Navigating the costs and agreements for School Leaver Employment Supports (SLES) can be confusing. Many families ask: “What is SLES in the NDIS plan? How much will it cost, and what am I really paying for?” In this article we explain SLES funding, how the SLES price is set, and the key details to check in your service agreement. School Leaver Employment Supports (SLES) is an NDIS-funded program designed to help young people with disability transition from school to work. It falls under the NDIS Finding and Keeping a Job category and typically serves participants aged about 15–24 with clear employment goals.

At Next Gen Youth Employment, we help families understand exactly how SLES works and what they should look for. We’ll cover how NDIS SLES funding operates, what the official NDIS pricing arrangements say about employment supports, and the questions you should ask any SLES provider about cost and outcomes. We’ll use plain language and highlight the SLES price components – from hours of support to travel and reporting – so there are no surprises. If any part of this is unclear or you need personalised assistance, remember that Next Gen Youth Employment can help you interpret your NDIS plan and SLES agreement.

How SLES is Funded: Block Payments vs Hourly Rates

One of the most important things to know is that SLES funding is typically provided as an annual lump sum, not by the hour. The NDIS usually allocates about $22,000 per year for a SLES program, for up to two years (roughly $44,000 total if fully used). The specific NDIS line item for SLES is 10_021_0102_5_3 in the Capacity Building – Finding & Keeping a Job category. Because SLES is not a time-based support, there is no official hourly rate set by NDIS. Instead, the provider and participant agree on how that lump sum will be spent across the year.

The block-payment approach gives considerable flexibility. For example, some weeks the participant might have a multi-day work experience placement, while other weeks might involve a check-in session or a skills workshop. The exact mix is negotiated in the service agreement. Because SLES doesn’t have a price limit, providers don’t simply invoice an hourly rate. One way to think about it is to ask each provider: “How will you use the $22K in my plan?” If a provider says, for example, “We’ll deliver 120 hours of support annually,” then you can compare how they use that time versus another provider’s proposal. Ultimately, the value of the SLES package matters more than any single rate.

Starting from mid-2024, the NDIA tightened how providers claim SLES payments. Under the new rules, the full annual funding can only be claimed when agreed milestones are met. In practical terms, it’s worth asking any provider: “How do you manage the SLES block payment and report on spending?” A good provider will track progress and provide results so that the NDIA can release the funding.

Also note: SLES funding can be plan-managed or NDIA-managed. If your plan is NDIA-managed, the provider can claim directly from the NDIS. If it’s plan-managed (or self-managed), the plan manager or you claim the support. Next Gen Youth Employment is a registered NDIS provider, so we can invoice the NDIA directly if needed, making the process smoother for families.

For context, SLES funding comes from your plan’s Finding and Keeping a Job budget. The NDIS publishes an official Price Guide and Pricing Arrangements for employment supports. Under that Price Guide, you’ll see recommended maximum rates for related services (for example, hourly rates for interview coaching or travel assistance). While SLES itself isn’t billed hourly, you can use these rates as a reference. If a provider’s proposed package is very different, ask why. Ultimately, what matters is a clear agreement on what’s included for your SLES budget.

What Does the SLES Price Cover?

The SLES price – remember, usually the ~$22,000 block – covers the participant’s entire support program. This can include a mix of activities and services. For example:

• Skill-building and Coaching: One-on-one or small-group sessions to build workplace skills and confidence. This might include resume writing, interview practice, communication skills, understanding workplace rights, and confidence-building exercises.
• Work Experience Placements: Real-world work experiences in actual workplaces. The provider arranges structured visits, unpaid work trials or supported internships. Travel is typically covered, meaning the cost of getting to and from these placements is included. On-site support is usually provided during these placements to help the participant adapt to the work environment.
• Life and Work Readiness Skills: Training in practical everyday skills that help in a job – for example, using public transport independently, managing time and schedules, budgeting, or using computers for job applications.
• Career Exploration and Planning: Activities to identify interests and career paths (like vocational assessments, interest inventories or site tours). This helps set clear goals in the participant’s plan.
• Personal Development Support: Coaching for personal and social skills – for example, managing anxiety or sensory needs at work, developing problem-solving strategies, and self-advocacy (knowing how to ask for help).
• Equipment and Materials: If any special equipment or uniforms are needed for the activities (within NDIS rules), these can be funded from SLES.
• Progress Monitoring and Reporting: Administrative support for reviewing progress, writing reports and holding review meetings. A quality service will include regular check-ins (for example, quarterly progress reports or meetings with family) within the SLES price.

