Tips for employers: Hiring an employee with Cerebral Palsy
- CPSN
- May 1
- 6 min read
The Employment Handbook resource supports people with cerebral palsy (CP), their families, networks, and employers in understanding inclusive employment. Developed by Cerebral Palsy Australia and CPSN for My CP Guide, it features insights from 20 adults with CP, part of CPSN’s lived-experience group, The Tribe. Contributors shared personal stories, challenges, and practical advice to improve workplace accessibility. With support from the CPSN Futures Fund, the research aims to identify barriers and inform CP-specific employer training. It highlights the right of people with CP to meaningful work and the importance of early support in building confidence and skills for long-term employment success. Below is an excerpt from the handbook. Download the full resource here.
Hiring a person with CP
There are many reasons to create an inclusive workplace that welcomes employees with CP.
Organisations that promote diversity help to develop a culture of respect and inclusivity. This leads to a more productive and motivated workforce, as employees feel valued and appreciated for their contributions.
Hiring a person with CP can provide a valuable perspective on accessibility. They can offer insight into how to improve the workplace environment to better support others with disability and create a more inclusive culture. This not only benefits other employees with disability, but also the wider workforce and customers. Because people with disability often face multiple barriers in everyday life, many have strong skillsets in innovation and problem-solving.
Employees with disability can also positively impact an organisation’s bottom line. Studies have shown that employees with disabilities have lower absenteeism rates, higher job retention and lower turnover, leading to cost savings and increased productivity.
Legal requirements
Creating an inclusive workplace helps employers comply with legal obligations to provide equal employment opportunities and accommodations under disability discrimination laws. Under the Disability Discrimination Act 1992, a person with disability has a right to the same employment opportunities as a person without a disability, provided they can do the main requirements of the job.
If a person with disability can do the main activities or requirements of a job, then they should have an equal opportunity to do that job. Find out more about the Disability Discrimination Act
‘People with cerebral palsy can work if they are given the chance' - An adult with CP
Perceived barriers to hiring a person with disability
Despite the numerous benefits, many employers still might have misconceptions about hiring a person with CP.
MYTH: Hiring people with disability is expensive and requires significant accommodations.
FACT: Many accommodations are simple and low cost, such as adjusting work schedules or providing assistive technology.
MYTH: People with disability are not capable of working in skilled jobs.
FACT: This is a harmful stereotype that underestimates the skills and talents of individuals. With the right accommodations and support, people with CP can excel in a wide range of roles and industries.
MYTH: CP is an intellectual disability
FACT: CP is a physical disability and can be described as a group of disorders that affect a person’s ability to move and maintain balance and posture. People with CP have a clear understanding of their abilities and are unlikely to apply for jobs they cannot do. Many people living with disability do not require any changes to their work or workplace.
MYTH: People with disability require constant supervision and may negatively impact productivity
FACT: Research shows that employees with disability have similar productivity
levels to people without disability, and can be highly motivated and
committed to their work.
The Australian Bureau of Statistics’ 2018 Disability, Ageing and Carers, Australia, Summary of Findings showed statistics about working-age people living with disability who were employed, including that:
22.5% worked as professionals
13.2% were clerical and administrative workers
15.2% were technicians and trade workers
10.8% were managers.
With only 53 per cent of people with disability of working age who are employed, there is a vast number of talented, skilled and knowledgeable people who may currently be excluded from your recruitment due to perceived barriers. For more information, download the Employ My Ability strategy.
Support to hire people with cerebral palsy
In Australia, there are several options available for employers who are considering hiring a person with disability. These options aim to support employers in creating inclusive and accessible workplaces, while also providing assistance to employees with CP:
Support to hire people with CP
• JobAccess is a government-funded service that provides information and assistance to employers and employees regarding disability employment. The service offers a range of supports, including workplace assessments, workplace modifications and job-matching services. JobAccess also provides a range of financial incentives to encourage employers to hire people with disability, including wage subsidies and funding for workplace modifications.
• The Australian Network on Disability provides resources and support to employers to promote inclusive and accessible workplaces. It offers a range of services, including disability awareness training, accessibility audits and policy development support. It also provides a job-matching service that connects employers with potential candidates living with disability.
• Cerebral Palsy Education Centre. CP awareness training can help people examine their own understanding and beliefs about how CP affects people and their employment potential. By attending training, employers will have a greater understanding of the causes and symptoms of CP, how it impacts people and how employers can support people with CP to be valued team members.
‘No-one thinks they need disability training, but it really pays off.’No one - An adult with CP
Reasonable adjustments
When hiring a person with CP, it is important for employers to make reasonable adjustments to ensure that the workplace is accessible and inclusive. Reasonable adjustments are modifications or adaptations that enable an employee with CP to perform their job duties to the best of their abilities:
Reasonable adjustments
Physical modifications can include installing wheelchair ramps, accessible parking and modifying office spaces to accommodate mobility devices. Adjusting workstations, desks and chairs can also help employees with CP to perform their job duties more comfortably and effectively.
Flexible working arrangements, such as part-time work, job sharing or working from home can provide employees with CP with greater flexibility and work-life balance. This can also help employees to better manage their health conditions.
Job restructuring and accommodations can involve modifying job duties or changing the work environment to better suit the needs of employees with disability.
Assistive technology and equipment, such as screen readers, speech recognition software and ergonomic equipment, can support employees with disability to perform their job duties more effectively. Employers can provide these tools to employees or arrange for funding to help employees purchase them.
Reasonable adjustments are essential for creating an inclusive and accessible workplace for employees with CP.
Employers need to understand people with cerebral palsy may need just a little bit of assistance to be able to do their job, [but] everyone needs some sort of assistance in life.’ - A 46yo male, GMFCS L1
There is funding available to help with the costs of reasonable adjustments.
The JobAccess Employment Assistance Fund (EAF) is available to eligible people with disability
who are about to start a job, are self-employed or who are currently working. The EAF provides
funding to cover the costs of making workplace changes, including buying equipment,
modifications or accessing services for people with CP. It is also available to people who need
Auslan assistance or special work equipment to look for and prepare for a job.
Final words
Most people with cerebral palsy who can work, do want to work in a meaningful job that fulfills their passions, interests and skillsets. Often the job they are applying for is well within their physical capabilities, but may require minor modifications to equipment, environment and flexible hours of work. The challenge is for employers to separate the CP from the person, to consider the role of the position and the ability of the applicant to fulfil the role requirements with minimum disruption to the workplace, while providing maximum access and accommodations to the employee.
For more information, visit: My CP Guide and Cerebral Palsy Support Network
Browse other chapters of the employment handbook resource:
The Employment Handbook was developed by Cerebral Palsy Australia and CPSN for My CP Guide. Download the full resource here.
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