What is a work capacity decision SIRA?

SIRA (the State Insurance Regulatory Authority in NSW) oversees the workers’ compensation system. They set the rules insurers must follow when making these decisions. If something feels off, knowing SIRA’s role can help you understand your rights.

What goes into a Work Capacity Decision?

When the insurer issues a WCD, they weigh: your functional capacity, age, education, and work history suitable job options identified by the vocational assessor or workplace rehabilitation provider earning potential for those roles based on the Labour Market Analysis (LMA) This is used to decide whether you are fit, partially fit, or currently unfit, and how your weekly payments should be calculated.

What is a work capacity decision notice period?

When your insurer makes a work capacity decision, they’ll send you a notice outlining the outcome. Usually, this comes with a set notice period, meaning you have time to understand the decision and, if needed, prepare a review or appeal

Who provides vocational assessments for work capacity in NSW?

These assessments are typically carried out by a workplace rehabilitation provider such as AusRehab. They look at your transferrable skills, qualifications, and functional abilities to match you with safe and suitable work.

Who decides if I am fit, partially fit, or unfit for work?

The decision is made by your insurer. They base it on medical reports from your treating doctor, specialist opinions, and vocational assessments. These help determine whether you can return to your usual job, do modified duties, or are currently unable to work at all.

What is considered “suitable employment” in a work capacity assessment?

A suitable employment refers to the work you can reasonably perform given your injury, qualifications, skills, and the local labour market, not just any job available. For many workers, this definition can feel broad, which is why independent vocational assessments from a provider like AusRehab are so valuable. They ensure that your actual abilities, not just assumptions, are taken into account.

How does a work capacity decision affect weekly compensation entitlements?

Your weekly payments depend on the outcome of the work capacity decision. If you’re found to have full or partial capacity for suitable work, your payments may be reduced or stopped. If you’re assessed as having no current capacity for work, your payments may continue. This decision becomes especially important at the 130-week mark, where stricter rules apply.

What is included in a work capacity assessment form?

A work capacity assessment form generally covers your medical details, functional abilities, work history, and any restrictions. It’s a structured way for insurers to gather the information they need to make their decision.

What is the difference between a work capacity decision and a work capacity certificate?

A work capacity decision is made by the insurer and determines your ability to work and your entitlements. A work capacity certificate is completed by your doctor, outlining your medical capacity and restrictions. The insurer uses this certificate as part of its decision-making process.

Does AusRehab provide support for workers challenging a work capacity decision?

Yes. AusRehab can provide functional evaluation or vocational assessment reports, workplace assessments, and other evidence to support a review or appeal of a decision. We also liaise directly with insurers, employers, and treating practitioners to advocate for fair outcomes.

October 17, 2025

• 6 min read

Your Comprehensive Guide to JobCover6 and JCPP

Discover how SIRA’s incentives and support programs like JobCover6 and JobCover Placement Program (JCPP) support NSW businesses through workers comp.

By Ginny at AusRehab

Looking to cut your costs while hiring? You’ve got some opportunities here.

Besides short-term voluntary programs like Work Trial and Connect2work, the workers compensation system in NSW also offers long-term work incentives programs to support both employers and injured workers. Some examples are JobCover6 and the JobCover Placement Program (JCPP) from SIRA.

The intention of these initiatives is to encourage employers to provide ongoing employment to injured workers who are still recovering but cannot return to work with their pre-injury employer. Both programs offer financial incentives to employers, with slight differences in duration and benefits.

This article guides you through the eligibility criteria, benefits, and key differences between JobCover6 and the JobCover Placement Program. If you’re hiring, this is a great chance to secure a motivated worker while reducing your long-term costs.

Understanding SIRA’s Work Incentive and Support Programs

Dedicated to helping injured workers rebuild their independence and return to meaningful employment, the State Insurance Regulatory Authority (SIRA) delivers a range of funded vocational programs under the NSW workers compensation system. These initiatives are designed to support both workers and employers through financial incentives, practical assistance, and structured return-to-work pathways. The programs include:

Short-term incentives for employers: Work Trial program and Connect2work
Long-term incentives: JobCover6 and JobCover Placement Program (JCPP)
Other incentives: Transition to work, Equipment and workplace modifications program, and Training program

These initiatives intend to encourage employers to provide ongoing employment to injured workers who are still recovering but cannot return to work with their pre-injury employer. All programs offer financial incentives to employers, with some differences in duration, criteria and benefits.

