If someone has mentioned a supported wage to you, you may be wondering how it affects your pay and whether it is connected to your NDIS plan.

The supported wage system allows some eligible employees with disability to receive a wage based on their assessed productivity in a particular role. It does not apply to everyone with disability, and being an NDIS participant does not automatically make a person eligible.

This guide helps NDIS participants, families and carers understand supported wage arrangements before discussing employment options with an employer, provider or support coordinator.

How Does the Supported Wage System Work?

An independent assessor compares an employee’s productivity with the standard expected for the same or similar duties.

The assessment result may then be used to work out a percentage of the standard wage for that job.

For example, if the standard hourly rate is $30 and the employee is assessed at 60% productivity, the base rate may be calculated at 60% of $30. Other minimum-payment rules, penalties or loadings may also apply.

This is an illustrative example only. The final rate must follow the minimum wage rules and workplace conditions that apply under the employee’s award or agreement.

An employer cannot choose a lower wage simply because an employee has disability. The arrangement must follow a formal application and assessment process.

The assessment should be based on the employee’s usual duties. Before it takes place, the employee should have suitable training, clear instructions and enough time to become familiar with the role.

For official information about the process, refer to JobAccess, the Australian Government service that provides disability-employment information and manages Supported Wage System applications.

Who Is Eligible for the Supported Wage System?

Eligibility is not based on a diagnosis alone. A person may qualify when their disability affects how much work they can complete in a particular job.

The main supported wage system eligibility criteria generally require the employee to:

  • be at least 15 years of age;
  • be an Australian citizen or permanent resident;
  • have no outstanding workers’ compensation claim against their current employer;
  • meet the Disability Support Pension impairment criteria assessed by Services Australia, although they do not necessarily need to receive DSP payments;
  • work in a role covered by an award or workplace arrangement that allows the Supported Wage System;
  • work at least eight hours per week;
  • complete the approved application and assessment process.

Each person must be considered individually. Two people with the same disability may have different skills, work speeds and support needs.

A person should not receive a reduced rate only because they use NDIS services, need extra training, work differently from colleagues or require reasonable workplace adjustments.

Can NDIS Participants Use the Supported Wage System?

Some participants may qualify, but the NDIS and wage systems have separate roles.

The employer pays the employee’s wages. The NDIS does not normally set or pay a participant’s hourly rate.

Instead, NDIS funding may cover disability-related assistance that helps a participant prepare for work, find a job or continue working.

Depending on the participant’s plan and goals, this may include:

  • job-readiness training;
  • résumé and application support;
  • interview practice;
  • workplace communication skills;
  • help learning tasks and routines;
  • travel training;
  • workplace coaching;
  • support to build confidence and independence.

A participant can receive employment assistance while earning the full wage for their role. NDIS funding does not automatically lead to a productivity-based rate.

Many people search for supported wage system NDIS information when trying to understand the difference between wages and funded employment support. The Supported Wage System relates to wages paid by an employer, while NDIS employment support relates to disability-specific assistance funded through an approved NDIS plan. 

How Is Workplace Productivity Assessed?

As part of the formal process, the employee usually completes a work trial before the productivity assessment. This gives them time to learn the role, receive appropriate training and reach a reasonably stable level of performance.

Once the employee is ready, a qualified independent assessor visits the workplace to assess their productive capacity.

The assessor may review:

  • the employee’s job description;
  • the tasks they normally complete;
  • the time spent on each task;
  • their working hours and breaks;
  • the level of supervision required;
  • the usual productivity standard for the role.

The assessment may consider the speed, consistency and accuracy of the employee’s work. It should not include unrelated duties or tasks the employee has not been trained to perform.

The result should be explained clearly to the employee. They may also involve a trusted family member, advocate or support person in discussions.

Wages and NDIS Employment Support Are Different

Wage arrangement NDIS employment support
The employer pays the wage Funding comes from an approved NDIS plan
It relates to payment for completed work It addresses disability-related support needs
It may require a productivity assessment It may include preparation, coaching or skill building
Workplace laws and awards apply NDIS plan and funding rules apply

Receiving one does not automatically mean a person needs the other.

What Employment Rights Still Apply?

A productivity-based wage does not remove an employee’s workplace rights.

