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The table below provides definitions for key terms to help you with your application. For more detailed definitions please read the Guidelines – Appendix B Glossary.
An employer that applies to the Jobs Victoria Fund for wage subsidies.
Awards (award rates) are legal documents that outline the minimum pay rates and conditions for workers in Australia.
An organisation or business that directly employs people
Full-time equivalent (FTE)
1 FTE is equivalent to a full-time worker (38 hours a week), while 0.5 FTE is equivalent to a part-time worker (19 hours a week). All other work arrangements are calculated in reference to 1 FTE.
A written document containing the terms and conditions of a Grant.
An individual who is looking for a job.
Jobs Victoria Partner
Organisations that have received funding through Jobs Victoria to deliver employment related services on behalf of the Victorian Government.
Jobs Victoria Partners:
People who have been unemployed for more than six months.
For the purposes of the Jobs Victoria Fund, a part-time employee:
Private sector business
An organisation that is run by individuals for profit and is not controlled by the State.
For the purposes of the Jobs Victoria Fund, a person who works no more than 16 hours per fortnight in total under casual employment arrangements.
A person who is unemployed, is not working for one hour or more, is actively seeking work and is currently available for work.
Base rates of pay payable to employees for their ordinary hours of work (and related on-costs such as superannuation, annual leave and personal leave, payroll tax or WorkCover Insurance costs) and including loadings, penalties and monetary allowances (e.g. dirty-work allowance, first aid allowance, adverse working conditions allowance). Wages do not include incentive-based payments, bonuses or overtime.
Frequently Asked Questions (FAQs)
These FAQs are for employers interested in making an application to the Jobs Victoria Fund. Further information can also be found in the Guidelines. This page will be updated regularly.
Background and assistance
The Jobs Victoria Fund creates jobs for people who have been most affected by the economic impacts of the pandemic. These people are identified as priority groups because the pandemic has particularly impacted their employment opportunities.
The Jobs Victoria Fund provides eligible employers with wage subsidies of up to $20,000 over 12-months to meet the costs of taking on new, eligible employees.
For more information see the Guidelines.
Support is available to assist you to hire eligible employees from the priority groups of jobseekers, please visit Recruitment support.
If you employ a jobseeker registered with a Jobs Victoria partner, you and the employee will also receive post-placement mentoring and support.
If you recruit through the Jobs Victoria online hub you can target job ads to the priority groups of jobseekers eligible for this Fund. To enable this functionality please contact email@example.com or 1300 208 575.
Before you start the application process, please review all the information available on the Jobs Victoria Fund page, including the Guidelines, complete the Questionnaire – Is my business eligible? and the Eligibility Checklist to determine whether all eligibility requirements can be met.
You must hire employees from at least one of the priority groups of jobseekers before you make an application. If you meet all the eligibility criteria and supply the necessary information, you will receive funding (subject to the availability of funds and 3.4 Applicant conditions see the Guidelines).
For more information see How to apply.
If you need support to complete your application, please contact firstname.lastname@example.org or 1300 208 575.
The Jobs Victoria Hotline offers services for language translation and interpreting for people with a hearing impairment through Translating Interpreting Service National.
Call the Jobs Victoria Hotline on 1300 208 575.
You can also book an appointment through Translating Interpreting Service National online or by calling 131 450.
Information about the Jobs Victoria Fund is available in community languages, including information sheets. Please contact Jobs Victoria to request copies of these.
Funding and calculations
Employers can apply for subsidies to support up to a 20 per cent in current staffing (based on full time equivalent employees) or up to 20 full time equivalent (FTE) employees per applicant over the life of the Fund.
Please note that employers who currently employ fewer than 5 FTE are eligible to apply to access wage subsidies for up to 1 FTE. This includes small business/organisations that did not previously have any employees.
The amount available to an employer varies depending on the employee and is calculated pro-rata based on hours worked.
Two levels of wage subsidies are available, level 1 of up to $20,000 and level 2 of up to $10,000, see the Guidelines for further information.
Pro-rata subsidies are provided for part time roles. To attract the full subsidy, full time employment is classified as 38 hours per week.
Where the employer hires a jobseeker from both groups listed under level 1 and level 2, the higher payment applies. For example, an employer who employs an Aboriginal and/or Torres Strait Islander woman under the age of 25 on a fulltime basis would be eligible for a $20,000 payment.
Maximum full time equivalent (FTE) caps apply and are based on the employers’ current FTE staffing levels:
- Larger employers with 100 FTE or more can apply to subsidise up to an additional 20 FTE.
For example, an employer with 100 current FTE can apply for wage subsidies to support 20 FTE, bringing their total to 120 FTE.
