What Happens After SLES? Moving From School Leaver Employment Supports Into Paid Work

Once a young NDIS participant completes School Leaver Employment Supports (SLES), their journey to employment continues – it doesn’t stop at leaving school. SLES (School Leaver Employment Supports) is an NDIS-funded capacity-building program designed for final-year school students and recent school leavers (usually up to age 22) with disability. It provides tailored skill-building and work experience to prepare them for employment. NextGen Youth Employment specialises in guiding participants through each step of this journey – from accessing SLES to finding and keeping a job. In this article, we’ll explain what happens after SLES ends, how the NDIS can continue to fund employment goals, and what parents and carers should consider.

A young adult sits at a table with a support worker pointing at a form.

Understanding SLES and Who It’s For

Before looking ahead, let’s recap what SLES means under the NDIS. SLES stands for School Leaver Employment Supports. It is a time-limited program (typically up to two years) for NDIS participants in their last year of secondary school or just after leaving school. The aim is to bridge the gap between school and work: to help young people “explore and understand their work potential” and build the practical skills, confidence and independence needed for employment.

Under NDIS guidelines, SLES must be individualised and person-centred – not a one-size-fits-all program. This means each participant’s SLES plan is tailored to their interests and goals. Supports may include travel training, communication coaching, job interview practice, and short work trials or placements, all intended to build readiness for open employment.

To be eligible, participants generally need to have an approved NDIS plan and clear employment-related goals in that plan. Evidence such as school reports, career transition plans or therapist assessments can help secure SLES funding during the planning meeting. In practice, SLES funding is typically a block allocation (around $22,000 per year under the NDIS) for up to two years. This flexible funding lets participants work with SLES providers of their choice (even more than one) to best meet their needs.

Planning Your Next Steps: Funding and Evidence

Timing is key. NDIS planning conversations about employment should start while the participant is still in school. This helps ensure Finding and Keeping a Job supports (the NDIS category for employment) are included in the final-year plan. At the planning meeting, clearly express the goal of moving into employment and provide evidence of readiness. Useful documents include the “Let’s Talk About Work” planning booklet, recent school or TAFE reports, vocational assessments or career plans, and any references from work experience or volunteering. These show the NDIA planner why continued supports are needed.

According to NDIA guidance, funding decisions are based on participants’ employment goals and individual circumstances. For example, a participant aiming to work after school should have that aim documented in their plan. The planner will consider all relevant reports to decide what supports are reasonable and necessary for that goal. NextGen Youth Employment can help families prepare for this meeting – for instance, by advising what evidence (reports, certificates, statements) to bring so the plan includes the right funding beyond SLES.

In summary:

  • Discuss employment goals early and often with your Local Area Coordinator (LAC) or NDIA planner.
  • Gather evidence: school/career reports, assessments, work experience logs, etc. NDIA explicitly recommends things like school reports, transition plans and vocational profiles to back up requests.
  • Ensure the plan has employment supports: this usually means a budget under Finding and Keeping a Job (Capacity Building) and/or Supports in Employment (Core).

The NDIS “Finding and Keeping a Job” Category

Once SLES ends, the NDIS doesn’t just stop supporting employment; it shifts to a different category of funding often called “Finding and Keeping a Job”. This capacity-building category covers the next steps toward work. For example, ongoing skills training, job search assistance, and workplace mentoring can all be funded here.

Scope Australia explains that after SLES finishes, continued employment support is provided through the Finding and Keeping a Job category: “support doesn’t stop”. This can include continued job coaching, help with resumes and interviews, and any adaptive supports needed on the job. In other words, participants remain on a path toward open employment, but now under the broader employment supports budget.

NDIS publications also emphasize that “Finding and Keeping a Job” is not just about finding a position – it’s about developing long-term skills and independence. GoodCompany notes that this category is intended to build a person’s career development process rather than simply referring them to a recruiter. In practice, the supports can include things like mentoring, workplace social skills training, and assistive technology training – basically any disability-related assistance that helps someone get or keep a job.

Examples of Post-SLES Supports

What does this look like on the ground? Here are some typical supports the NDIS can fund after SLES, under Finding and Keeping a Job or Core:

  • On-the-job coaching and mentoring. A support worker can help a new employee learn tasks, communicate with colleagues, or solve workplace problems. The NDIS can pay for a job coach to attend shifts and train with the participant.
  • Resume writing and interview practice. Providers may offer help building a resume, applying for jobs, and rehearsing interviews so the participant can confidently present their skills.
  • Work trials and internships. Even after formal SLES ends, short unpaid placements or volunteer roles can help the participant confirm their interests and skills. These trials give real experience to include on resumes.
  • Travel training. Learning to use public transport safely and independently is often funded so the young person can commute to work with confidence.
  • Assistive technology or equipment. If needed, the NDIS can fund communication devices, adapted tools or software that help the participant perform work tasks.
  • Training or courses. If the participant needs additional certificates (e.g. First Aid, RSA, barista skills), the NDIS can cover extra support services during training (not the course fees themselves, but supports to attend).
  • Ongoing support at work. After hiring, NDIA funding can continue to cover disability-related supports on the job. For example, it might pay for personal care at work (such as assistance with meals or medications) or for conflict resolution training if workplace issues arise.
  • Supports for further study/training. If the participant transitions to further study (e.g. TAFE or an apprenticeship), NDIS can fund extra study assistance or counselling to ensure the learning leads to a job.

