Chapter 7A. Real Jobs, Real Wages Pilot

Supporting Documents for this Chapter

• Real Jobs, Real Wages Supporting Document

7A.1. Chapter OverviewCopy citation · §7A.1

This Chapter outlines the intent of the Real Jobs, Real Wages Pilot, the role of key stakeholders in the delivery of the Pilot and who is eligible to receive Services from Providers. Providers should consider a Participant’s individual circumstances to determine if participation in the Real Jobs, Real Wages Pilot is appropriate.

7A.2. Real Jobs, Real Wages PilotCopy citation · §7A.2

The Real Jobs, Real Wages (RJRW) Pilot will commence on 1 July 2025 for two years and aims to assist approximately 1,500 people. RJRW will help individuals at risk of becoming entrenched in the employment services system, transitioning them into secure work. It is also intended to support the capability of Employers when they hire people with greater challenges to work.

The Pilot will provide an opportunity to trial new approaches to simplifying how Employers access the employment services system, including how they can partner with Providers and the Department to deliver a more streamlined employer servicing offer.

RJRW relies on strong collaboration between Providers, the Department and Employers. The Department will be directly involved in some aspects of the Pilot such as engaging directly with Employers to broker suitable vacancies, discussing financial support available, streamlining engagement between an Employer and multiple Providers or regions, and monitoring post placement support to both Participants and Employers to encourage sustainable, permanent employment.

7A.2.1. The role of ProvidersCopy citation · §7A.2.1

The Department will connect Providers to Department-brokered vacancies.

Providers can choose to participate in the RJRW Pilot. If they do, Providers must:

• collaborate with the Department to support the needs of Employers and Participants

• screen and refer eligible individuals into suitable RJRW placements

• support Participant and Employer pre and post placement needs, and

• manage the financial support payments to Employers by entering into a RJRW Wage Subsidy Agreement.

7A.3. Employer EligibilityCopy citation · §7A.3

The following organisations are eligible to participate in the RJRW Pilot:

• Small, medium and large Employers,

• Employers in all industries, across the 51 Workforce Australia Employment Regions

• Group Training Organisations (GTOs), or

• Local government entities, provided the Employment position is not funded by a Commonwealth, state or territory government entity

and are a legal entity with a valid ABN, which complies with all eligibility requirements under the RJRW Wage Subsidy Head Agreement terms and conditions.

A RJRW Wage Subsidy Employer can be a GTO, provided the GTO is paying the Participant’s wages and the placement/s with the host business/es meet all eligibility criteria of the Wage Subsidy Placement. The GTO must release to the Provider, prior to any Wage Subsidy payments, the ABN of the host business/es the Wage Subsidy Participant was placed with for the duration of the RJRW Wage Subsidy Agreement.

7A.3.1. Not eligibleCopy citation · §7A.3.1

Organisations not eligible for RJRW include labour hire organisations and Commonwealth, state or territory government entities.

Similarly, the Employment position cannot be funded by a Commonwealth, state or territory government entity. For example, a position in an Australian Government-operated call centres. Labour hire organisation status and potential government positions will be assessed by the Department.

An eligible Employer must also have a verified and active Workforce Australia Online for Business account before they can be offered a Wage Subsidy.

The following additional checks must be made by Providers before entering a Wage Subsidy Agreement. The Employer must not be:

• the Provider’s Own Organisation

• a Related Entity of the Provider

• a government entity, unless specified above

• a Family Member of the Participant, to ensure there is no real or perceived conflict of interest or unfair advantage

• suspended or excluded from receiving Wage Subsidies, or

• as otherwise advised by the Department.

7A.4. Department brokering of RJRW opportunities with EmployersCopy citation · §7A.4

The Department will build on existing employer connections and establish new relationships to promote RJRW opportunities to eligible Employers.

The Department will engage directly with Employers to:

• understand their workforce needs and share recruitment and job design practices

• demonstrate how Workforce Australia Services can complement their recruitment practices

• identify suitable vacancies for RJRW placements and foster an understanding of the needs of individuals with challenges to employment

• discuss the availability of the RJRW financial support and how it can assist the recruitment and retention of individuals from the Workforce Australia Services caseload

• highlight available support for individuals and Employers to support permanent employment and

• connect Employers to Providers to refer eligible Participants into RJRW opportunities.

7A.4.1. Potential Employer leads from Providers and other stakeholdersCopy citation · §7A.4.1

Providers and other stakeholders such as Local Jobs Program Job Coordinators may identify Employers interested in RJRW opportunities. These Employers must be referred to the RJRW team (rjrw@dewr.gov.au) to initiate discussions with Employers with lead time, prior to vacancy creation.

Providers cannot offer a RJRW opportunity and RJRW Wage Subsidy directly to an Employer. Any RJRW vacancy must be brokered and approved by the Department. This allows the Department to monitor the uptake of RJRW opportunities in line with the resources available for the program.

Where a Provider has an existing relationship with an Employer or refers a new Employer to the Department, the Department will include the Provider in relevant discussions about the Employer’s participation. The referring Provider will have the first opportunity to meet the recruitment needs of the Employer.