In short, the SLES price is paying for a program of supports – it’s not just the raw hourly rate. For instance, a provider might propose: “We’ll use your $22,000 for 150 hours of coaching and 20 days of workplace visits, including all travel costs.” The NDIS still just disburses the lump sum, but it’s used to cover all those listed items. Make sure your service agreement spells out exactly what the SLES funding will pay for so you know the price includes all agreed supports.

How to Compare SLES Providers: Looking Beyond the Price Tag

When families first begin researching SLES providers or searching online for SLES providers near me, one of the first questions they ask is, “How much does SLES cost?” While understanding the SLES price is important, it should never be the only factor when choosing a provider. Unlike purchasing a product with a fixed price, NDIS SLES is an investment in a young person’s future employment, confidence and independence. The quality of support, the provider’s experience and the employment outcomes they achieve are often far more valuable than simply comparing numbers on a quote.

Because SLES funding is generally allocated as a block amount within the Finding and Keeping a Job NDIS support category, different providers may structure their programs in different ways. One provider may include more individual coaching sessions, while another may focus heavily on group workshops or work experience placements. Both may utilise similar levels of NDIS SLES funding, but the overall experience and outcomes for participants can be very different.

This is why families should take the time to understand exactly how each provider intends to use the participant’s funding. Rather than asking only, “What’s your hourly rate?” a much better question is, “How will this program help me become employment ready?”

At Next Gen Youth Employment, we believe every participant deserves a personalised pathway towards meaningful employment. Every young person has different strengths, interests, support needs and career aspirations, so their SLES support should reflect those individual goals rather than following a generic program.

Ask What Outcomes the Program Delivers

A quality SLES program should clearly explain what participants can realistically expect to achieve throughout their journey.

For example, families should ask whether the program includes:

• Individual employment planning
• Career exploration activities
• Workplace communication training
• Interview preparation
• Resume development
• Travel training
• Work experience opportunities
• Employer engagement
• Ongoing mentoring
• Progress reporting
• Transition planning after SLES finishes

These are the types of practical supports that help young people move towards open employment rather than simply attending weekly sessions.

Understanding what is SLES NDIS also means recognising that employment success looks different for every participant. For one young person, success might be confidently travelling independently to work. For another, it may be completing their first work placement or securing casual employment. A provider should focus on measurable progress that aligns with the participant’s NDIS goals.

Experience Matters

Not every organisation offering employment supports specialises in School Leaver Employment Supports.

When comparing NDIS SLES providers, ask how much experience they have specifically delivering SLES rather than general disability services.

Experienced providers understand the challenges school leavers face when transitioning into adulthood. They know how to build confidence gradually, develop workplace readiness and establish relationships with employers willing to provide genuine work experience.

At Next Gen Youth Employment, our entire focus is helping young people prepare for employment after school. Rather than offering a one-size-fits-all approach, we tailor every participant’s program around their interests, abilities and long-term employment goals.

Personalised Support Makes a Difference

One of the biggest differences between providers is the level of individual attention participants receive.

Some providers deliver large classroom-style sessions where everyone completes identical activities.

Others focus on personalised coaching that adapts as participants gain confidence.

Families should ask:

• How often will support be delivered?
• Will sessions be one-on-one or in groups?
• How are employment goals reviewed?
• How flexible is the program if goals change?
• Who will provide ongoing support?

Personalised coaching often produces better long-term employment outcomes because participants develop practical skills in real-world environments rather than simply completing classroom activities.

Employer Connections Are Essential

Perhaps the biggest difference between providers is their relationship with employers.

A provider may deliver excellent classroom training, but if they cannot connect participants with meaningful workplace opportunities, employment outcomes may be limited.

Ask potential providers:

• Do you already work with local employers?
• How often do participants complete work experience?
• What industries do you have connections with?
• How many participants move into paid employment?
• Do employers continue hiring participants after placements?

Strong employer relationships are one of the most valuable aspects of any SLES program NDIS because they create opportunities that participants may struggle to access independently.