Depending on the award, agreement and employment type, the person may still be entitled to:

  • annual leave;
  • personal or carer’s leave;
  • superannuation;
  • penalty rates and applicable loadings;
  • meal and rest breaks;
  • a safe workplace;
  • protection from discrimination.

Employees should receive written information explaining their wages and conditions.

Anyone unsure about a proposed rate should check the applicable award and seek guidance from JobAccess or the Fair Work Ombudsman. The Fair Work Ombudsman provides information about minimum wages, awards, entitlements and workplace rights.

What Is the Employment Assistance Fund?

The Employment Assistance Fund helps eligible people with disability and their employers cover certain workplace-related costs.

It may assist with:

  • workplace modifications;
  • specialised equipment;
  • assistive technology;
  • Auslan interpreting;
  • workplace assessments;
  • disability-awareness training.

The fund is separate from the employee’s pay and from most NDIS-funded services.

Not every useful adjustment has a cost. Written instructions, visual checklists, flexible ways of completing tasks and simple changes to a workspace can also make a meaningful difference.

Workplace adjustments should be explored before assuming that an employee requires a reduced productivity rate.

Current eligibility and application information is available through JobAccess.

What Are Australian Disability Enterprises and Supported Employment Services?

Australian Disability Enterprises are supported employment services for people who may require ongoing assistance at work.

They can provide structured duties, adapted tasks and regular workplace support. Some employees may have productivity-based wage arrangements, but this does not apply to everyone.

Supported employment is only one option. Depending on their goals, a participant may prefer:

  • open employment with a mainstream employer;
  • work in a social enterprise;
  • a microbusiness;
  • self-employment;
  • another supported workplace.

The person should have a genuine choice about where they work and what type of assistance they receive.

How to Apply for the Supported Wage System

The employer or an eligible employment service provider generally begins the formal application. The employee should be informed and involved throughout the process.

The main steps are:

  1. Check whether the employee and role meet the eligibility requirements.
  2. Confirm that the applicable award or agreement allows the arrangement.
  3. Submit an application through JobAccess.
  4. Arrange an independent workplace assessment.
  5. Discuss the result with the employee.
  6. Complete and record the wage agreement.
  7. Review the arrangement when required.

An employer should not begin paying an informal reduced rate without following the required process.

Current application requirements are available through JobAccess.

Can the Assessment Be Reviewed?

A person’s productivity may change as they gain experience, receive better training or move into duties that suit their strengths.

A review may be needed when:

  • the employee’s duties change;
  • new equipment or workplace adjustments are introduced;
  • their productivity improves;
  • the original assessment did not reflect the usual role.
  • the employee or employer has concerns about the result.

Employees should ask when their rate will be reviewed and what will happen if their productivity increases.

Questions to Ask Before Agreeing

Before entering an arrangement, ask:

  • Why is this wage being proposed?
  • What is the standard rate for the role?
  • Which duties will be assessed?
  • Have I received enough training?
  • Have reasonable adjustments been considered?
  • Who will conduct the assessment?
  • How will my rate be calculated?
  • What other employment conditions apply?
  • When will the arrangement be reviewed?
  • Where can I obtain independent advice?

You should have enough time to understand the information and discuss it with someone you trust.

NDIS Employment Support in Adelaide

The right employment support can help you identify suitable work, build practical skills and manage disability-related barriers.

Our NDIS employment support in Adelaide is shaped around your strengths, interests and goals. Depending on your needs, support may include job preparation, résumé writing, interview practice, workplace communication, mentoring and help adjusting to a new role.

Many participants are concerned not only about finding a job, but also about feeling respected, properly supported and confident that the role is right for them.

How Soaring Together Can Help

As an NDIS provider Adelaide participants can turn to, Soaring Together offers personalised employment support that helps people build workplace skills, grow in confidence and work towards meaningful employment. 

Support may include job preparation, résumé assistance, interview practice, workplace mentoring and ongoing guidance based on your individual goals.

Visit Us to explore our employment support services, or Contact Us to discuss your goals and support needs.

About This Article

Written by: Soaring Together
Published: June 2026
Last reviewed: June 2026

This article provides clear, general information for NDIS participants, families and carers. It is not legal, financial or workplace-relations advice.

Supported wage eligibility, pay rates and employment conditions depend on the individual role, applicable award or agreement, and formal assessment. Refer to JobAccess and the Fair Work Ombudsman for guidance about your circumstances.