Where the Department determines that an Employer is not eligible, or the vacancy is not suitable for the RJRW pilot, the Department will ask the referring Provider to assist the Employer directly. Providers can then determine what assistance is relevant for the Employer, including other Wage Subsidy types and Employment Fund expenditure.

7A.4.2. Placement EligibilityCopy citation · §7A.4.2

The Department will discuss with Employers the benefits of offering secure, permanent work including support and resources for both Participants and Employers to support this goal.

A RJRW placement can be:

• full-time (20 hours or more a week) or part-time (less than 20 hours per week), or

• a full-time or part-time apprenticeship or traineeship.

The full-time and part-time band is intended to provide flexibility for individuals to work varying hours within that band. For example, a Participant may start working 10 hours a week, with the expectation that they will gradually increase their hours to 20 hours a week.

7A.4.3. Apprenticeship and traineeship funding concurrencyCopy citation · §7A.4.3

If Employers are interested in hiring an apprentice or trainee, the Department will highlight the range of assistance available for Employers. While these positions are eligible for a RJRW placement, RJRW financial support cannot be accessed concurrently with the Australian Apprenticeships Incentive System support. Employers will need to choose which support is best for their needs.

7A.4.4. Casual employment upon commencementCopy citation · §7A.4.4

There may be instances where an Employer prefers to initially employ a Participant on a casual basis, to allow them to assess the suitability of the Participant to the role and workplace. This will be considered based on a shared expectation of the Participant being offered permanent work within six months of commencement. The Department will discuss the expectations for permanent work with the Employer before considering starting a Participant on a casual basis.

In general, a RJRW Wage Subsidy Placement must:

• be a sustainable and ongoing position expected to continue indefinitely. This means the Employment is not intended to end when the Wage Subsidy ceases

• offer at least the expected hours per week for the duration of the Wage Subsidy Agreement to flexibly support Wage Subsidy Participant and Wage Subsidy Employer needs

• comply with all Employment standards for the Employment position under any Commonwealth, state and/or territory laws, including but not limited to:

  • complying with the National Employment Standards – Fair Work Act 2009 (Cth).

  • complying with the minimum terms and conditions of employment prescribed in any Modern Award that covers or applies to the Wage Subsidy Placement.

  • paying the relevant Wage Subsidy Participant at least the equivalent of the minimum rate prescribed in any Modern Award that covers or applies to the Employment position or, if no Modern Award covers or applies to the Employment position, at least the equivalent of the National Minimum Wage

• comply with all relevant laws and requirements of any Commonwealth, state, territory or local authority, including work, health and safety legislation

• always provide a safe system of work for the Wage Subsidy Participant during the Wage Subsidy Placement

• not displace an existing employee

• not be a commission-based, self-employment or subcontracted position, and

• not otherwise be an Unsuitable position as defined in the Deed.

7A.4.5. Communication of RJRW opportunities to ProvidersCopy citation · §7A.4.5

After the Department has negotiated RJRW vacancies with an Employer, the Department will communicate these opportunities to Providers. The Department will support Employer engagement with Providers, particularly where they can streamline engagement with multiple Providers or across multiple regions.

The Department will provide details of:

• the Employer including key contacts in the organisation

• vacancy details such as the hours available

• any skills, knowledge or other pre-employment requirements to perform the role

• the RJRW Wage Subsidy for the Employer including any Employer preference for payment frequency

• post placement support desired by the Employer, and

• any other information relevant to support the vacancy.

See the Real Jobs, Real Wages Supporting Document for more information.

7A.4.6. Communication channelsCopy citation · §7A.4.6

There are several ways the Department will communicate RJRW opportunities to Providers:

• Directly with a specific Provider at the Employer's request, if there is already an established working relationship or the Provider initially referred the Employer to the Department

• Directly with all Providers in an Employment Region (ER) or via existing channels such as Departmental Provider or ER Leads, or

• via a jobs briefing webinar or similar outlining the requirements of the Employer and vacancies, particularly for multiple positions within one ER or across multiple ERs.

7A.4.7. Pre-employment support for Employers and ParticipantsCopy citation · §7A.4.7

The Department will engage with Employers around their workforce recruitment and retention needs. This may include providing advice, resources and sharing best practice on issues such as job design, diverse recruitment strategies and awareness of relevant government assistance. This will promote to Employers how employment services can form part of their workforce solutions.

In promoting RJRW opportunities, the Department will share insights with Employers on some of the common challenges faced by the individuals we are seeking to assist through the RJRW pilot. This will include highlighting the assistance available from Providers to support Participants and Employers to achieve a sustainable employment outcome.

The Department will share with Providers any assistance desired by Employers, including any pre and/or post-employment requirements for Participants.

7A.5. Participant eligibilityCopy citation · §7A.5

To be eligible for a RJRW placement, a Participant must be Commenced in Workforce Australia Services. Providers must only refer Participants that meet the below eligibility criteria for a RJRW placement.