Transparency Around Funding

Good providers are always transparent about how they use your SLES funding.

Families should receive clear explanations about:

• how the allocated funding will be used
• what supports are included
• whether travel is covered
• how progress will be measured
• how reports are completed
• how often goals are reviewed
• whether additional costs could arise.

The SLES guidelines encourage providers to deliver supports that are reasonable, necessary and directly linked to employment outcomes. A provider should never leave participants guessing about how their funding is being spent.

This is particularly important because SLES funding eligibility gives participants access to valuable employment preparation funding that should be used effectively throughout the program.

Don’t Focus Only on Price

Searching for the lowest SLES price can sometimes lead families to overlook the overall value being delivered.

A provider offering fewer hours, limited employer engagement or minimal individual coaching may appear cheaper, but the participant may receive significantly less support.

Instead, compare providers based on questions such as:

• How personalised is the program?
• How much practical work experience is included?
• How experienced are the employment coaches?
• How frequently is progress reviewed?
• What employment outcomes have previous participants achieved?
• How well does the program align with the participant’s NDIS goals?

Remember that finding and keeping a job funding NDIS exists to build long-term employment capacity—not simply to purchase hours of support.

Why Families Choose Next Gen Youth Employment

At Next Gen Youth Employment, we believe the true value of NDIS SLES funding isn’t measured by how many hours are delivered, but by the confidence, independence and employment opportunities participants gain throughout their journey.

Our personalised approach means every participant receives support tailored to their goals, learning style and career aspirations. We work closely with families, support coordinators and employers to ensure each participant develops practical workplace skills while building confidence in real employment settings.

Whether you’re just beginning to explore SLES meaning, comparing finding and keeping a job providers, or searching for experienced NDIS SLES providers, our team is here to guide you through every step of the process. We take the time to explain funding, answer questions about service agreements, and ensure your SLES support delivers genuine outcomes that prepare young people for sustainable employment after school.

Ultimately, choosing the right provider isn’t about finding the cheapest program—it’s about finding a team that genuinely invests in a young person’s future. With the right guidance, personalised coaching and real employment opportunities, SLES NDIS funding can become the foundation for long-term independence and meaningful work.

Key Elements of a SLES Service Agreement

Because SLES is a negotiated package, having a clear service agreement is crucial. This is a written contract between you and the provider that details exactly what support will be provided and at what cost. A good SLES service agreement should include:

• Services and Schedule: Clearly list what supports will be provided (e.g. “Up to 120 hours of individual coaching, 10 workplace visits and 5 group workshops”) and when/where they happen.
• Total Cost and Funding: State the SLES budget (e.g. “Total SLES funding: $22,000/year”) and how it will be claimed. Include any extra costs like travel, materials or GST, and say how payment is made (via NDIA claim or plan manager).
• Cancellation Policy: What notice is required if a session is missed, and if any fees apply for late cancellations.
• Responsibilities: Outline what the provider must do (e.g. use qualified staff, follow NDIS practice standards) and what the participant/family must do (e.g. attend sessions, communicate changes in needs).
• Progress Reviews: Specify how and when progress will be reviewed. A good agreement might say the provider will give written progress reports every three months or meet with the family quarterly to discuss outcomes.
• Changing or Ending the Agreement: Explain how changes are made (for example, if goals change or additional supports are needed) and how the agreement ends. With SLES, the agreement usually covers a set period (up to two years).
• Complaint Process: Who to contact if you have concerns. (For example, the agreement may note you can approach the NDIS Quality and Safeguards Commission if needed.)

Next Gen Youth Employment recommends getting a detailed written agreement even though it’s not legally required for SLES. This protects everyone’s understanding. For example, it prevents surprises like “Travel wasn’t included” or “Extra fees apply.” When reviewing your SLES price quote, make sure the service agreement matches it exactly.

