The Connection Between Work and Well-being
Work has a direct impact on your mental and physical health. A positive job can help you feel focused, supported, and motivated. Good work should give you more than a paycheque. It should offer routine, purpose, and a safe space to grow. That’s why the link between health and well-being at work is so strong and why it’s worth finding the right job, not just any job.
Why Finding the Right Job Matters
The right job can support every part of your life. It helps you feel valued, capable, and connected to something meaningful. When your work aligns with your skills, values, and goals, staying motivated and managing challenges becomes easier.
Finding the right job matters because it can:
- Improve your mental health and reduce stress
- Build a routine and give you a sense of purpose
- Support social connection and confidence
- Provide financial security without sacrificing well-being
- Encourage growth and long-term stability
Work should support your health, not harm it. That’s why at TURSA, we focus on helping you find a job that fits your needs and goals, not just any vacancy. Because the right fit leads to better well-being, outcomes, and a better future
What to Look for in a Role That Supports Your Well-being
The right job should help you feel safe, supported, and capable—not overwhelmed. Knowing what to look for can help you choose a role that protects your health and helps you grow.
Here are key things to look for:
- Supportive management – clear communication, fair treatment, and regular feedback
- Safe and inclusive environment – respect for your needs, background, and boundaries
- Realistic workload – expectations that match your role and allow time to rest
- Work/life balance – enough time outside work for family, health, and personal goals
- Opportunities to grow – training, development, or a clear path forward
- Alignment with values – work that feels meaningful and fits your personal goals
The importance of health and well-being at work can’t be overstated. A good job won’t just pay the bills—it will help you stay healthy, confident, and ready for what’s next.
How TURSA Can Help You Find the Right Fit
Finding the right job is easier with the right support. At TURSA, we work with you to understand your goals, strengths, and what matters most to your well-being.
Our services are built to help you find more than just a job—we help you find the right fit.
Here’s how we can support you:
- One-on-one support: We create a personal job plan based on your needs and goals.
- Resume and interview help: Get guidance to present your skills clearly and confidently.
- Training and upskilling: Access short courses, licences, and accredited training to expand your options.
- Local connections: We link you with trusted employers and community services.
- Ongoing support: We stay with you after you start work, helping you adjust and stay on track.
TURSA has over 30 years of experience supporting job seekers. We understand that the right job can change lives—and we’re here to help you find it.
Your Well-being Matters—And So Does Your Work
The work you do each day plays a big part in your overall well-being. A job that supports your health, your goals, and your values can help you feel more confident, capable, and secure.
If you’re unsure where to start, TURSA is here to help. We’ll listen, guide you through your options, and support you in finding the right job for your life. Because when your work supports your well-being, everything else becomes easier to manage.
Interviews can be nerve-wracking, and sometimes, you might face a question that completely stumps you. This can happen to anyone, even the most prepared candidates. But not knowing an answer doesn’t mean you’ve failed the interview, it’s how you handle the situation that matters most.
Employers aren’t just looking for the right answer; they’re assessing how you think under pressure, how you problem-solve, and how you communicate when faced with uncertainty. The way you respond can demonstrate confidence, adaptability, and a willingness to learn, all valuable traits in any workplace.
In this guide, we’ll walk you through practical strategies to handle tricky interview questions with ease, stay composed, and leave a positive impression.
Stay Calm and Composed
The first and most important step when you don’t know how to answer an interview question is to stay calm. Feeling flustered is natural, but how you manage that moment can make a big difference in how the interviewer perceives you.
Why Staying Composed Matters
Interviewers don’t expect candidates to know everything. They’re assessing how you handle uncertainty and whether you can think on your feet. If you panic or rush an answer, it may suggest difficulty managing pressure. Staying calm, on the other hand, shows confidence, professionalism, and problem-solving ability.
How to Stay Composed
Pause Before Responding – Take a moment to gather your thoughts instead of rushing into an answer. A short pause shows thoughtfulness rather than hesitation.
Control Your Body Language – Maintain eye contact, sit up straight, and take a deep breath. These small actions help you project confidence, even if you’re unsure.
Use a Neutral Placeholder – If you need an extra moment, use a phrase like:
- “That’s a great question. Let me take a second to think about it.”
- “I want to give you a thoughtful answer. Let me consider this for a moment.”
Taking a brief pause not only buys you time but also allows you to structure your response more clearly. The key is to avoid panicking – a confident and measured approach can turn an uncertain moment into an opportunity to showcase your professionalism.
Ask for Clarification
If you’re unsure how to answer a question, asking for clarification can help you gain more context and buy extra time to think. It also shows that you’re engaged, thoughtful, and eager to understand the role’s requirements.
Why This Works
Interviewers sometimes phrase questions in a way that leaves room for interpretation. Seeking clarification can help you reframe the question in a way that aligns with your knowledge and experience. This also demonstrates strong communication skills and a proactive approach.
How to Ask for Clarification
If a question feels too broad or confusing, try responses like:
- “Could you clarify what aspect of this you’d like me to focus on?”
- “Are you looking for an example from my previous role or a general approach?”
- “Just to make sure I understand correctly, are you asking about [specific topic]?”
By prompting the interviewer to elaborate, you may find that you actually do know how to answer, you just needed a little more direction. Plus, taking this approach helps shift the focus from what you don’t know to how well you communicate and think critically.
Be Honest, but Strategic
If you genuinely don’t know the answer, it’s better to be honest than to make something up. However, instead of simply saying, “I don’t know,” use the opportunity to show your willingness to learn and problem-solve.
Why This Works
Interviewers value honesty and adaptability. They want to see how you handle uncertainty and whether you can think on your feet. A thoughtful, strategic response can turn a difficult moment into a chance to showcase your approach to challenges.
How to Respond Honestly and Strategically
Acknowledge the Gap, Then Pivot – Instead of admitting you don’t know and stopping there, follow up with a solution or related knowledge.
- “I haven’t encountered that specific situation before, but here’s how I would approach it…”
- “I don’t have direct experience with that, but I’ve handled similar challenges by…”
Show Willingness to Learn – Emphasise your ability to adapt and grow.
- “That’s something I’d love to learn more about. I’d take this approach…”
- “I’d research best practices and seek advice from experienced colleagues to find the right solution.”
Use a Related Example – If you don’t have experience in the exact area they’re asking about, draw from similar situations.
- “While I haven’t worked with that specific software, I’ve used a similar one and picked it up quickly.”
By acknowledging the gap but shifting the focus to your problem-solving skills, you turn a potential weakness into a strength, showing employers that you can adapt, learn, and think critically under pressure.
Use a Follow-Up Strategy
If you can’t answer a question in the moment, a strong follow-up approach can show your initiative and commitment to learning. Instead of leaving the question unanswered, offer to research the topic and follow up later.