1. A Participant with a Period of Unemployment of 24 months or more is automatically eligible for a RJRW placement.

2. A Participant with a Period of Unemployment of between 12 and 24 months, and where the Provider determines that the Participant:

   1. is at risk of becoming entrenched in employment services, and

   2. is suitable for a RJRW Placement, and

   3. has employment goals that align with the RJRW Placement.

• System step — The Department’s IT Systems will assess a Participant’s Period of Unemployment at the time of the Job Placement Start Date.

If a Provider determines the Department’s IT Systems have incorrectly assessed Participant eligibility, the Provider must contact their Provider Lead to discuss the issue. Providers can request that the Department override the Participant’s eligibility to allow them to attract a RJRW Wage Subsidy Agreement. See the Real Jobs, Real Wages Supporting Document for information on how to submit a request.

In recommending a Participant for a RJRW Placement, Providers must first confirm that there are no other active Agreements for that Participant that would prevent a RJRW Wage Subsidy Agreement from being created.

Where an overlapping Agreement is identified, Providers must confirm the Employment has ended and then end the existing Agreement in the Department's IT Systems with the correct Employment end date before creating the new Agreement within the 28-day timeframe.

You must speak to your Employment Region Lead immediately if you identify an overlapping Wage Subsidy Agreement managed by another Provider.

7A.5.1. Priority cohortsCopy citation · §7A.5.1

The following cohorts are over-represented in the caseload of people eligible for the RJRW pilot:

• First Nations individuals

• Culturally and Linguistically Diverse (CALD) individuals, and

• mature age women aged 50 years and over.

As such, Providers are strongly encouraged to prioritise RJRW opportunities for these individuals in the first instance.

7A.5.2. Prior employmentCopy citation · §7A.5.2

Where a Provider identifies that a Participant would benefit from a RJRW Placement, and the Participant has had prior employment with the same Employer within the previous 2 years, the Provider must seek approval from the Department prior to any referral, outlining the circumstances for consideration.

Paid work trials and periods of unpaid work (e.g. unpaid trials or voluntary work), whether recorded in the Department’s IT Systems or agreed between an Employer and Participant, are not considered prior Employment.

Wage Subsidy Placements cannot include periods of unpaid work trials. Providers can create RJRW Wage Subsidies for Employment that starts after an unpaid work trial ends, if all other eligibility requirements for the Participant, Employer and Placement are satisfied.

Where a Wage Subsidy Participant commenced Employment up to 14 days earlier than the Job Placement Start Date recorded in the Department’s IT Systems, Providers can allow the Wage Subsidy to proceed, where payroll evidence is provided, and the Participant was eligible on the actual start date of Employment.

• Documentary evidence — Providers must retain payroll evidence of the Wage Subsidy Placement start date, where it differs from the Job Placement Start Date recorded in the Department’s IT Systems. Refer to the Real Jobs, Real Wages Supporting Document for further details on how to apply this approach.

7A.5.3. Provider screening and referral of eligible ParticipantsCopy citation · §7A.5.3

The Department will share Department brokered vacancies with Providers. Providers can choose to participate in the RJRW pilot.

If Providers choose to participate in RJRW, they are expected to consider eligible Participants on their caseload who are best suited to the opportunity, that is, their skills, experience and interest make them a good fit for the role. Providers are strongly encouraged to identify individuals in the priority cohorts in the first instance.

Providers should also consider the requirements of the placement including any pre and post placement support to be provided. Where support is desired from the Employment Fund or other sources of assistance, Providers should consider their readiness and ability to meet these requirements before referring individuals to RJRW placements.

The Provider must consider the Participant's ability to meet the expected weekly working hour requirements when determining the suitability of the Wage Subsidy Placement for the Participant, including whether they have an Employment Services Assessment and/or assessed Partial Capacity to Work.

To meet the policy intent of the RJRW Pilot that employment opportunities align with Participant work capacity, goals, aspirations and skills, participation is voluntary for Participants.

Providers must discuss the opportunity with Participants prior to referral and Participants must agree to the referral being made.

7A.6. Provider vacancy creationCopy citation · §7A.6

Providers will create a RJRW vacancy. The RJRW vacancy type must be used where the Job Placement is eligible for a RJRW Wage Subsidy. The RJRW vacancy type triggers the RJRW Wage Subsidy Agreement template for Employers.

When the RJRW vacancy type is selected, Outcomes will track with the same features as a Normal position.

Therefore, Providers need to be aware:

• There will be no mandatory Documentary Evidence requirement enforced by the Department’s IT Systems for Outcomes associated with the RJRW vacancy type.

• If the Employment is an Apprenticeship or Traineeship, the option to claim a Full Outcome via the system (based on full-time participation) will not be available for Outcomes associated with the RJRW vacancy type. If Providers wish to claim Full Outcomes based on participation in a full-time Apprenticeship or Traineeship they will need to submit a Manual Claim.

Providers should refer to the Provider Payments and Vacancies Chapter for more detail.

