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Disability employment affirmative measure

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What changes are being made?

From 1 December 2016, agencies can identify a vacancy as open only to persons who have a disability, or a particular type of disability. This will include short term non-ongoing vacancies that are not required to be advertised in the Public Service Gazette.

Under the 2013 Directions, the affirmative measure applied only to persons with intellectual disability, and to vacancies notified in the Gazette.

Where a disability employment service provider has assessed a person as unlikely to be able to compete successfully on merit due to their disability, an agency may employ the person without conducting a merit selection process.

The RecruitAbility scheme is still available to agencies. It has not been changed.

What do agencies need to do?

Agencies can take this opportunity to review recruitment practices to maximise identification of employment opportunities for people with disability.

This measure can be used in conjunction with the Indigenous Employment Affirmative Measure to employ Indigenous people with disability.

What transition arrangements need to be put in place?

Selection processes currently underway at 1 December 2016 can continue.

From 1 December 2016, agencies can conduct a selection process using the broader disability measure. The measure also applies to temporary employment.

What is the legislative basis?

  • Section 27 of the Australian Public Service Commissioner's Directions 2016
Last reviewed: 
16 May 2018