Why This Works
Employers appreciate candidates who take responsibility for their own growth. A follow-up response shows that you care about finding the right answer and that you’re proactive in improving your skills.
How to Use a Follow-Up Strategy
Express Interest in Learning – Acknowledge the gap in your knowledge while showing a willingness to improve.
- “That’s an interesting question, and I’d love to learn more about it. I’d be happy to research this and get back to you with a detailed response.”
Offer a Follow-Up Plan – Let the interviewer know how you’ll find the answer and when you’ll provide it.
- “I’d like to take some time to research this further. Can I follow up with you via email later today?”
Deliver on Your Promise – If you say you’ll follow up, make sure to do it. Send a concise, well-thought-out response demonstrating that you took the time to find a solution.
Using this approach shows that you’re not afraid to admit when you don’t know something, but you also take initiative to learn.
Practice Makes Perfect
The best way to handle difficult interview questions is to prepare in advance. While you can’t predict every question, practising common interview topics can help you feel more confident and develop strong responses.
Why This Works
Preparation reduces anxiety and helps you refine your communication skills, problem-solving approach, and ability to think on your feet. The more you practise, the easier it becomes to structure clear, confident answers.
How to Prepare Effectively
Conduct Mock Interviews – Practise with a friend, family member, or employment consultant to simulate real interview conditions.
Review Common Questions – Look at frequently asked interview questions and think about how you would answer them.
Use the STAR Method – When discussing past experiences, structure your responses using:
- Situation – Describe the context.
- Task – Explain your responsibility.
- Action – Detail what you did.
- Result – Share the outcome.
How TURSA Can Help
At TURSA, we offer interview coaching, job preparation, and personalised support to help you build confidence and improve your job prospects. Our team can guide you through practical interview strategies, ensuring you feel ready to tackle even the toughest questions.
By practising ahead of time, you’ll feel more prepared, more confident, and better equipped to handle unexpected interview challenges.
Contact us today to book an appointment with an experienced employment consultant. Visit your nearest TURSA office or explore our online resources to get started.
Your next job opportunity is within reach—let’s prepare together!
Getting Back Into Work After Long-Term Unemployment With the Right Support
Returning to work after long-term unemployment can feel overwhelming, but you are not alone. Whether you’ve been out of the workforce due to health challenges, caregiving responsibilities, or job market changes, taking the first step is the most important part of the journey.
At TURSA, we understand the barriers that come with rejoining the workforce. Many job seekers face gaps in experience, loss of confidence, or uncertainty about where to start. The good news is that with the right mindset, practical steps, and access to tailored employment support, finding meaningful work is achievable.
The Challenges of Long-Term Unemployment
Many job seekers experience self-doubt, uncertainty, and difficulty adjusting to workplace expectations after an extended break. Recognising these challenges is the first step toward overcoming them.
Common Barriers to Getting Back Into Work
- Loss of Confidence – Extended time away from work can impact self-esteem, making it harder to apply for jobs or attend interviews.
- Employment Gaps – Many job seekers worry about how to explain long-term unemployment to potential employers.
- Outdated Skills – Workplaces evolve, and job seekers may feel behind on technology, industry changes, or modern hiring practices.
- Navigating Job Applications – Resumes, cover letters, and online job applications can feel overwhelming, especially if hiring processes have changed.
- Finding the Right Opportunity – Securing a role that aligns with skills, experience, and career goals can be difficult after an extended break.
Steps to Getting Back Into Work After Long-Term Unemployment
Rejoining the workforce can feel overwhelming, but breaking the process down into small, manageable steps can make the transition smoother. Whether you’ve been out of work for months or years, these practical strategies can help you move forward with confidence.
Shift Your Mindset & Set Realistic Goals
- Acknowledge Your Strengths – Focus on the skills and experiences you have gained, even outside of traditional employment.
- Start Small – Returning to work doesn’t have to be immediate. Consider part-time roles, contract work, or volunteering to ease back in.
- Stay Positive – Long-term unemployment does not define your future. Each application and interview is a step toward success.
Refresh Your Resume & Online Presence
- Update Your Resume – Highlight transferable skills from past work, volunteering, or personal projects.
- Address Employment Gaps – Be honest but focus on what you have learned and how you are ready to contribute.
Update Your Skills & Gain Experience
- Consider Short Courses or Certifications – Upskilling can improve confidence and job prospects. Look for free or subsidised training programs.
- Explore Volunteer Work or Work Experience – These can fill employment gaps, provide references, and rebuild routine.
- Use Technology to Your Advantage – Becoming familiar with job search websites, online applications, and digital tools can make applying for jobs easier.
Use a Structured Job Search Approach
- Set a Routine – Treat job searching like a job, and dedicate time each day to applying, networking, and upskilling.
- Apply for a Range of Jobs – Consider roles that align with both current skills and new opportunities for growth.
- Use Support Services – TURSA offers resume help, interview coaching, and employer connections to make the job search easier.
Prepare for Interviews With Confidence
- Practice Common Questions – Be ready to talk about your experience, strengths, and how you’ve stayed productive during unemployment.
- Be Honest, but Focus on the Future – If asked about your employment gap, explain it briefly and redirect the conversation to your enthusiasm and readiness to work.
- Attend Interview Coaching – TURSA provides one-on-one support to help job seekers prepare for interviews with confidence.
Taking small, consistent steps will build momentum and bring you closer to employment. The key is to stay proactive, seek support, and keep moving forward.
Ready to Get Back Into Work? Let’s Take the Next Step Together
Rejoining the workforce after long-term unemployment is a journey, and every small step brings you closer to success. Whether you’re feeling uncertain about where to start, how to address employment gaps, or how to update your skills, you don’t have to face it alone. TURSA is here to support you every step of the way.
Many job seekers experience self-doubt and hesitation when returning to work. The key is to focus on what you can control – updating your resume, applying for jobs, learning new skills, and seeking support when needed. The job market has changed, but you still have valuable skills and experience to offer.
With structured guidance, personalised employment plans, and access to training, TURSA can help you:
- Understand your strengths and find the right job opportunities
- Prepare a strong resume and cover letter that showcase your value
- Navigate the job market with confidence and interview effectively
- Connect with employers who value diverse experiences
- Receive ongoing support even after you start working
The most important thing is to take that first step. Every job seeker’s journey is unique, and TURSA is committed to helping you regain confidence, secure meaningful work, and thrive in your new role.
Contact TURSA today and take the next step toward a new opportunity!
At TURSA, we work with countless employers who have developed more inclusive work environments, and as such we know that understanding and supporting neurodiversity in the workplace has benefits for employees and employers alike. That’s because supporting neurodiversity fosters a culture of innovation and inclusion. By making simple adjustments and providing tailored support, workplaces can empower neurodivergent employees to thrive.