7A.7. Participation in RJRW and Mutual Obligations, Points Based Activation System and Targeted Compliance FrameworkCopy citation · §7A.7

Participants who participate in a RJRW placement will meet their Points Requirement, including the Points Target and Job Search Requirement.

Providers must manually reduce both the Points Target and Job Search to zero for the duration of the RJRW placement (up to a maximum of 6 months). If a placement is longer than 6 months, the Provider must confirm with the Participant that they are still participating in the placement and if so, then reduce the Points Target and Job Search to zero for the remainder of the placement.

At the end of the placement, the Points Target and Job Search will revert to usual settings at the commencement of the next reporting period. Where a Participant leaves the placement early, the Provider must end the placement in the Department’s IT Systems and remove the reductions in the future reporting periods.

Note: Reductions cannot be removed in the Participant’s current reporting period.

Providers must not set Job Referral tasks for Participants in a RJRW placement as participation in the placement will satisfy Mutual Obligation Requirements for the duration of the placement.

Participants in a RJRW placement do not have scheduled compulsory requirements as participation in the placement will satisfy Mutual Obligation Requirements for the duration of the placement.

Providers must also not schedule compulsory Provider Appointments in the Participant’s Electronic Calendar during the RJRW placement. Participants can attend Provider Appointments on a voluntary basis if they choose. For more information, please refer to the Job Plans and Mutual Obligations Chapter.

The Targeted Compliance Framework does not apply to Participants in a RJRW placement as participation in the placement will satisfy Mutual Obligation Requirements for the duration of the placement. If a demerit is inappropriately applied for a Participant in a RJRW placement, Providers should manually remove the demerit. For more information, please refer to the Targeted Compliance Framework and Mutual Obligation Failures Chapter.

7A.8. RJRW financial support for Employers and requirements for ProvidersCopy citation · §7A.8

The payments available to Employers as part of the RJRW Pilot are intended to support Employers offering ongoing, secure work for people with greater challenges to work, and to support the capability of Employers to create inclusive workplaces.

The financial support for Employers is available via a 12-month (52 week) RJRW Wage Subsidy Agreement and includes a Wage Subsidy and a 12-month Secure Work Payment.

7A.8.1. Wage SubsidyCopy citation · §7A.8.1

The RJRW Wage Subsidy is:

• a full payment of $10,000 (GST inclusive) paid as a Wage Subsidy over the first six months, for employment of 20 hours or more per week, or a full-time apprenticeship or traineeship.

• a partial payment of $7,000 (GST inclusive) paid as a Wage Subsidy over the first six months, for employment less than 20 hours per week, or a part-time apprenticeship or traineeship.

The eligible payment amount for an Employer is be based on the expected regular weekly working hours of the Participant at the time of the Placement commencement.

The RJRW Pilot provides the ability to tailor the RJRW Wage Subsidy milestone payment amounts and timeframe to the needs of Employers. Payments can be made at regular intervals and increments or can be tailored to the needs of the Employer. Options based on a full payment include:

• two payments of $5,000 at three months and six months (payments at regular intervals), or

• a payment of $2,000 at 2 months, a payment of $2,000 at 3 months and final payment of $6,000 at six months (tailored amounts and timeframe).

Tailored payment arrangements will be reflected in the RJRW Wage Subsidy Agreement.

7A.8.2. 12-month Secure Work PaymentCopy citation · §7A.8.2

An Employer is eligible for the 12-month Secure Work Payment where the relevant Participant:

• is still employed by the Employer 12-months after the Wage Subsidy Placement Start Date; and

• is employed on a permanent basis (either full-time or part-time).

The RJRW 12-month Secure Work Payment is:

• $5,000 (GST inclusive) for a Participant who at 12-months is employed by the Employer for 20 hours or more per week or is in a full-time apprenticeship or traineeship.

• $3,000 (GST inclusive) for a Participant who at 12-months is employed by the Employer for less than 20 hours per week or is in a part-time apprenticeship or traineeship.

Employers are eligible for the full amount of the RJRW Wage Subsidy and the 12-month Secure Work Payment if they meet the conditions for both. However, the total value of the combined Wage Subsidy payments and the 12-month Secure Work Payment (where applicable) for the Placement will not exceed 100 per cent of the relevant Participant’s wages at any point over the Wage Subsidy Agreement term.

For example, a Participant commences in the Placement with expected regular hours of 15 a week. The Employer would be eligible for a Wage Subsidy amount of $7,000 (GST inclusive). At the 12-month point, the Participant is regularly working 25 hours a week and is in permanent employment. The Employer would be eligible for a 12-month Secure Work Payment of $5,000 (GST inclusive).

7A.9. Negotiating the terms of the RJRW Wage SubsidyCopy citation · §7A.9

Unless Providers are otherwise advised, the Department will negotiate the RJRW Wage Subsidy terms with the Employer during initial discussions when brokering the RJRW vacancy and collaborate with Providers on the agreed terms where possible. The details and agreed Wage Subsidy arrangements will be communicated to Providers to support the creation of the RJRW Wage Subsidy Agreement.