These examples align with NDIS guidance and real-world practice. Importantly, NDIS support is meant to be supplementary to what mainstream services (like schools, TAFE or JobActive) provide. If a participant also uses Disability Employment Services (DES) for job matching, the NDIS funding will focus on the extra supports needed to succeed.

Finding the Right Providers

When moving from SLES into these new supports, you may be wondering “What about SLES providers near me? How do I find employment support providers?” The NDIS encourages participants to shop around and compare. The NDIS Provider Finder (on the NDIS website) is a key tool – you can search for NDIS SLES providers or Finding and keeping a job providers in your area. It’s wise to meet or call several providers, ask about their experience with school-leavers, their approach, and whether they offer on-site work placements.

For example, you might ask a provider: “Do you organise real workplace visits or job trials? How do you measure progress?” The SLES Provider Handbook advises participants to choose providers carefully, asking about the types of support offered and past outcomes. Importantly, NDIA notes that participants can use multiple providers if needed. If NextGen Youth Employment’s specialised team is not the best fit for a particular interest, families can combine our services with another provider’s expertise (e.g. in hospitality or IT).

Remember that the participant has choice and control: they decide which providers to use and how supports are delivered. NextGen Youth Employment can help families compare options. We tailor plans to each individual, but we’re also ready to work with other specialists if that gives you the best pathway. A Support Coordinator (if you have one) or Local Area Coordinator can also assist by recommending local SLES or employment providers.

Open Employment vs Supported Employment

A key goal of SLES and post-SLES supports is to move participants into open employment – jobs in mainstream workplaces. The NDIS does not fund ordinary wages, but it does fund support services that help someone thrive in a regular job. For example, NDIA can pay for a job coach even when the person is employed by a café, shop, or office.

A young person hands a printed resume to a smiling employer across a desk.

Some participants may initially enter supported employment (such as an Australian Disability Enterprise or sheltered workshop) if that suits them better. In these cases, the NDIS can still contribute to certain supports (for instance, travel training or communication aids) even though wages are funded outside the NDIS. Ultimately, if the participant later moves into open employment, the NDIS supports can transition with them.

Statistics show that SLES can improve employment outcomes: one analysis found higher rates of paid employment for SLES participants than for peers without SLES. For those in supported settings, SLES providers often help make connections to mainstream jobs over time.

At NextGen Youth Employment we emphasise open employment. We have strong employer networks and focus on real work placements (in retail, hospitality, trades, etc.). But we respect each person’s pathway; if open employment isn’t immediately achievable, we still build skills and confidence through work trials and supported placements until they are ready.

Ongoing Work Support and Workplace Adjustments

Once a participant lands a job (paid work), the NDIS can continue to help keep that job. In NDIS terms, once someone is employed, funding can flow under Core – Supports in Employment. This means on-shift assistance: a support worker can come to the workplace to assist with job tasks, help the person communicate with colleagues, or ensure personal needs are met (for example, reminders about breaks or health routines).

NDIS guidelines explicitly mention supports at work such as: providing help for your employer to best support you, one-on-one support during your tasks, personal care assistance (meals, medications) while on the job, and ongoing job coaching or mentoring. These can be crucial for long-term success. For example, if a new employee is struggling with time management, a support worker might work with them for a few hours each week until they develop routines.

It’s also worth noting that the NDIS Employment Assistance Fund (through JobAccess) is the go-to for workplace modifications (like special chairs, computer adaptations or Auslan interpreters). The NDIS would fund the personal support services, while JobAccess covers the capital supports. Together, these help remove barriers at work.

At NextGen Youth Employment, we often stay involved after placement. Our youth coaches keep in touch, help troubleshoot any issues, and update the NDIS plan if new supports are needed. If a young person needs to change jobs, we can assist with that transition too – for example, updating the NDIA about the new work environment so that support goals can be adjusted.

Tips for Families and Next Steps

To make the most of post-SLES transition, families should keep a few things in mind:

  • Talk to your planner or LAC: Clearly state your young person’s interest in working. Make sure Finding and Keeping a Job supports are written into the plan. If your teen already has a job, ask that the plan include Core – Supports in Employment (job coaching) in addition to any capacity-building budget.