What Does Neurodivergent or Neurodiversity Mean?
Neurodivergence describes differences in cognitive functioning that influence how individuals perceive, process, and respond to information. Examples include neurological conditions such as autism, ADHD, and dyslexia. Neurodiversity refers to the concept that these variations are natural parts of human diversity, recognising unique perspectives and abilities as integral to a healthy society. The term arose from efforts within the autistic community to challenge deficit-based views of the condition, emphasising acceptance and inclusion, and has since grown to incorporate a wider variety of neurological conditions.
The Benefits of Supporting Neurodiversity in the Workplace
People who are neurodiverse are far more likely to be unemployed than their neurotypical counterparts, despite the fact that many organisations benefit from including them in the workplace.
Interestingly, the unemployment rate for neurodivergent adults is estimated to be between 30-40%.
This is about three times higher than the rate for people with other disabilities and eight times higher than for neurotypical individuals.
Below, we list a few of the benefits we’ve seen time and time again in workplaces that are supportive of neurodivergent employees.
Innovation and Creativity
Neurodivergent employees often think in unique and unconventional ways, which can lead to fresh ideas and out of the box problem-solving approaches. Their ability to see patterns, identify inefficiencies, and innovate can be a significant competitive advantage.
Attention to Detail and Accuracy
Many neurodivergent individuals excel in roles that require deep focus, high levels of concentration, and precision. They are often skilled at tasks involving data analysis, software testing, and quality assurance.
Enhanced Problem-Solving Abilities
Diverse minds contribute to improved problem-solving within teams. Individuals with autism, for example, may approach challenges methodically, identifying root causes that others might overlook.
Improved Employee Retention and Engagement
Companies that actively support neurodiversity tend to see increased job satisfaction, loyalty, and retention rates. For example, Aspiritech, a company that specialises in user testing, employs autistic workers for quality assurance roles and boasts a 99% employee retention rate.
Tackling Skills Shortages
Many industries face talent shortages, particularly in STEM, cybersecurity, and data analytics. Neurodivergent workers often excel in these fields but are frequently overlooked due to traditional hiring processes.
Boosted Productivity and Performance
Studies show that companies that implement neurodiversity hiring programs, such as SAP and DXC Technology, report significant gains in productivity and performance. These programs also improve management practices, benefiting the organisation as a whole.
More Inclusive and Equitable Workplaces
Embracing neurodiversity fosters a culture of inclusion, which benefits all employees. Adjustments made to support neurodivergent workers—such as clearer communication and more flexible working conditions—often improve the work environment for everyone.
Strategies to Support Neurodiversity in the Workplace
Effectively supporting neurodivergent employees requires a combination of structural, cultural, and individual-level changes. Based on our experience of working with thousands of job seekers and employers over the years, here are some practical strategies that your organisation can implement to create a truly inclusive workplace.
1. Education and Awareness
Workplace education on neurodiversity should go beyond generic diversity training and focus on the specific needs, strengths, and challenges of neurodivergent employees.
How to Do It:
- Develop neurodiversity training for all employees. Include information on conditions like autism, ADHD, dyslexia, and dyspraxia. Focus on strengths as well as workplace challenges.
- Train managers on inclusive leadership. Provide tools to help them adjust communication styles, offer accommodations, and support neurodivergent employees without bias.
- Encourage senior leaders to share their experiences. When neurodivergent leaders or allies speak openly about neurodiversity, it fosters a culture of acceptance.
- Use case studies and real-life examples. Highlight successful neurodivergent employees and how workplace adjustments have benefited them.
2. Inclusive Hiring and Recruitment Practices
Traditional hiring practices often disadvantage neurodivergent candidates due to a reliance on social norms, rapid decision-making, and unstructured communication. Adjustments can make hiring more equitable.
How to Do It:
- Modify interviews:
- Provide interview questions in advance to reduce anxiety and allow structured responses.
- Use skills-based or work-sample assessments instead of relying solely on conversational interviews.
- Allow for written responses or recorded answers instead of live questioning.
- Clarify job descriptions. Avoid vague phrases like “must be a team player” or “excellent communication skills” unless essential. Focus on actual job tasks.
- Partner with neurodivergent advocacy groups. Work with organisations like Autism Spectrum Australia or ADHD Australia to recruit candidates.
- Adjust onboarding processes. Provide detailed, step-by-step guides on workplace expectations and available support.
3. Workplace Adjustments and Accommodations
Simple workplace adjustments can significantly improve comfort, focus, and productivity for neurodivergent employees.
How to Do It:
- Create sensory-friendly environments:
- Offer noise-cancelling headphones or quiet workspaces.
- Reduce fluorescent lighting or allow alternative desk lamps.
- Provide flexible seating arrangements (e.g., enclosed spaces, standing desks).
- Adjust communication styles:
- Provide written instructions rather than verbal-only directions.
- Avoid figurative language or unclear expressions in workplace communication.
- Use bullet points, structured templates, and clear deadlines.
- Support flexible working arrangements:
- Offer remote work options for those who struggle with in-office distractions.
- Allow flexible start times to accommodate different energy levels throughout the day.
4. Leadership and Organisational Commitment
Senior leaders must actively support neurodiversity initiatives, ensuring policies are integrated into business goals and not just diversity checkboxes.
How to Do It:
- Assign executive sponsors for neurodiversity programs. A senior leader should champion neurodivergent inclusion and ensure accountability.
- Create a neurodiversity task force. Include neurodivergent employees in shaping workplace policies.
- Embed neurodiversity in corporate diversity, equity, and inclusion (DEI) policies. Make neurodivergent hiring and retention part of broader diversity efforts.
- Train managers to proactively support neurodivergent staff. Provide guidelines on flexible work arrangements, alternative communication methods, and structured feedback.
5. Employee Support Networks and Mentorship
Neurodivergent employees benefit from structured support systems, including peer mentorship and employee resource groups (ERGs).
How to Do It:
- Create neurodiverse employee networks:
- Establish peer-led support groups for neurodivergent employees.
- Provide dedicated funding and leadership backing for ERGs.
- Develop mentorship programs:
- Pair neurodivergent employees with experienced mentors who understand their needs.
- Allow reverse mentoring, where neurodivergent employees educate managers on best practices.
- Encourage open dialogue. Host regular forums where neurodivergent employees can share challenges and solutions.
6. Accessible Workplace Systems and Policies
HR policies, performance evaluations, and internal communications should be designed with neurodivergent employees in mind.
How to Do It:
- Revamp performance reviews:
- Use clear, structured feedback rather than open-ended assessments.