The Department will provide a central engagement point between an Employer and multiple Providers, where several vacancies are being filled. This may involve the Department brokering the payment amount and frequency for the Wage Subsidy payments. Providers referring Participants to these vacancies, will be requested to implement the RJRW Wage Subsidy arrangements negotiated by the Department as part of managing the RJRW Wage Subsidy Agreement.

In circumstances where the Department brokers a low number of vacancies with an Employer, and only one Provider is involved, the terms of the RJRW Wage Subsidy payments may be left to the Provider to negotiate directly with the Employer.

7A.10. RJRW Wage Subsidy Agreement RequirementsCopy citation · §7A.10

Providers are responsible for managing all elements of a Wage Subsidy Agreement including making payments to Wage Subsidy Employers before claiming Reimbursement. For RJRW this includes managing the RJRW Wage Subsidy Agreement over the full 12 months of the Agreement term. Providers must not charge Wage Subsidy Employers to manage Wage Subsidy Agreements.

For a RJRW Wage Subsidy, Providers must ensure that the following principles are met:

• providing value for money, by ensuring a RJRW Wage Subsidy is used as an intervention to secure a suitable and decent job for an eligible Participant

• compliance with any work, health and safety requirements under the relevant state or territory legislation

• withstanding public scrutiny, and

• not bringing employment services or the Australian Government into disrepute.

Providers must ensure Employers are aware they are not entitled to receive a RJRW Wage Subsidy until such time as the Department has discussed a RJRW Wage Subsidy to the Employer and the Employer has entered into a RJRW Wage Subsidy Agreement with the Provider via Workforce Australia Online.

The RJRW Wage Subsidy Agreement must be approved within 28 days of the Participant commencing Employment.

7A.10.1. Head Agreements and SchedulesCopy citation · §7A.10.1

Creating Wage Subsidy Agreements

The RJRW Wage Subsidy Agreement consists of the general terms and conditions of the Head Agreement and the specific terms relating to the Wage Subsidy Placement, Wage Subsidy Participant, Wage Subsidy Period/s and the RJRW 12-month Secure Work Payment set out in the relevant Schedule.

The Wage Subsidy Period means the payment period for a Wage Subsidy, which are instalment payments of the agreed maximum amount.

RJRW Wage Subsidy Agreements must be created in the Department’s IT Systems by the Provider and approved online by the RJRW Wage Subsidy Employer via their Workforce Australia Online for Business account.

• System step — Providers must enter into a RJRW Head Agreement once with each Wage Subsidy Employer, via the Department’s IT Systems and the Employer's Workforce Australia Online for Businesses account (refer to the RJRW Supporting Document for further information). A Sample Copy of the Head Agreement can be found on the Provider Portal.

• System step — Once a RJRW Head Agreement has been entered into, a separate Schedule for each new RJRW Wage Subsidy Participant is attached to the Head Agreement. Schedules contain the specific details of the Wage Subsidy Placement for each new Wage Subsidy Participant.

• System step — Each Schedule the Provider attaches to the RJRW Head Agreement will relate to a single Wage Subsidy Placement and will create a separate contract (RJRW Wage Subsidy Agreement) between the Provider and the Wage Subsidy Employer in relation to that Wage Subsidy Placement. Both the RJRW Head Agreement and the Schedule must be in the form specified by the Department, created in the Department’s IT Systems.

• System step — Where the Department changes the terms and conditions of the template RJRW Head Agreement, the Provider must enter into a new Head Agreement with each Wage Subsidy Employer in accordance with the updated terms and conditions before attaching any new Schedules in respect of Wage Subsidy Placements. This includes having to enter into a new RJRW Head Agreement with those Employers with whom the Provider already has a RJRW Head Agreement.

Providers must not create a new RJRW Wage Subsidy Agreement after 1 April 2027, unless otherwise advised by the Department. This is to allow Employers to achieve a 12-month Secure Work Payment, and the Department to reimburse Providers, prior to the end of the Pilot’s funding on 30 June 2028.

Explaining Terms of the RJRW Wage Subsidy

Before sending the RJRW Wage Subsidy Agreement to the Employer for approval, Providers must explain the terms and conditions to the Employer to ensure they fully understand their rights and obligations in accepting the RJRW Wage Subsidy Agreement. This includes explaining the Documentary Evidence required from the Employer to confirm the Employer’s compliance with the terms and conditions over the course of the RJRW Wage Subsidy Agreement, and that the Employer must advise immediately if the Placement terminates early.

The term of a RJRW Wage Subsidy Agreement begins (Wage Subsidy Placement start date) on the Job Placement Start Date. The RJRW Wage Subsidy Agreement ends on the date agreed by both the Provider and Employer (i.e. 52 weeks following the Wage Subsidy Placement start date, or on the date Employment ceases where a Wage Subsidy Placement terminates earlier than the agreed date).

Wage Subsidy Periods must be recorded on the Schedule. See Payments to Wage Subsidy Employers section for more information.