- Smaller employers with less than 100 FTE can apply to subsidise a 20 percent increase in their current staffing levels.
For example, an employer with 20 current FTE can apply for wage subsidies to support 4 FTE, bringing their total to 24 FTE.
Employers can apply to the Jobs Victoria Fund as many times as they like without exceeding the FTE cap over the life of the Fund.
If an employer is applying to subsidise 20 FTE, they can make as many applications as they like so long as it does not exceed 20 FTE in total.
Employers making applications above these FTE caps will be contacted to revise their application.
This is calculated per employee, by the level of funding (level 1 or level 2) the employee attracts, and whether their role is part time or full time.
To calculate the likely wage subsidy amount:
- Convert employee hours into FTE using a 38-hour working week.
For example, if you are seeking a wage subsidy for three employees, one working 38 hours a week (1.0 FTE), one working 19 hours a week (0.5 FTE) and one working 28.5 hours a week (0.75 FTE) then you are seeking a wage subsidy for a total of 2.25 FTE.
- Determine the wage available for each employee based on their priority group.
For example, if the full-time employee is a woman aged over 45 years old (1.0 FTE), this meets the Level 1 criteria of $20,000. If the remaining employees are a young person (0.5 FTE) and a man over the age of 45 (0.75 FTE), this meets the Level 2 criteria of $10,000 – however, as the roles are part time the wage subsidy is pro-rata (1.25 FTE x $10,000 = $12,500).
In this scenario, the total payment for three employees totalling 2.25 FTE will be is $32,500, which will be paid across the life of the Grant Agreement.
When calculating the maximum increase of 20 per cent in current staffing (based on FTE employees) employers should include all permanent and fixed-term employees in this calculation. This includes staff on paid or unpaid leave such as annual, personal, sick, carers, maternity/paternity, long service, and all other types of leave.
- For your organisation, identify each permanent and fixed-term employee’s ratio based on a 38-hour working week.
For example, an employee working 19 hours per week is a 0.5 ratio (19/38). Casual employee hours should be averaged over the preceding month to calculate the FTE for that employee.
- Add together all the individual employee ratios to create your organisation’s total FTE.
- Divide your organisation’s total FTE by 5 to calculate a 20 per cent increase to the organisation’s size.
For example, if your total FTE is 65, a 20 per cent increase is 13 FTE (65/5). If your total FTE is 120, a 20 per cent increase is 24 FTE (120/5), however in this scenario you can only apply for 20 FTE as the wage subsidy is capped at a 20 percent increase to a maximum of 20 FTE per applicant.
The 20 per cent increase in the organisation’s FTE up to 20 FTE applies across all applications made by the employer to the Jobs Victoria Fund over the life of the Fund.
Please note that employers who currently employ fewer than 5 FTE are eligible to apply to access wage subsidies for up to 1 FTE. This includes small business/organisations that did not previously have any employees.
Yes. The minimum for an application is one employee for a minimum of 19 hours per fortnight (i.e. 0.5 FTE).
Yes. Victorian-based subsidiaries are eligible provided that:
- Payroll of the Victorian-based subsidiary is less than $20 million in the financial year immediately preceding the date when the application is made
- Employees must be directly employed by the Victorian-based subsidiary
- The application meets all the Fund criteria.
Yes. Employers looking for a wage subsidy to continue people who have finished as a Working for Victoria employee are eligible, provided they meet all eligibility criteria.
No. The Jobs Victoria Fund cannot be used to contribute to the costs of employing someone if that worker has been recruited to meet existing commitments through the Social Procurement Framework (the Framework).
For example, if your organisation will receive Victorian Government funding on the basis of employing workers from one of the Framework’s priority groups to deliver an existing project, you cannot apply for a Jobs Victoria wage subsidy for those workers.
This recognises that employers who have been successful in applying for a tender through the Framework will have already received Victorian Government funding on the basis of delivering one or more of the Framework’s inclusive employment objectives.
Yes. Provided they meet the eligibility criteria.
People who have worked for the applicant within the last 12 months are ineligible for support under the Jobs Victoria Fund, unless:
- they were previously employed by the applicants under the Working for Victoria initiative, or
- were employed on a casual basis for less than 16 hours per fortnight and are transitioning to a permanent or fixed-term job with the applicant for a minimum of 19 hours per week (i.e. 38 hours per fortnight).
New employees must have commenced work with the applicant on or after 16 March 2021 and within 12 weeks of the application date.