- Allow alternative performance evaluation methods, such as written reports or self-assessments.
- Improve HR system accessibility:
- Ensure online portals, forms, and training materials are designed with neurodivergent users in mind (e.g., avoid complex navigation).
- Provide assistive technologies like text-to-speech software for employees with dyslexia.
- Redesign workplace policies for clarity:
- Use plain language in company policies to avoid ambiguity.
- Offer multiple ways to report workplace issues, including written and verbal options.
- Implement structured workflows for requesting accommodations, ensuring employees know their options.
Legal Responsibilities
In Australia, organisations have legal obligations to ensure neurodivergent employees are not discriminated against and are provided with reasonable adjustments to support their work, should an employee need them. These obligations fall under the Disability Discrimination Act 1992 (DDA), which explicitly protects individuals with neurodivergent conditions, even if they do not personally identify as having a disability.
1. Protection from discrimination.
The DDA prohibits discrimination in employment based on disability, which includes neurodivergence. Employers cannot refuse to hire, promote, or unfairly treat an employee due to their neurodivergence.
2. Workplace Adjustments
Employers are legally required to make reasonable adjustments to accommodate neurodivergent employees unless it causes unjustifiable hardship to the business. This may include:
- Adjusted communication methods (e.g., written over verbal instructions)
- Flexible work arrangements (e.g., remote work, adjusted hours)
- Sensory accommodations (e.g., noise-cancelling headphones, quiet workspaces)
3. Disclosure and Privacy
Employees are not legally required to disclose their neurodivergence at work. Employers should ensure a safe environment where employees feel comfortable to disclose if they choose to, without risk of stigma or discrimination.
4. Inclusive Policies and Practices
HR policies and workplace systems must be accessible and designed to accommodate neurodivergent employees. Employers should:
- Use clear, plain language in workplace documents
- Provide multiple communication options for HR processes
- Ensure performance management frameworks focus on strengths-based assessments rather than rigid criteria that disadvantage neurodivergent employees
By complying with these legal responsibilities, organisations can foster an inclusive workplace while ensuring they meet their obligations under Australian anti-discrimination law.
Fostering Success Through Workplace Neurodiversity
At TURSA, we are proud to support neurodiversity in employment. Whether you’re a job seeker looking for a workplace that values your strengths or an employer eager to embrace inclusivity, we’re here to help.
To truly excel in creating an inclusive and accessible workplace, partnering with a job service provider like TURSA can make all the difference. By working with TURSA, you gain access to a partner that understands the intricacies of fostering inclusivity and accessibility, so connect with us today to learn more about our tailored support and resources.
The hospitality industry offers a dynamic and rewarding career path for individuals who enjoy working in fast-paced, people-focused environments. With roles ranging from front-of-house positions to management and event coordination, hospitality provides endless opportunities for growth and development.
Whether you’re aiming to work in a local café, a bustling restaurant, or an international hotel chain, starting a career in hospitality is achievable for anyone willing to build the right skills and gain relevant experience.
What Makes Hospitality a Great Career Choice?
A career in hospitality is more than just a job, it’s an opportunity to work in a vibrant, ever-changing industry that values teamwork, creativity, and exceptional service.
Flexibility in Roles and Hours
Hospitality offers a wide range of roles, from casual and part-time positions to full-time management careers. This flexibility is ideal for students, parents, and anyone looking for adaptable work schedules.
Opportunities for Career Progression
The hospitality industry provides clear pathways for advancement. Starting in an entry-level position, such as a waiter or kitchen assistant, can lead to roles in supervision, management, or even owning your own business.
A Diverse and Inclusive Environment
Hospitality welcomes individuals from all walks of life, offering the chance to work with people from diverse cultures and backgrounds. It’s a global industry, making it easy to find opportunities both in Australia and abroad.
Transferable Skills
Skills gained in hospitality, such as communication, problem-solving, and customer service, are highly valued across various industries. This makes hospitality an excellent foundation for future career growth.
Personal Fulfilment
For many, the satisfaction of delivering memorable experiences to customers is one of the most rewarding aspects of working in hospitality. Whether it’s hosting events, preparing meals, or solving customer concerns, the work is highly gratifying.
How to Start a Career in Hospitality
Embarking on a career in hospitality is straightforward with the right preparation and approach. Whether you’re just starting or transitioning from another industry, here’s how to set yourself up for success.
Understand the Industry
Before diving in, it’s essential to familiarise yourself with the hospitality landscape.
- Front-of-house positions: waitstaff, bartenders, receptionists.
- Back-of-house roles: chefs, kitchen assistants, housekeeping staff.
- Management and coordination: event managers, hotel supervisors.
Gain the Right Qualifications
Many roles in hospitality don’t require formal education, but obtaining relevant certifications can boost your employability. Some commonly required qualifications in Australia include:
- RSA (Responsible Service of Alcohol): Essential for working in establishments that serve alcohol.
- Food Handling Certificate: Required for jobs involving food preparation and service.
- Barista Training: Highly desirable for café roles. These courses are often short, affordable, and widely accessible through local training centres or online platforms.
Build Relevant Skills
- Customer Service: The cornerstone of hospitality, ensuring a positive experience for patrons.
- Time Management and Organisation: Crucial in fast-paced environments.
- Teamwork and Communication: Essential for smooth collaboration with colleagues.
Start Small and Gain Experience
Entry-level positions, such as waitstaff, dishwashers, or front-desk assistants, are great starting points. These roles allow you to gain hands-on experience, develop industry knowledge, and build a network of contacts for future opportunities.
How to Get a Hospitality Job with No Experience
Securing a hospitality job without prior experience may seem challenging, but it’s achievable with the right approach.
Highlight Your Transferable Skills
Focus on skills you’ve developed in other settings, such as:
- Customer Service: Retail or volunteer roles often involve engaging with people.
- Teamwork: Any experience working in group environments is highly valued.
- Time Management: Employers appreciate candidates who can handle busy periods efficiently.
Demonstrating how these skills align with the requirements of a hospitality role can make a strong impression.
Craft a Hospitality-Focused Resume
Tailor your resume to emphasise your enthusiasm for the industry and your relevant skills.
- A professional summary highlighting your eagerness to learn.
- Any volunteer work, training, or certifications like RSA or food handling.
- Examples of soft skills, such as problem-solving or adaptability.
Leverage Personal Networks
Sometimes, who you know can be as important as what you know. Let friends, family, and acquaintances know you’re looking for hospitality work. They may be aware of local businesses hiring or could recommend you directly to an employer.
Approach Businesses Directly
Hospitality employers often value initiative. Visit local cafés, restaurants, or hotels to introduce yourself and express your interest. Dress professionally, bring copies of your resume, and be ready to explain why you’d be a good fit for their team.