Providers should refer Wage Subsidy Employers to the ‘Manage Wage Subsidies’ help guide (located on the Workforce Australia website) for details on how to manage their Wage Subsidy Agreements, including submitting Documentary Evidence.

Wage Subsidy Agreements will not be accepted in an offline format. Should the Provider or Wage Subsidy Employer experience difficulties using the Department’s IT Systems and/or Workforce Australia website to approve the Wage Subsidy Agreement, they must contact the Employer Hotline on 13 17 15 prior to the 28-day timeframe expiring.

7A.10.2. Time requirements for approving a Wage SubsidyCopy citation · §7A.10.2

Providers must ensure that the RJRW Wage Subsidy Agreement has been approved by the Employer in the Department’s IT Systems within 4 weeks (28 days) of the Wage Subsidy Placement commencing.

Wage Subsidy Agreements will not be approved outside of 28 days from the commencement of Employment, and Providers will not be Reimbursed for any payments made to Employers where there is not an approved Wage Subsidy Agreement in place. Providers must ensure Employers are aware of the 28-day timeframe and the consequences of not meeting it.

Providers are required to have appropriate administrative processes in place to meet the 28-day timeframe and must work with Wage Subsidy Employers to ensure that this timeframe is met. If the Department determines there is evidence (e.g., correspondence and/or a draft Wage Subsidy Agreement in the Department’s IT Systems) that the Provider delayed the Employer’s approval the Department may take compliance action against a Provider. This includes but is not limited to delays caused by Providers:

• not confirming a Participant’s eligibility and/or any concurrent Wage Subsidy Agreements prior to recommending them for a Placement

• delaying the creation of a RJRW Wage Subsidy Agreement until well after Employment commenced, or

• failing to respond to Department and/or Employer enquiries in a timely manner.

In these cases, compliance action may include including Directing the Provider to make Wage Subsidy payments to the Wage Subsidy Employer without reimbursement and/or blocking Outcome payments associated with the Employment position.

7A.10.3. Change of Business OwnershipCopy citation · §7A.10.3

If a Wage Subsidy Employer changes ownership, the new owner is eligible to claim the remaining Wage Subsidy payment/s, provided all other eligibility requirements are met. The RJRW Wage Subsidy Agreement must be novated between the parties before the new owner can claim the remaining Wage Subsidy payment/s.

7A.10.4. Concurrent FundingCopy citation · §7A.10.4

Under the General Terms and Conditions of the Head Agreement, Wage Subsidy Employers are required to notify Providers of any Australian Government or State or Territory government funding they receive for the Wage Subsidy Participant or placement.

Wage Subsidy Employers cannot access Wage Subsidies if they receive funding from other Australian Government, state or territory wage subsidies or similar employment program funding for the same Participant in the same RJRW Wage Subsidy Placement.

The Provider should continue to check whether the Wage Subsidy Employer is following the above requirements throughout the RJRW Wage Subsidy Agreement term.

7A.11. Payments to Wage Subsidy EmployersCopy citation · §7A.11

The Provider must have entered into a RJRW Wage Subsidy Agreement with the Wage Subsidy Employer and all terms and conditions of the RJRW Wage Subsidy Agreement must be satisfied before the Provider can make a payment to the Wage Subsidy Employer. 

Real Jobs, Real Wages Wage Subsidy payments must not exceed 100 per cent of the Participant’s wages at any point over the Wage Subsidy Placement period.

• Documentary evidence — Wage Subsidy Employers must invoice the Provider to receive a Wage Subsidy payment and submit the required Documentary Evidence to support payment (see Summary of Documentary Evidence section). 

7A.11.1. Calculating Payments for Early TerminationsCopy citation · §7A.11.1

If a Wage Subsidy Placement terminates prior to the Wage Subsidy Placement End Date, Providers must pay an adjusted amount of the Wage Subsidy payment for the period worked. The adjusted amount must be calculated by:

• paying the amount due at the next Wage Subsidy Milestone date, or

• paying Employers 100 per cent of wages earned up to the Participant’s departure date,

  whichever applies.

All adjustments must be documented and approved in line with program integrity requirements.

Documentary Evidence must show the Participant earned 100 per cent or more of Wage Subsidy Payment amount over the period worked.

7A.11.2. Calculating Partial Schedule PaymentsCopy citation · §7A.11.2

If a Participant earns lower than expected wages due to working fewer hours because of difficulties managing the transition to employment or due to their identified barriers at any Wage Subsidy Milestone date, Providers must pay an adjusted Wage Subsidy Payment for that period. The adjusted amount must be calculated by:

• paying the amount due at the next Wage Subsidy Milestone date, or

• paying Employers 100 percent of wages earned up to the Participant’s departure date,

  whichever applies.

The initial payment may be reduced, with the difference redistributed across remaining payments. This approach helps manage risk while maintaining the total subsidy amount.

A payment may be withheld until the Participant’s wages earned align with the agreed payment milestone/s. This ensures payments reflect actual progress.

All adjustments must be documented and approved in line with program integrity requirements.