Questions Families Should Ask SLES Providers

When you speak with potential SLES providers, here are some key cost-related questions to ask:

• “How do you allocate the $22,000 annual block payment?” – Ask for a breakdown of time and activities. This helps you compare between providers.
• “What is included in this price?” – Confirm that travel, materials, and any extras are covered.
• “How many hours or days of support per week does this include?” – Since SLES is flexible, clarify the expected schedule.
• “What happens if we need to change the plan mid-way?” – Find out how easy it is to adjust activities or swap goals if needed.
• “How do you report progress to the family and NDIA?” – It’s important that they provide regular updates or reports.
• “How do you ensure you can claim the full funding?” – You could say, “We understand the NDIA changed claiming rules. How will you make sure the agreed activities are completed?”
• “What happens when the SLES funding period ends?” – Good providers should discuss next steps (like moving to DES or open employment).
• “Is your organisation registered with NDIS?” – This affects payment processing. (Next Gen Youth Employment is registered.)

These questions help ensure transparency. Remember, the “finding and keeping a job price guide” (NDIS pricing schedule) can be a reference point: if a provider’s proposal is very different from the typical costs in the Price Guide, ask for clarification. Ultimately you want a balance between cost and quality – the cheaper program might have fewer services, so consider outcomes too.

Aligning SLES with the Finding and Keeping a Job Category

It helps to see SLES in the context of the broader “Finding and Keeping a Job” category. In your NDIS plan, any job-related supports are budgeted under Capacity Building – Finding and Keeping a Job. SLES is just one line item in this category. Other supports (for example, vocational training, internships or, later on, on-the-job support) also come from the same budget.

If you already have funding for Finding and keeping a job in your plan, make sure part of it is allocated to SLES. If SLES isn’t written in, speak up at your plan meeting or review. Having clear employment goals in the plan (like “gain workplace skills” or “complete work experience”) is key to getting SLES funding included.

After the SLES period (typically up to two years), participants often move on to Disability Employment Services (DES) or open employment. Next Gen Youth Employment works with you and other service providers to ensure a smooth handover and continued support, using whatever finding and keeping a job funding remains.

Finding a Quality SLES Provider

Many families search online for “SLES providers near me” or “NDIS SLES providers” when they’re ready to start. Location matters, but also look for providers who:

• Specialise in SLES: Choose providers experienced with school leaver programs. They’ll understand the goals and process. Next Gen Youth Employment specialises in exactly this service.
• Offer Transparent Pricing: They should be willing to explain how they use the SLES block payment. If they avoid specifics, that’s a red flag.
• Are Registered NDIS Providers: Only registered providers can charge the NDIA directly. Next Gen Youth Employment is a registered NDIS SLES provider, meaning we meet NDIS quality and pricing rules.
• Have Strong Employer Links: Good SLES providers have existing relationships with local businesses for placements. Ask for examples.
• Have a Good Fit: Ensure the provider’s culture and staff match the participant’s needs. Experience with the participant’s interests or disability type is a plus.

You can also ask support coordinators or other families for recommendations. Check reviews or testimonials. When comparing finding and keeping a job providers, remember the cheapest option isn’t always the best outcome.

SLES Funding Eligibility and Planning Tips

To get SLES funding in your plan, you have to ask for it during your planning or review meeting. Provide evidence (like a transition plan or therapist report) to show the need for work-focused support. The earlier SLES is requested (for example, in Year 11 or 12), the sooner it can start when school ends.

Eligibility usually covers those who have left school or are about to finish and need help to start working. A clear employment goal in the plan (for example “undertake work experience” or “build job skills”) strongly supports getting the funding. If a young person left school before Year 12, they can still be eligible; the focus is on needing support to enter the workforce.

Why Next Gen Youth Employment Can Help

At Next Gen Youth Employment we specialise in helping young people with disability find and keep jobs after school. We understand the complexities of NDIS SLES funding and pricing. When you work with us:

• We’ll clearly explain the SLES price so you know exactly what your funding covers.
• We write a detailed service agreement together, covering all the points above (supports, costs, schedules, reviews).
• We coordinate with your plan manager or the NDIA, so the funding claims go smoothly.
• We provide regular progress updates and involve you in goal-setting.
• We plan for the future – whether that’s transitioning to DES or continuing in supported roles, we’ll guide the next steps.

Our aim is to use the SLES funding effectively to achieve real outcomes. We see it as our responsibility to answer all your questions about costs and supports.

If you have more questions or need personalised assistance, contact Next Gen Youth Employment. We can review your plan, clarify the funding and price elements, and help you draft a strong service agreement. We’re here to make the SLES experience as clear and beneficial as possible – because when young people achieve employment outcomes, everyone wins.