If an employee was previously employed by the applicant under casual arrangements for less than 16 hours per fortnight or under the Working for Victoria initiative, they must have commenced in the new fixed-term or permanent role for which the subsidy is sought on or after 16 March 2021 and within 12 weeks of the application date.
Yes. The Jobs Victoria Fund aims to support those people impacted most by the pandemic to enter or re-enter the workforce. There is no minimum period of unemployment to be eligible for the wage subsidy.
Someone from a priority group who is underemployed in casual work is also eligible to apply, provided the wage subsidy will enable them to transition to a permanent or fixed-term job with the applicant for at least 19 hours per week.
People previously employed under the Working for Victoria initiative are also eligible without experiencing a period of unemployment.
No, there is no minimum period of unemployment required.
However, for level 1 applicants employing a person falling under the long-term unemployed group this is defined as six months or more.
For the purposes of the Jobs Victoria Fund, a newly arrived migrant is someone who has arrived in Australia during the past four years. To be eligible for the Jobs Victoria Fund the person must have come from a non-English speaking background and must also meet the Jobs Victoria Fund residency eligibility criteria.
For more information see the Guidelines (Section 3.2 Criterion B - Employee eligibility).
No. Eligible employees must be a resident of Victoria, and either be Australian citizens, holders of permanent residence visas with work entitlements, holders of Australian temporary work visas, holders of student visas who are enrolled in an eligible course of study in Australia or holders of Australian refugee and humanitarian visas with work entitlements.
The job must be undertaken in Victoria.
No, organisations cannot submit a joint application and can only apply to the Jobs Victoria Fund if they are the direct employer of eligible employees.
An individual application needs to be submitted by each organisation. Subsidiaries of a franchise or parent company can apply, provided they meet the eligibility criteria.
Small and medium businesses are encouraged to apply for the Jobs Victoria Fund.
The maximum increase of 20 per cent in current staffing (based on full time equivalent employees) requirement does not apply to employers with fewer than 5 FTE.
Employers that currently employ fewer than 5 FTE are eligible to apply to the Jobs Victoria Fund to access wage subsidies for up to 1 FTE. This includes small business/organisations that did not previously have any employees.
Employers that are seeking subsidies for casual employee(s) transitioning to fixed-term or permanent positions may increase their total FTE by more than 20 per cent. The maximum of 20 FTE still applies.
Eligible organisations including sole traders and partnerships cannot use the subsidy to employ themselves.
Yes. Recipients of previous business support or Working for Victoria grant can apply for the Jobs Victoria Fund.
Applicants who previously received funding under the Working for Victoria initiative can only access wage subsidies for eligible employees once all Working for Victoria support has been exhausted.
Applicants can also apply for and be currently receiving other incentives and/or wage support payments offered by the Victorian and Commonwealth governments. In particular, employers can access the Commonwealth’s wage subsidy schemes (including the JobMaker Hiring Credit) as well as the Jobs Victoria Fund.
Applicants must make a declaration that funding under the Jobs Victoria Fund will not be used to meet obligations under the Social Procurement Framework. Employers can contact Jobs Victoria for recruiting assistance through the Jobs Victoria online hub and/or Jobs Victoria partners to meet commitments under the Social Procurement Framework. Email email@example.com.
Further information about business support grants.
Applications will be assessed against each of the eligibility criteria and requirements outlined in the Guidelines.
Assessments will commence in the order applications are submitted.
Employers are encouraged to apply for the Jobs Victoria Fund as soon as possible after new employees have been hired to secure funding.
Employers can apply as many times as required to suit their business needs.
The application must be submitted by an authorised representative from the applicant organisation who can respond to all eligibility criteria (including the provision of supporting documentation where necessary).
The authorised representative who submits the application will be required to provide a certified copy of one of the following documents:
- Australian or international passport
- Australian visa
- Australian driver licence
- Medicare card
- Pensioner concession card.
A certified copy of the applicant’s identification document must be attached to the application form. See a list of people authorised to certify copies. Both the original and a copy of the original identification document must be brought to the certifier. For information about what happens when visiting a certifier, please see the Department of Justice and Community Safety website.
Identification documents for employees are not required to be certified. Acceptable types of identification documents for the applicant and the employee are an Australian or international passport, Australian visa, Australian driver’s licence, ImmiCard, Medicare card or a pensioner concession card.
The Jobs Victoria Fund will remain open until it is exhausted.
Employers must apply within 12 weeks of new employee(s) commencing their employment.
Where an employer is applying in respect of employee(s) that are currently employed casually for less than 16 hours a fortnight and are transitioning to a permanent or fixed term job with the employer, the application must be made within 12 weeks of the transition.