Documentary Evidence must show the Participant earned 100 per cent or more of Wage Subsidy Payment amount paid over the period worked.

7A.11.3. Wage Subsidy Employers Not Registered for GSTCopy citation · §7A.11.3

The total maximum amounts of a Wage Subsidy specified in this Guideline are GST inclusive. Where a non-GST registered Wage Subsidy Employer submits a tax invoice for the correct amount of a Wage Subsidy to a Provider, the Provider must pay the Wage Subsidy Employer the amount (GST Exclusive). 

When the Provider submits a claim for Reimbursement, the Department will pay the full (GST inclusive) amount. The Provider is responsible for remitting the GST inclusive amount to the Australian Tax Office.

7A.11.4. Documentary Evidence required from EmployersCopy citation · §7A.11.4

Documentary Evidence must confirm the RJRW Wage Subsidy Employer's details (including name and ABN) and the Wage Subsidy Participant's name.

Providers must obtain, upload and retain sufficient Documentary Evidence which demonstrates the Wage Subsidy Participant was employed by the Wage Subsidy Employer in the Wage Subsidy Placement in accordance with the terms and conditions of the Deed, Guideline, and RJRW Wage Subsidy Agreement to process a Wage Subsidy payment to an Employer and to claim Reimbursement from the Department.

RJRW Wage Subsidy

• Documentary evidence — Documentary Evidence must include: 

• evidence to confirm the RJRW Wage Subsidy Participant's Employment which demonstrates the regular working hours and wages paid for period nearest to the Wage Subsidy reimbursement point, which may be in the form of (but is not limited to):

  • a completed Wage Subsidy payment template (Refer to the refer to the RJRW Supporting Document for further information)

  • pay slips or a printout from the Wage Subsidy Employer’s payroll software

  • a statutory declaration, email or other correspondence from the Wage Subsidy Employer, or

  • where a Wage Subsidy Participant's Employment ends prior to the Wage Subsidy Placement end date, a written statement of the reason why Employment ended.

Documentary Evidence must show the Participant earned more than 100 per cent of the Wage Subsidy amount at each payment point.

RJRW 12-month Secure Work Payment

• Documentary evidence — Documentary Evidence must include: 

• evidence to confirm the Wage Subsidy Participant's Employment which demonstrates the regular working hours for the period nearest to the 12-month point, AND

• the permanent status of their employment, which may be in the form of (but is not limited to):

  • a copy of an employment contract with the permanent work status and regular weekly hours

  • a completed Wage Subsidy payment template (Refer to the RJRW Supporting Document for further information)

  • pay slips or a printout from the Wage Subsidy Employer’s payroll software, or

  • a statutory declaration, email or other correspondence from the Wage Subsidy Employer.

Providers may request the Employer provides additional Documentary Evidence relating to a RJRW Wage Subsidy Placement, RJRW Wage Subsidy Participant, and/or RJRW Wage Subsidy Agreement. In requesting additional Documentary Evidence, the Provider must ensure the Employer understands what evidence will be required, the purpose of the evidence, and the timeframe for providing the evidence, prior to approving the Wage Subsidy Agreement.

The Department will work with Employers and Providers in the RJRW Pilot to identify appropriate mechanisms to reduce administrative burden around Documentary Evidence.

7A.11.5. Provider Claims for ReimbursementCopy citation · §7A.11.5

The Provider can only claim a Reimbursement for a Wage Subsidy payment if:

• all terms and conditions of the relevant Deed, this Guideline, the Real Jobs, Real Wages Supporting Document (where applicable) and RJRW Wage Subsidy Agreement have been met

• they have first made the relevant Wage Subsidy payment out of their own funds to the Wage Subsidy Employer

• the Reimbursement claim is for the same dollar value they paid the Wage Subsidy Employer, and

• they have sufficient Documentary Evidence to demonstrate the above which must be uploaded at the time of claiming Reimbursement.

7A.11.6. Time requirements for claiming a ReimbursementCopy citation · §7A.11.6

Providers must submit all claims for Reimbursement no later than 56 days after the end of the Wage Subsidy Placement. This includes where a Wage Subsidy Placement terminates early.

For RJRW, Providers are encouraged to submit all claims for Reimbursement of Wage Subsidy payments within 56 days of the six-month Wage Subsidy period. The Wage Subsidy Agreement will remain active for 12 months, while a Participant remains in the job, to allow for reimbursement of the 12-month Secure Work Payment.

The Wage Subsidy Head Agreement requires Wage Subsidy Employers to notify Providers immediately if the Wage Subsidy Participant's Employment ends prior to the Wage Subsidy Agreement end date. In accordance with this, Providers must ensure that, where a Wage Subsidy Placement has terminated early, the correct Placement end date is recorded in the Department’s IT Systems, and that claims for Reimbursement are submitted no later than 56 days from the end of the Wage Subsidy Placement.