Jobcover6

The JobCover6 Program supports injured workers in finding short-term employment with a new employer. It offers a structured six-month placement, providing wage subsidies and protection for employers who take part.

JobCover Placement Program (JCPP)

The JobCover Placement Program (JCPP) is a longer-term employment incentive that encourages employers to offer up to 12 months of ongoing work to an injured worker who cannot return to their pre-injury employer. JCPP provides higher financial incentives and longer premium exemptions compared to JobCover6, helping employers create sustainable roles that support a worker’s long-term recovery and participation in the workforce.

Who Is Eligible for JobCover6 and JCPP?

Worker Eligibility

A worker is eligible for JobCover6 and JCPP if they:

are receiving, or are entitled to receive, weekly payments under the Workers Compensation Act 1987
have capacity to work and are looking for new employment
have not accepted a commutation or work injury damages settlement

Employer Eligibility

An employer may be eligible if they:

have no workers compensation liability to the worker (are not the worker’s pre-injury employer)
hold a current workers compensation policy with an insurer or a self-insurer’s licence
are not grouped with the pre-injury employer for workers compensation insurance or insured under the same group self-insurer licence as the pre-injury employer
have professional indemnity, public liability and motor vehicle insurance coverage where necessary
can demonstrate adherence to relevant workers compensation and workplace health and safety laws
are not receiving any other wage subsidy for the worker

To qualify for the schemes, an employer must:

have offered employment to a worker for an agreed period of up to 6 months to be eligible for JobCover 6, and at least 12 months for JCPP, both for a minimum of 64 paid hours per month (exceptions can be made for fewer hours in the initial period if can be shown that the worker will progress to meet this requirement reasonably soon)

Key Benefits of Joining SIRA’s Work Incentive Programs

Benefits for Workers

JobCover6 and JCPP are a step up the ladder from work trials because in these two programs, the worker is entitled to a paid wage. Hence, workers enrolled in JobCover6 and JobCover Placement Program benefit by getting:

Paid Employment: Fair remuneration for their time and labour can give workers a sense of job satisfaction and improved financial security.
Opportunity for Full-time Work: The programs accommodate a range of employment arrangements and effectively pave the way for the worker to return fully to work.
Enhanced Well-being: Through these programs, the worker can regain confidence in themselves and their work abilities, especially since they’ve had to pivot to a new employer.

Benefits for Employers

“If the injured worker experiences any aggravation or recurrence of their injury within the first two years, the employer is not responsible for the associated costs. These costs are covered by the worker’s original claim.”

Employers who participate in the programs obtain:

exemption of the worker’s wages from the employer’s workers compensation premium calculation for two years
no liability for any worsening or recurrence of the worker’s existing injury for up to two years

Specifically for JobCover6, SIRA provides an incentive payments of up to $10,400 over a period of up to 6 months, with a weekly maximum of $400; and for JCPP, the incentive goes up to $27,400 during the first year to offset the costs of the worker’s wages.

A Side-by-Side Look at JobCover6 and JCPP

Both JobCover6 and the JobCover Placement Program (JCPP) foster a mutually beneficial situation. It motivates employers to offer job opportunities to injured workers, helping them return to the workforce. At the same time, it provides significant benefits and protections for the employers involved. The goal is to help workers who cannot return to their pre-injury employer by securing new employment opportunities.

The key differences of JobCover6 and JCPP lie in:

Duration: JobCover6 lasts up to 6 months, while JCPP extends for 12 months or more.
Incentives: JobCover6 offers up to $10,400 over six months, while JCPP provides up to $27,400 in the first year.

Notably, employers participating in JobCover 6 can opt to extend into the JCPP at the end of the program period.

Your Next Step With AusRehab

Interested in bringing on a motivated employee while taking advantage of funded occupational programs? Whether it’s a long-term JobCover Program or short-term Work Trial, AusRehab is here to help you navigate the options and maximise benefits.

Contact us today to learn more about how we can help strengthen your workforce with sustainable employment plans and lower long-term costs.

📞 1300 391 947

📧 office@ausrehab.com

🔗 Speak to our expert team

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Ginny at AusRehab

Ginny is a dedicated writer with extensive experience in digital marketing and content creation. She is passionate about transforming data insights into compelling narratives.

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