  • Use evidence of progress: When renewing the plan, share reports on what your child learned in SLES – for instance, any certificates earned, feedback from work placements, or changes in skills. This helps justify continued funding.

  • Consider mainstream services too: NDIS supports can work alongside Disability Employment Services (DES). DES focuses on job placement and retention in open jobs, whereas NDIS provides the extra help needed for disability-related barriers. For example, you might use DES to find job openings and the NDIS to fund a job coach during the onboarding process.

  • Ask providers good questions: If you’re comparing SLES or employment support providers, ask about their outcomes. Do they organise work trials or internships? How do they report progress? The NDIA even offers a provider comparison worksheet for this purpose.

  • Plan for up to 2 years of SLES, then review: Typically, NDIS SLES funding is approved for about 12–24 months. By the end of that period, ideally the participant is employment-ready. At that point, the focus will shift to maintaining and advancing in a job, supported by the Finding and Keeping a Job funding or Supports in Employment as needed.

  • Keep learning and growing: Even after finishing SLES, participants can pursue further training, certifications or apprenticeships. The NDIS can continue to fund necessary supports during those studies if it leads to employment.

Examples of “Next Steps” in Action

Here are a few example scenarios that illustrate post-SLES pathways:

  • Work Trial to Job: Jamie completed a 6-week hospitality work trial through SLES. With NDIS support, she practiced coffee-making and customer service skills. After SLES funding ended, Jamie’s plan included a job coach (Supports in Employment) while she worked part-time at a café. NextGen Youth Employment helped arrange an extended work trial which led to a paid position. The NDIS now covers ongoing coaching on site to ensure Jamie succeeds at her new job.

  • Transition to Apprenticeship: Tariq spent his SLES time building confidence in admin tasks. He finished SLES planning to do a Level 2 Business Studies course. The NDIS plan was adjusted to include FKaJ funding for additional training assistance and mentoring at TAFE. After completing the course, he secured an apprenticeship. NextGen supported him through the job interview and continues to liaise with his boss about any workplace adjustments needed.

  • Moving to DES: Carla used SLES to explore retail jobs. When her two-year program finished, she wasn’t quite ready for full-time work. NextGen helped her join a DES provider for job placement. For the first month, her SLES coach overlapped with the DES coach, ensuring a smooth handover. Now Carla is in a supported retail trainee position; the NDIS still covers travel training and social skills coaching under FKaJ.

These examples show that the end of SLES is really the start of something new. SLES lays the groundwork, but the NDIS continues to back participants as they move into paid roles or further learning.

Finding Support and NextGen Youth Employment

Finding and keeping a job with disability often requires a team effort. Beyond providers, participants and families can tap into local supports:

  • Support Coordinator/LAC: If the plan allows, a Support Coordinator can help organise and monitor these transitions. They can liaise with providers and NDIA on your behalf.
  • Community Programs: Some non-profits offer transition programs or summer work experiences that complement NDIS funding.
  • Family and Schools: Inform schools about employment goals early. Teachers and career counsellors can be huge allies, and often help connect young people to SLES providers.

Importantly, NextGen Youth Employment is here to help. We specialise in empowering young people with disability to find work. Our programs include workshops, one-on-one coaching, and actual work placements in industries like retail, hospitality and trades. Throughout this process, we stay focused on results – our goal is to turn SLES funding and other NDIS supports into real employment outcomes. We are a registered NDIS SLES provider and also deliver Finding and Keeping a Job supports.

If your family is approaching the end of SLES or you have questions about what comes next, please reach out. Our experienced youth coaches can explain how the NDIS can continue to fund employment assistance, help you prepare for the next plan meeting, or even accompany you to meet potential employers. NextGen Youth Employment will walk beside you as you turn those new work skills into a paid job.

Key Takeaways:

  • SLES is just the start. After finishing SLES, participants should continue under the NDIS Finding and Keeping a Job supports or Supports in Employment to move into paid work.
  • Plan early. Discuss post-SLES goals in your planning meeting. Provide evidence (career plans, reports) so NDIA includes the right supports.
  • Use work experience. Job trials, internships and volunteer gigs remain great stepping stones even after SLES ends.
  • Find the right providers. Compare local SLES/employment support providers, and remember you can use multiple providers if helpful.
  • NextGen Youth Employment can help. Contact us for guidance on post-SLES employment pathways and how to use your NDIS plan to its fullest.

Ready to take the next step towards paid employment? Contact NextGen Youth Employment today for personalised advice and support. Our team knows the SLES program and the NDIS employment supports inside and out, and we’re passionate about helping families build a bright future for young people leaving school. Let us help you write the next chapter in your career journey.