All employees for whom a wage subsidy is sought must be appointed in their new role by the employer on or after 16 March 2021.
Applicants will need to attach a WorkCover Certificate of Currency to their online application. Please make sure your WorkCover Employer Number (WEN) is visible on the Certificate of Currency attached to your application.
All employers should have received their 2020-21 WorkCover Insurance Notice from WorkSafe via email or mail in July 2020. You will find your WEN at the top right-hand corner of the notice, under date of issue.
If you have only recently applied to be registered with WorkSafe you may not have been issued with a WEN. In this case, please provide a copy of your WorkSafe Application with the WorkSafe Application Reference Number visible.
Find further information about WorkCover insurance.
Pay slips ensure that employees receive the correct pay and entitlements and help employers to keep accurate and complete records. They are either electronic or hardcopy statements provided to an employee within 1 working day of their pay day.
Pay slips must cover details of an employees pay for each pay period. The Fair Work Ombudsman provides a list of what information must be included on a pay slip along with a pay slip template that can be used by for employers.
Visit the Fair Work Ombudsman website for further information.
Statutory declarations must be attached to applications for verification purposes.
A statutory declaration is a written statement that you sign and declare to be true and correct in the presence of an authorised witness.
By signing it, you agree that the information in it is true. You can be charged with a criminal offence if the information is false. You can receive a fine of up to 600 penalty units, imprisonment for up to 5 years or both.
Statutory declaration templates can be downloaded at Resources to support your application.
Visit the Department of Justice and Community Safety for further information.
Once you complete stage 1 of the application, you will receive an email from Jobs Victoria with a link to the stage 2 form. You need to complete one form for each employee you are seeking a wage subsidy for.
Once you complete the form for an employee, you will receive a confirmation email. If required, a representative from Jobs Victoria will contact you to request any additional information to support your application. Any additional information must be submitted to Jobs Victoria by return email.
If you cannot find an email in your junk or spam mailbox, please contact firstname.lastname@example.org 1300 208 575.
Jobs Victoria will contact applicants to advise them of the outcome of the assessment process. If successful, a contract (Grant Agreement) will be provided to you for signing.
If additional information is required to process your application, you will be contacted and asked to provide additional information. This request will remain open for 30 business days.
The contract (Grant Agreement) will be between the successful applicant and the Department of Jobs, Precincts and Regions (DJPR).
Successful applicants will receive a Letter of Offer and the Grant Agreement which will include the terms of the agreement including evidence and reporting requirements to receive payments.
The Grant Agreement must be signed and returned to DJPR within the timeframes outlined in the guidelines.
The Grant Agreement will specify a payment schedule, including dates outlining when payments will be made directly into organisations’ bank accounts.
To receive payments, the employee(s) must still be employed with the applicant and the applicant must be meeting all the conditions set out in their Grant Agreement.
For more information see the Guidelines (Section 4.5 – Payment Milestones and 4.6 Milestone Requirements).
The JobKeeper payment eligibility arrangements are the responsibility of the Australian Government and applicants are advised to check with their financial advisor or the Australian Tax Office.
Completing an Employee Consent Form is part of the application process. It is used to check that the application meets the Fund’s criteria and confirm the identity of the employee for whom a wage subsidy is being claimed.
The form includes identity checks to ensure that the wage subsidy is supporting eligible employees. You will need to provide a copy of an approved identification document to your employer for this to be undertaken.
Enquiries about access to information should be directed DJPR’s Privacy Unit.
Organisations are responsible for employing and managing their employees, including providing appropriate training, induction, supervision, support and appropriately managing any performance issues if they arise.
Where an employee leaves a supported job for any reason, the employer cannot replace the employee within the current Grant Agreement. The employer will only receive a milestone payment if the employee is still employed when each milestone payment is due.
Privacy and feedback
Any personal information provided by the applicant or a third party in an application will be collected by the Department for the purpose of program administration. This information may be disclosed to other Victorian or Commonwealth government bodies for the purposes of assessing applications. If confidential personal information about third parties is included in an application, applicants are required to ensure that the third party is aware of the contents of this Privacy Statement.
Any personal or health information collected, held, managed, used, disclosed or transferred will be held in accordance with the Privacy and Data Protection Act 2014 (Vic), the Health Records Act 2001 (Vic) and other applicable laws
Enquiries about access to information should be directed to DJPR’s Privacy Unit.
To raise or discuss a matter, you can contact Jobs Victoria directly at email@example.com or on 1300 208 575.
Jobs Victoria is administered by the Department of Jobs, Precincts and Regions. If you are still having difficulty resolving a problem complaints should be directed through the complaints webform on the Department website.