Under the Head Agreement, Providers are required to make the final Wage Subsidy payment and the 12-month Secure Work Payment (where applicable) to the Wage Subsidy Employer where the Employer:

• requests the final Wage Subsidy and 12-month Secure Work Payment, and

• supplies the required Documentary Evidence for that payment to the Provider within 28 days from the end of the Wage Subsidy Placement.

Providers may choose to make the final Wage Subsidy payment and the 12-month Secure Work Payment (where applicable) to the Wage Subsidy Employer where they submit the required Documentary Evidence after the 28-day timeframe, if all other eligibility requirements are met. However, the Provider must claim the Reimbursement from the Department no later than 56 days from the end of the Wage Subsidy Placement.

7A.11.7. Recovery of Reimbursement Claims PaidCopy citation · §7A.11.7

The Department may recover any Reimbursements made to the Provider, where the Department determines, at its absolute discretion that the Wage Subsidy Employer has:

• misused the RJRW Wage Subsidy, including, but not limited to, breaching clause 17 of the Head Agreement

• not met the terms and conditions of the RJRW Wage Subsidy Agreement

• been suspended and/or excluded by the Department from participating in Wage Subsidies, or

• otherwise engaged in activity that may bring, or could be perceived to bring, the use of RJRW Wage Subsidies or the Commonwealth of Australia into disrepute.

The Department may also recover any Reimbursement made to the Provider where the Department determines, at its absolute discretion, that the Provider has not met the requirements of the Deed, this Guideline and/or the Real Jobs, Real Wages Supporting Document.

7A.11.8. Documentary Evidence from ProviderCopy citation · §7A.11.8

Providers must ensure Documentary Evidence demonstrates that payment was made to the Wage Subsidy Employer before claiming a Reimbursement. From 1 November 2025, Providers must upload all Documentary Evidence against the Wage Subsidy Agreement via the Reimbursements screen of the Department's IT Systems at the time of claiming Reimbursement.

As per the Privacy Chapter of the Workforce Australia - Part A: Universal Guidelines, Tax File Numbers must be redacted from any pay slips prior to being uploaded into the Department's IT Systems as Documentary Evidence to support Wage Subsidy payments.

Documentary Evidence may be in the form of a:

• record of transaction (bank statement or report from the Provider’s financial system)

• tax invoice and corresponding receipt from the RJRW Wage Subsidy Employer

• tax invoice from the RJRW Wage Subsidy Employer and a remittance advice, or

• statutory declaration, email or other correspondence from the Provider.

The Documentary Evidence to support a claim for Reimbursement must confirm:

• the RJRW Wage Subsidy Participant’s name and JSID

• the RJRW Wage Subsidy Employer’s details (including name and ABN)

• the amount of the RJRW Wage Subsidy payment, and

• the date the RJRW Wage Subsidy payment was made.

Providers are also encouraged to include other relevant evidence (correspondence or file notes) to support payment integrity activities, particularly if there were unusual or complex circumstances that require explanation.

The Department can request additional Documentary Evidence from Providers relating to a RJRW Wage Subsidy Placement, RJRW Wage Subsidy Participant and/or RJRW Wage Subsidy Agreement from Providers, to support Program Assurance Activities. If Providers do not have this Documentary Evidence, they can request it from Wage Subsidy Employers, as per the Employer’s obligations under the RJRW Wage Subsidy Agreement.

7A.12. Post placement supportCopy citation · §7A.12

Both the Department and Providers are responsible for post placement support for Participants and Employers. The level of post placement support is expected to vary according to the needs of the Participants and Employers.

Providers are expected to collaborate with the Department to provide post-placement support to Participants and Employers to maximise the success of RJRW Placements across the full 12 months of the Placement, including after a Participant is Suspended or Exited from a Provider’s Caseload.

Providers should immediately advise the Department if a Participant reports any incidents of inappropriate or unsafe workplace behaviour and follow the appropriate departmental process and protocols.

7A.13. Provider Outcome paymentsCopy citation · §7A.13

Providers may be eligible for Progress and Outcome Payments, where they comply with the requirements specified in the Provider Payments and Vacancies Chapter.

When the RJRW vacancy type is selected, Outcomes will track with the same features as a Normal position. Therefore, Providers need to be aware:

• There will be no mandatory Documentary Evidence requirement enforced by the Department’s IT Systems for Outcomes associated with the RJRW vacancy type.

• If the Employment is an Apprenticeship or Traineeship, the option to claim a Full Outcome via the system (based on full-time participation) will not be available for Outcomes associated with the RJRW vacancy type. If Providers wish to claim Full Outcomes based on participation in a full-time Apprenticeship or Traineeship they will need to submit a Manual Claim.

Please see the Provider Payments and Vacancies Chapter for more information.

7A.14. Engagement with continuous feedback and evaluation processCopy citation · §7A.14

The RJRW Pilot will have a focus on continuous improvement. Providers are encouraged to collaborate with the Department to continually improve the experience for both Employers and Participants. This may be in the form of ongoing direct engagement with the Department or through surveys or other channels.

The RJRW Pilot will also have a formal evaluation, and the views of Providers will be incorporated into this process.