Start with Casual or Seasonal Roles
Entry-level positions like waitstaff, kitchen assistants, or event staff are often available on a casual or seasonal basis. These roles don’t typically require previous experience and can serve as a stepping stone to long-term employment.
Showcase a Positive Attitude
Hospitality employers prioritise personality and attitude over experience in many cases. Show enthusiasm, a willingness to learn, and a genuine passion for delivering excellent service.
Tips for Succeeding in the Hospitality Industry
Once you’ve started your career in hospitality, excelling in your role is key to unlocking long-term success and growth.
Build Strong Relationships
The hospitality industry is built on teamwork and customer interactions.
- Colleagues: Foster positive working relationships by being reliable, supportive, and approachable.
- Customers: Deliver outstanding service with a friendly attitude and a genuine focus on their needs.
Embrace Continuous Learning
The hospitality industry evolves constantly, with new trends and techniques emerging regularly.
- Learning new skills, such as barista training or advanced customer service techniques.
- Attending workshops, industry events, or online training.
- Seeking feedback from supervisors and colleagues to identify areas for improvement.
A commitment to learning demonstrates your dedication and helps you stand out.
Stay Adaptable
Hospitality environments are fast-paced and often unpredictable.
- Think on your feet when challenges arise.
- Handle varying workloads during peak and off-peak hours.
- Take on new responsibilities as needed to support the team.
Adaptability is a valuable trait that can lead to career progression and new opportunities.
Deliver Exceptional Customer Experiences
Exceeding customer expectations is at the heart of hospitality.
- Anticipate customer needs and address concerns promptly.
- Pay attention to detail, ensuring every interaction is professional and pleasant.
- Handle complaints gracefully, turning negative experiences into positive outcomes.
Exceptional service helps build your reputation and contributes to the success of your workplace.
Set Career Goals
Plan for your future by setting short- and long-term goals. Whether you aspire to a management role, own a hospitality business, or specialise in a particular area, having clear objectives will guide your efforts and motivate you to grow.
Take Care of Yourself
Hospitality can be physically and mentally demanding. Maintain balance by:
- Prioritising rest and recovery during your time off.
- Staying active and eating well to maintain energy.
- Practising stress management techniques, such as mindfulness or exercise.
Ready to Start Your New Career?
Starting a career in hospitality is an exciting opportunity to work in a dynamic, people-focused industry with endless growth potential. Whether you’re entering the field with no prior experience or looking to expand your skills, the right approach can help you succeed.
By understanding the industry, gaining essential qualifications, building relevant skills, and leveraging available resources, you can confidently take your first steps into the hospitality sector. Remember, enthusiasm, adaptability, and a commitment to providing excellent service are often more important than experience in this field.
With TURSA’s expert support, you’ll have access to the training, guidance, and connections you need to turn your career aspirations into reality. Take the first step today and contact TURSA to explore how we can help you achieve your goals in hospitality.
Workforce Australia is the Australian Government’s employment services program, designed to connect job seekers with opportunities and provide businesses with the tools they need to build strong teams. At its core, Workforce Australia aims to strengthen the national workforce by empowering individuals and supporting employers, contributing to a more resilient and productive economy.
Participation in Workforce Australia varies depending on individual circumstances. For those receiving government benefits, such as the JobSeeker Payment, involvement is often mandatory. These individuals must meet specific mutual obligations, like attending appointments, applying for jobs, or engaging in training, to maintain their eligibility. For others, the program is voluntary, offering support to anyone seeking to improve their employment prospects or re-enter the workforce.
How Does Workforce Australia Work?
Workforce Australia combines digital tools and personalised support to assist both job seekers and employers. Here’s how it works.
For Job Seekers:
- Getting Started: Register on the Workforce Australia website or app to create a profile tailored to your skills and career goals.
- Support Options: Access a variety of services, including resume-building tools, job search assistance, and career advice. If you need extra help, you might be referred to a local service provider such as TURSA for in-person support.
- Meeting Requirements: If you receive government payments, you may need to meet certain obligations, like applying for jobs, completing training, or participating in community activities.
- Training Opportunities: Workforce Australia offers courses and programs to help you gain new skills and boost your job prospects.
For Employers:
- Finding Candidates: Workforce Australia connects businesses with qualified job seekers using job-matching services.
- Financial Support: Employers can access wage subsidies and other incentives to help with hiring and training.
- Building Teams: Assistance is available for creating training programs and upskilling current employees.
How Tursa Employment and Training Supports Workforce Australia
Tursa Employment and Training provides a person-centred approach to Workforce Australia services, ensuring job seekers are fully supported in preparing for sustainable employment. With a focus on personalised guidance, TURSA works closely with each individual to create a pathway to success.
Tailored Support to Meet Your Goals
- Dedicated Employment Adviser: Every job seeker is matched with an Employment Adviser who understands their unique needs and objectives. From identifying the ideal job to developing skills for the chosen industry, TURSA offers step-by-step support.
- Creating a Personalised Plan: TURSA collaborates with you to design a tailored employment plan that aligns with your career goals and personal circumstances.
Getting You Workforce Ready
- Skills Development: TURSA provides access to training, workshops, and education to prepare you for your chosen industry.
- Practical Job Search Assistance: Resume writing, interview coaching, and access to on-site computer facilities are just some of the tools available to help you actively seek work.
Ongoing Support for Long-Term Success
- On-the-Job Support: Once you secure employment, TURSA offers workplace modifications and assistance for up to 26 weeks or more to ensure a smooth transition.
- Community and Relocation Support: If needed, TURSA can connect you with additional community services or provide relocation assistance for employment opportunities.
By focusing on your strengths, abilities, and goals, TURSA’s person-centred model ensures you are fully equipped for success. With accessible physical locations, face-to-face appointments, and a comprehensive participant portal, TURSA supports you every step of the way on your journey to meaningful and sustainable employment.
Download our Workforce Australia Welcome to TURSA Booklet HERE
Ready to Take the Next Step?
Workforce Australia plays a crucial role in supporting job seekers and employers across the country. By offering personalised assistance, training opportunities, and digital tools, it empowers individuals to secure meaningful employment while helping businesses build skilled teams.
Tursa Employment and Training enhances these services with its tailored, person-centred approach, ensuring you receive the guidance and resources needed to achieve your career goals. Whether you’re looking to re-enter the workforce, upskill, or find the right candidate for your business, TURSA is here to support you every step of the way.
Get started on your journey to sustainable employment today by contacting TURSA to learn more about how Workforce Australia can work for you.
