Workbridge NZ: Supported Employment for Disabled Job Seekers

The employment statistics for disabled people in New Zealand are stark: as of June 2025, the employment rate for disabled people aged 15 to 64 sits at 38.2%, compared to 78.5% for non-disabled people — a gap of over 40 percentage points. For young disabled people aged 15 to 24, 46% are classified as not in employment, education, or training, more than four times the rate of their non-disabled peers. These numbers are not inevitable. Supported employment, done well, narrows this gap — and Workbridge is one of the most important tools in the NZ toolkit for making it happen.

What Workbridge Does

Workbridge is a specialist employment service funded by the Ministry of Social Development. It focuses exclusively on connecting disabled job seekers, people with health conditions, and Deaf and hard-of-hearing New Zealanders with employers in the open labour market. It operates nationally across New Zealand.

Workbridge works on both sides of the employment relationship:

• With the job seeker: helping assess employment goals, identify appropriate roles, build skills, prepare a CV and cover letter, and coach for interviews
• With the employer: providing advice on workplace modifications, sourcing relevant funding, and sometimes providing on-the-job support during the initial employment period

Workbridge is not a placement agency in the traditional sense — it does not simply fill vacancies. The goal is durable, sustainable employment that matches the person's strengths and support needs.

Who Workbridge Helps

Workbridge works with people who have:

• Physical disabilities
• Intellectual disabilities (though this population may need a more intensive supported employment model — see below)
• Sensory impairments (vision or hearing)
• Mental health conditions that affect employment
• Neurodevelopmental conditions including autism and ADHD
• Acquired brain injuries
• Chronic health conditions that create functional barriers to work

For school leavers, Workbridge can engage during the final year of school or at any point after leaving. A referral is not required — families can contact Workbridge directly.

Funding Workbridge Can Access for Employers

One of the most practical things Workbridge offers is its ability to source funding for workplace modifications that make employment viable. This includes:

• Workplace modification funding through MSD — covering ergonomic equipment, specialized software, access modifications, or assistive technology
• Training-on-the-job subsidies — partial wage subsidies to help employers offset the cost of additional supervision or on-the-job coaching during the transition into a new role
• Interpreter services for Deaf employees

For employers who have genuine concerns about cost, Workbridge can often demonstrate that the practical cost of accommodating a disabled employee is lower than they expected — and that available funding reduces it further.

Supported Employment vs. Open Employment

The term "supported employment" covers a spectrum, and it is worth being precise about what different models look like.

Open employment with job coaching is what Workbridge primarily facilitates: the disabled person is employed by a standard employer in the open labour market, typically at award wages, with support fading over time as they become established in the role. This is the most integrated model and tends to produce the best long-term outcomes.

Supported employment services with ongoing intensive support — such as those offered by IHC's IDEA Services or CCS Disability Action — involve a more intensive, ongoing support worker presence. These services are typically designed for people with significant intellectual disabilities who need consistent on-the-job support rather than a time-limited coaching approach.

For autistic school leavers or those with learning disabilities, the Workbridge model often fits well when the employment match is good (sensory-friendly environment, clear routines, low social complexity). For school leavers with higher support needs, families should explore dedicated supported employment services run by disability organizations rather than Workbridge alone.

The Minimum Wage Exemption

For families concerned about employment viability when productivity is genuinely reduced by the disability, the Minimum Wage Exemption (MWE) is worth understanding — though it is controversial and should be approached carefully.

Under Section 8 of the Minimum Wage Act 1983, a Labour Inspector from MBIE can issue an exemption permit allowing an employer to pay a disabled employee below the statutory minimum wage. The permit is only granted if the wage rate is fair relative to actual output, the employer has made all reasonable accommodations, and the employee explicitly agrees with independent advocate support in place.

The government confirmed the continuation of this scheme in the 2024 Budget, abandoning a proposed wage supplement. Critics argue it undervalues disabled workers; others argue it enables employment that would not otherwise exist. Workbridge staff can advise on whether this is relevant for a specific situation.

The Employment Service in Schools

For young people still in secondary school, the Employment Service in Schools (ESiS) pilot, run by Work and Income MSD, places employment advisors in schools to help disabled students explore and plan their employment pathways before they leave. This service is not nationally available but operates in selected schools. If your young person's school participates, connecting with the ESiS advisor early creates a smooth handover to Workbridge after school.

What Families Should Do Now

If your young person is approaching the end of school or has recently left:

1. Contact Workbridge directly — no referral needed, simply search for your nearest regional office
2. Before the first meeting, prepare a clear summary of your young person's strengths, interests, sensory or environmental preferences at work, and any non-negotiable support needs
3. Think about sectors and roles that align with the young person's profile — specific interests and sensory-friendly environments are better search criteria than generic job categories
4. Ask about Gateway and STAR — if your young person is still at school, work experience programmes can trial vocational pathways with the safety net of school support still in place

For families working through the broader transition plan — including employment, NASC assessments, financial entitlements, and living arrangements — the New Zealand Post-School Transition Roadmap provides a step-by-step framework across all of these areas.

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