitioning to work. It can cover things like on-the-job training, travel training, and work experience placements – all designed to build your confidence and skills for employment.

Importantly, the NDIS and related services are aligned with employer obligations. NDIS guidance notes that employment programs will “encourage and assist” employers to hire people with disability, including offering funding to help “make reasonable adjustments”. This means there are financial incentives and support tools (like wage subsidies or the Employment Assistance Fund) to get an employer on board with adjustments. If your SLES or other NDIS plan includes employment goals, your plan manager or Support Coordinator can help arrange assessments or equipment as needed for work.

Why Knowing Your Rights Helps

Understanding your workplace rights and adjustment options isn’t about being difficult – it’s about giving yourself the best chance to succeed. You’re entitled to these supports, and knowing this actually makes you a more confident and informed worker. Being open (to the extent you’re comfortable) and proactive about your needs builds trust and communication with your employer. Most workplaces want to be inclusive and will respond positively once they know what you need.

And remember: knowing your rights is a strength, not a barrier. It means you can work without unnecessary stress or health issues. Every adjustment you request – whether it’s a headset to cut background noise, an extra break, or a re-arranged workspace – is simply about doing your job in the best way for you. By speaking up (or getting help to do so), you help yourself and also pave the way for others.

How Next Gen Youth Employment Can Help

At Next Gen Youth Employment, we specialise in this very conversation and process. Our personalised School Leaver Employment Supports (SLES) program is all about helping young Australians with disability step into work with confidence. We understand the challenges you might face, including knowing when and how to ask for adjustments. Our Youth Coaches can help you prepare to talk to employers, or even attend meetings with you. We liaise with employers regularly, so we know the questions they might have and how to answer them (for example, about funding support or workplace policies).

Next Gen also works closely with local employers and training organisations. This means we can sometimes arrange trials or internships where you can ease into a role. During a work trial or your first weeks on the job, we keep in touch to make sure everything is going smoothly. If any adjustments are needed, we step in to advocate for you.

You can reach out to Next Gen at any time: whether you’re just thinking about work, have an interview coming up, or have already started a job and need advice. We also involve families and carers if that helps you feel supported. We’re based in Melbourne but work across Victoria (check our website or give us a call for more details).

Finally, Next Gen Youth Employment is connected with other services (NDIS, local advocacy, etc.), so if your situation needs more specialised help, we can point you to the right place – or help you get there.

Remember: You’re not alone in this. You have rights, and you have support. Asking for adjustments is not complaining – it’s a positive step to staying safe, supported and confident at work.

If you’re ready to get started or if you have more questions, contact Next Gen Youth Employment. Our friendly team can explain your rights in simple terms, help you plan how to talk to your boss, and connect you with any resources or funding you need. You can email us at info@nextgenye.com.au or call. We’re here to help you succeed!