International Day of People with Disability (IDPwD)
The Importance of Strong Partnerships with Employers
Creating Sustainable and Inclusive Employment
One of the critical factors in achieving sustainable and inclusive employment for people with disabilities is the establishment of strong partnerships with employers. These partnerships are crucial for several reasons:
- Understanding and Awareness: Employers who partner with disability organisations gain a better understanding of the challenges faced by people with disabilities. This awareness helps in creating a more inclusive workplace culture.
- Customised Support: Strong partnerships enable employers to provide tailored support and accommodations that meet the specific needs of employees with disabilities. This can include adaptive technologies, flexible work arrangements, and accessible workspaces.
- Talent Utilisation: People with disabilities bring unique skills and perspectives to the workplace. Employers can tap into a diverse talent pool by fostering inclusive employment practices and enhancing organisational creativity and innovation.
- Legal and Ethical Compliance: Collaborating with disability advocacy groups ensures employers comply with legal requirements and ethical standards for disability inclusion. This not only protects the rights of employees but also enhances the company’s reputation.
- Economic Benefits: Inclusive employment practices can increase employee satisfaction, reduce turnover, and improve productivity. These factors contribute to the overall economic success of the organisation.
TURSA Lismore
TURSA is celebrating the International Day of Persons with Disabilities (IDPwD) across their footprint with a vibrant display of unity and inclusion. At Beach and Bush Distributors, participants Martine Bray (orange shirt) and Myles Redden (black shirt), both current employees, were joined by their manager Phillip.
Together, they highlighted the significance of inclusion and recognition in their workplace, showcasing how they have been empowered to become active contributors. This celebration underscores TURSA’s commitment to fostering an inclusive environment where everyone is valued and allowed to thrive.
Find our more about Beach and Bush Distributors at their website:
TURSA Murwillumbah
Jordan, the Warehouse Manager at Mask Co in Murwillumbah, plays a pivotal role in fostering a positive and inclusive work environment. Mask Co, known for its premium fragrances and eco-friendly products, benefits greatly from Jordan’s leadership.
He has created a welcoming and happy atmosphere that not only boosts team morale but also supports TURSA and its disability participants.
Jordan ensures that these participants are given ample opportunities to grow and advance within the company, demonstrating Mask Co’s commitment to inclusivity and community support
Murray, the manager at Murwillumbah Motor Inn, is dedicated to creating an inclusive and supportive environment for all employees.
The Motor Inn, known for its comfortable accommodations and friendly service, has become a key partner with TURSA in providing training and employment opportunities for their clients.
Murray ensures that the entire team is involved in training new clients, helping them learn the ropes and integrate smoothly into the workplace. He is particularly mindful of any barriers they may face and works diligently to find effective solutions that cater to their needs.
This commitment not only enhances the skills and confidence of TURSA participants but also enriches the workplace culture at Murwillumbah Motor Inn
Find out more at their website of book some accommodation:
https://www.mminn.com.au
Celebrating Diversity and Inclusion
International Day of People with Disability (IDPwD) is a United Nations-sanctioned day celebrated on December 3rd each year. This day aims to promote an understanding of disability issues and mobilise support for the dignity, rights, and well-being of persons with disabilities. It is a day to celebrate the achievements and contributions of people with disabilities and to advocate for their full inclusion in all aspects of society.
TURSA and Our Commitment to Disability Employment Services
Empowering Our Community
At TURSA, we are dedicated to providing exceptional Disability Employment Services that prioritise the needs and goals of our participants. Our strong connection with the local community and employers allows us to create meaningful employment opportunities for people with disabilities. Here’s how we make a difference:
- Participant-Centred Approach: We put the needs and goals of our participants above all else, ensuring they receive the best possible service outcomes. Our tailored support plans are designed to help individuals achieve their career aspirations.
- Community and Employment Connection: Our deep-rooted connections within the local community and with employers enable us to match participants with suitable job opportunities. We work closely with employers to foster inclusive workplaces that benefit everyone.
- Comprehensive Support: From job search assistance to workplace accommodations, we provide comprehensive support to ensure our participants succeed. Our services are designed to empower individuals and promote long-term employment success.
Every Day is Important at TURSA
Ongoing Commitment to Support
While International Day of People with Disability (IDPwD) is a significant occasion, at TURSA, we believe that every day is just as crucial for our participants and their support. We are committed to providing continuous assistance and fostering an inclusive environment every single day of the year. Our dedication to our participants’ success and well-being is unwavering, ensuring they have the resources and opportunities to thrive.
On this International Day of People with Disability, let us recognise the importance of strong partnerships between employers and disability organisations. By working together, we can create a more inclusive and supportive environment that enables people with disabilities to thrive in their careers and contribute meaningfully to society. Together, we can build a future where everyone has the opportunity to achieve their full potential. At TURSA, we are proud to be part of this journey, empowering our community through dedicated Disability Employment Services daily. Read more about TURSA success stories here: https://www.tursa.com.au/articles/
Disability Employment Services (DES) is a government-funded program designed to support individuals in finding and maintaining employment. DES helps people overcome barriers to employment through personalised assistance, including training, job placement, and ongoing workplace support.
A common misconception is that DES is only for individuals with disabilities. While it’s true disability employment services are primarily focused on helping people with disabilities, they are also available to those with certain health conditions or injuries that affect their ability to work.
Understanding who can access DES is key to making the most of the support available.
What Are Disability Employment Services (DES)?
Disability Employment Services (DES) is a government-funded program designed to assist individuals who face challenges in finding and keeping a job due to disability, injury, or health conditions. The purpose of DES is to support job seekers by offering personalised services that address their unique needs, helping them prepare for, secure, and maintain employment.
Disability employment services, and DES providers, play an important role in helping participants overcome barriers to employment by providing tailored support. Some examples of these supports include skills training, job search assistance, and ongoing workplace assistance. Additionally, these services also work closely with employers to foster inclusive work environments, ensuring employees receive the necessary adjustments and support to thrive in their roles.
Eligibility Criteria for DES
Disability Employment Services (DES) are primarily designed to assist people with disabilities in finding and keeping employment, but they are not exclusive to people with permanent disabilities. For example, people with temporary injuries, certain medical conditions, or health impairments may also be eligible for DES if these issues affect their ability to work.
To qualify for DES, individuals typically need to meet the following criteria:
- Be registered with Centrelink/Services Australia or another recognised government service provider.
- Have a recognised disability, injury, or medical condition that impacts their ability to work and requires ongoing support or assistance to maintain employment.
- Undergo a Job Capacity Assessment (JCA) or Employment Services Assessment (ESAt), which determines whether they meet the criteria for reduced work capacity and need specialised support.
- Be an Australian citizen, or permanent resident, or hold a Temporary Protection Visa or Safe Haven Enterprise Visa.
Other factors that may contribute to eligibility include referrals through vocational rehabilitation services or transitions from other employment services programs.
It is recommended to check official guidelines or speak with a disability services provider for personalised eligibility advice.
Ongoing Eligibility for Disability Employment Services
At the time of referral, job seekers need to meet the eligibility criteria for Disability Employment Services (DES). Disability employment services providers will be required to verify their eligibility before they can begin the program.
Once a participant has commenced DES, their eligibility is often not reassessed. In most cases, participants who no longer meet the initial eligibility requirements are not removed from the program. They can continue receiving DES support throughout their current service period, as outlined in the DES Period of Service Guidelines.
Who Else Can Access DES?
While Disability Employment Services (DES) are primarily aimed at supporting individuals with disabilities, people without a diagnosed disability can still access these services under certain conditions. Individuals with medical conditions, injuries, or health impairments that impact their ability to work may qualify for DES if they face barriers to employment.
For example, someone recovering from a significant injury or managing a chronic health condition that affects their job performance might be eligible. Additionally, individuals who require extra support or workplace adjustments due to a medical condition may also access DES.
The specific requirements for accessing DES without a formal disability diagnosis can vary and may involve assessments or referrals from government or medical professionals. It is advisable to consult with a DES provider or Services Australia to clarify eligibility.
Benefits of Disability Employment Services
Disability Employment Services (DES) offer a range of benefits for both individuals and employers:
- Job preparation, training, and job matching: DES helps job seekers develop the skills needed for employment, matches them with suitable roles, and prepares them for job interviews.
- Ongoing workplace support for employees: Once in a job, DES continues to provide personalised support to help individuals maintain their employment and succeed in their roles.
- Support for employers in managing workplace accommodations: DES assists employers in identifying any necessary adjustments or accommodations to create an inclusive and supportive work environment.
How Employers Can Use Disability Employment Services
For employers, disability employment services can help build more inclusive workplaces by broadening access to a wider and more diverse talent pool. By partnering with disability employment services providers for employers, they can gain access to candidates with varying skills and experiences who could have been overlooked in traditional recruitment processes.
Additionally, DES offers support in obtaining government funding or making workplace modifications to accommodate employees with disabilities or health conditions, ensuring compliance and fostering a more adaptable workplace. This collaboration promotes long-term success for both employees and employers.
Disability Employment Services Could Help You Too
Disability Employment Services (DES) are designed primarily to support people with disabilities in finding and maintaining meaningful employment. However, individuals with certain health conditions, injuries, or impairments that impact their work capacity may also qualify for assistance.
If you’re unsure on whether you or someone you care about is eligible for disability employment services, you can read more via Services Australia or contact us for support.
You may be able to take advantage of the support disability employment services have to offer. Whether you’re a job seeker needing help overcoming employment barriers or an employer looking to build a more inclusive workplace, DES can offer valuable assistance to meet your needs.
Empowering Abilities, Transforming Lives
Discover Your Potential with TURSA
At TURSA, we believe in the power of every individual to achieve their dreams and aspirations. Our mission is to provide people with disabilities the support, encouragement, and resources they need to build confidence, develop skills, and empower their abilities to secure meaningful employment. We are committed to our local community and offer end-to-end personal service to ensure your journey to employment is as smooth and successful as possible.
Our Commitment to You!
Personalised Support: We understand that everyone’s journey is unique. Our dedicated team works closely with you to create a personalised plan that aligns with your goals and empowers your abilities.
Skill Development: From resume writing to interview preparation, we offer a range of workshops and training programs designed to enhance your skills and boost your confidence and abilities.
Employment Opportunities: We connect you with employers who value diversity and inclusion, helping you find a job that matches your skills and abilities.
Community Engagement: As a proud member of the local community, we collaborate with various organisations to create a supportive network that fosters growth and opportunity.
Success Stories!
Meet some of the incredible individuals who have transformed their lives with TURSA’s support:
- Michael’ s Journey: Before TURSA came into his life, Michael had a lot of health problems including a neurological disorder, bulging discs, trapped nerves, and fibromyalgia. These made it hard for him to move around and do things. But when TURSA entered the picture and began to present options and possibilities, things started to change and helped Michael to empower his abilities and find his future.
- Kitty’s new Confidence: Kitty’s journey began at TURSA, where a unique program caught her attention. Designed for unemployed youth under 25, it promised a stepping stone toward independence. Kitty, with her love for fashion, hesitantly stepped into the program. The encounter that followed would change her life unknowingly.
“I was terrified at first,” Kitty recalls, her eyes lighting up. “But then this sweet girl walked up and introduced herself and guided me in the right direction. We became best friends, and while the fashion course didn’t work out, it gave me something more valuable. Confidence to try and lifelong friendship”.
Together, We Can Make a Difference
At TURSA, we are more than just a service provider; we are your partners in success. Let’s work together to unlock your potential and transform your life through meaningful employment.
Why Choose TURSA?
- Comprehensive Services: From initial consultation to job placement and beyond, we are with you every step of the way to empower your abilities.
- Experienced Team: Our staff is passionate about making a difference and has extensive experience in disability employment services.
- Community Focus: We are deeply rooted in the local community and dedicated to creating inclusive workplaces.
Take the First Step Today
Your journey to a brighter future starts here. Contact us today to learn more about how TURSA can help you achieve your employment goals.
- Visit Us: Drop by your nearest TURSA office for a friendly chat.
- Call Us: Speak with one of our advisors at your nearest TURSA Office
- Email Us: Send us your queries at CLICK HERE
- Join Us Online: Follow us on social media for updates and success stories. @tursajobs
- Register with us: Let’s start empowering your abilities today
TURSA Connecting Business and Workers
Founded in 1994, Tursa Employment & Training is a not-for-profit organisation. Our core business is all about work: finding work for people who need work and finding workers for businesses that need workers. TURSA is also a nationally accredited Registered Training Organisation (RTO: 90325). From 48 offices along the Eastern seaboard from Forster (NSW) to Noosaville (QLD), TURSA connects participants and businesses with a minimum of fuss and no fees.
Our Employer Handbook Programs
Workforce Australia Services
TURSA helps participants find employment and supports their transition into work. We assist participants in retaining their jobs and thriving in new roles. Additionally, we provide resume screening, candidate shortlisting, wage subsidies, traineeship incentives, and post-placement support for long-term success.
Disability Employment Services
TURSA provides Disability Employment Services across accessible offices from Noosaville in Queensland to Forster in New South Wales. Our focus is on assisting participants in building skills and confidence for employment. We offer ongoing support, mentoring, and guidance after placement to ensure a successful transition to work. Additionally, we support business owners with wage subsidy guidance, fostering sustainable job placements.
Statistics on Hidden Disabilities: As an employer, you have the power to make a difference. Approximately 20% of Australia’s workforce may be living with an invisible disability, some may already be in your employment. These conditions, which span physical, mental, or neurological aspects, are not immediately apparent but can impact a person’s abilities to operate in what we consider a traditional method. By creating an inclusive environment and accommodating the needs of employees with invisible disabilities, you can benefit from a safer and more productive workplace.
Benefits of Hiring People with Barriers to Employment:
- Increased Revenue: Employing people with disabilities can lead to improved profitability related to employee performance and increased customer satisfaction.
- Improved Productivity: Evidence shows that people with disabilities have a positive work attitude and work ethos, which can boost workplace productivity.
- Enhanced Workplace Morale: Hiring people with diverse perspectives and talents contributes to a positive workplace culture and improved morale.
- Greater Innovation: Employees with disabilities bring unique insights and creativity, fostering organisational innovation.
- Reflecting the Community: A workforce that includes people with disabilities better represents the broader community and promotes social inclusion.
Transition to Work
TURSA delivers the Australian Government’s Workforce Australia – Transition to Work programme in the Brisbane Southeast region with offices in Woodridge, Beenleigh and Capalaba and is specifically designed for young people aged between 15 and 24. TURSA aims to help them create opportunities to find direction, and ultimately, a job that is right for them.
Our Participant Journey
The participant journey at TURSA involves flexible engagement and assessment, allowing participants to have a say in their service design. Participants are given access to interpreters and flexibility in appointment attendance. Participants have a one-on-one relationship with the same Employment Adviser or Disability Employment Advocate throughout all referral phases to build trust. Our recruitment process starts by building on the participant’s strengths. We will refer our participants to jobs based on the information compiled from Job Choice Discussions, Skills Assessments, and Participant Resumes.
How does TURSA support employers?
TURSA supports employers by understanding their needs for specific roles and tailoring services to meet those needs. We engage with employers to identify requirements, provide training packages based on needs, offer support for workplace modifications, and assist in testing participant suitability through paid work trials. TURSA also collaborates with employers to address barriers and enhance service delivery.
Job Placement Services
- We connect participants with employment opportunities from our extensive database, ensuring alignment with job requirements.
- Employers can test participants’ skills in the workplace via job trials to verify suitability.
Pre-Employment Training
- We offer industry-specific training to equip participants with essential skills.
- We can organise Third-party training to enhance their readiness for employment.
Specialist Support for Employers
- Each TURSA participant has a dedicated Employment Adviser or Disability Employment Advocate that will support them from their first appointment until at least 6 months on the job. Providing you additional peace of mind.
- Our team includes Business Liaison Officers, Work Placement Officers, and Employment Advisers who cater to employers’ needs effectively and inline with business needs.
Community Links for Diverse Pathways
- We leverage local community connections to provide diverse employment pathways for participants, increasing their chances of successful employment.
Continuous Improvement
- We conduct annual labour market reviews, collaborate with employers, and utilise stakeholder feedback to drive positive outcomes.
TURSA: Championing Employment for Individuals with Barriers
TURSA, as a Job Services Provider, successfully supports employment for people living with barriers. TURSA understands the unique challenges and strengths of individuals with barriers and works closely with them to find suitable employment opportunities. TURSA also works closely with other community organisations, employers, and participants to ensure they have the tools, support, and modifications needed to achieve their goals.
Hiring Individuals with Barriers: A Guide for Employers
So, you’ve read a little about the facts and benefits of hiring people. Let’s delve into the practical steps to make this process successful.
When hiring candidates with barriers, we keep the following points in mind:
- Rethink the Interview Process: There may be better approaches than traditional interviews. Instead, focus on observing and assessing candidates based on their abilities within your organization or team. Look beyond scripted answers and consider their practical skills and potential contributions.
- Holistic People Processes: Consider the entire employee lifecycle, from hiring to onboarding. Ensure that your processes are inclusive and supportive. This includes adapting your career progression paths to accommodate diverse talents and strengths.
- Respect Differences: Embrace diversity by acknowledging and respecting individual differences. Autistic individuals bring unique perspectives and skills to the table.
- Mentorship: Provide mentorship programs to support neurodiverse thinkers. Mentorship goes beyond career planning—it helps navigate workplace nuances and fosters a sense of belonging. Speak with your Job Service Provide for more information.
- A guide for Employers CLICK HERE
Remember, every workplace can make a difference by adopting these changes, many of which are low-cost or cost-free.
Employing individuals with barriers is a win-win situation. It provides opportunities for a marginalised group while bringing unique skills and perspectives to the workplace.
Employer Handbook: Supports, Information and Employer Incentives
https://calculate.fairwork.gov.au/findyourawardThe minimum pay rate provided by the Fair Work Act 2009 and is reviewed each year. As of 1 July 2024 the National Minimum Wage is $24.10 per hour or $915.90 per week. Note: Casual employees must be paid 25% loading and are subject to the correct award to your industry.
- More details CLICK HERE
- Award Calculator CLICK HERE
Wage subsidies may be available to businesses that hire eligible individuals into ongoing jobs. Wage subsidies can be up to a maximum of $10,000.
If you fill an ongoing position with the help of:
- Workforce Australia
- Workforce Australia – Transition to Work, or a
- ParentsNext provider
the provider may offer you a wage subsidy.
The wage subsidy is to help with some of the initial costs of hiring the new employee to help ensure the success of their employment.
Whether the individual is eligible will depend on how long they have been participating in employment services. More details CLICK HERE
Apprenticeships: The Priority Hiring Incentive is a payment for employers of Australian Apprentices training towards an occupation and qualification at a Certificate level III or above listed on the Australian Apprenticeships Priority List. You can use the Priority List Explorer to see which occupations and qualifications qualify for support.
You may be eligible to receive a Priority Hiring Incentive of up to $5000 in the first year of an apprenticeship, paid over two instalments of
- $2,000 at 6 months and $3,000 at 12 months (full- time)
- $1,000 at 6 months and $1,500 at 12 months (part-time)
For detailed information CLICK HERE
JobAccess is the national hub for workplace and employment information for people with disability, employers and service providers.
Created by the Australian Government, it brings together the information and resources that can ‘drive disability employment’. Along with this website, there is:
- a telephone advice line (1800 464 800)
- the Employment Assistance Fund (EAF) for workplace modifications and support
- An employer engagement service – the National Disability Recruitment Coordinator (NDRC)
- Complaints Resolution and Referral Service
- National Disability Abuse and Neglect Hotline
Download this page as a PDF CLICK HERE
Tursa Employment & Training acknowledges the traditional owners and custodians of country throughout Australia and acknowledges their continuing connection to land, water and community. We pay our respects to the people, the cultures and the elders past, present and emerging.
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