Host Employer FAQ

Our team is always available to talk through any questions or concerns. Call Reboot Australia on 0434 027 557 or email info@rebootaustralia.com. We would much rather have a conversation early than let a small issue become a big one.

Because the labour market is tight and good workers are hard to find. Many justice-impacted people are highly motivated to prove themselves. For them, employment is not just a job, it is a chance to rebuild their life, support their family, and stay on track. What we see consistently: high motivation and effort, loyalty to employers who give them a chance, and strong appreciation for stable work. For employers, this means access to a talent pool that many others overlook.

That is completely normal. Many employers start with a trial placement, a labour hire engagement, or short-term contract work. This allows both sides to build trust and see how the relationship works in practice. Reboot supports you through every step of the journey - it is not a sink-or-swim arrangement.

That is a very common approach. Many employers start with labour hire placements, short-term contracts, or trial periods. This lets both sides see how the working relationship develops without long-term pressure. If things go well, many employers transition those workers into ongoing roles.

That depends on the role and location, but in many cases we can move quickly. Because we work with candidates who are already motivated to find work, employers often have access to job-ready candidates faster than through traditional recruitment channels. Our process focuses on quality rather than volume - we make sure the candidate is suitable before they arrive on site.

We take screening seriously. Before someone is referred to an employer we take them through the Reboot blueprint - a 3-phase, 8-module curriculum covering: who they are and where they want to be in the next 1-5 years; their current situation and challenge mitigation; personal finances and goal setting; employment history and ticket collation (skill competencies); how to succeed at work and communicate with an employer; full disclosure of National Police Record; owning the narrative and positioning the past; building a reintegration plan and helping them action it; regular mentoring sessions. We also consider the risk profile of the role and whether it is appropriate for that individual. We will never knowingly place someone into a role where their background creates an unacceptable risk.

A big part of what we do is environment matching. Our Placement Managers understand the intricacies of each host employer's environment and culture. We look at type of work, supervision levels, workplace culture, travel requirements, and roster stability. The goal is not just to fill a vacancy, but to place someone in an environment where they have the best chance of succeeding long term.

Work readiness is less about technical skills and more about mindset and stability. We look for willingness to work and learn, personal accountability, stable living arrangements, ability to follow workplace instructions, and motivation to rebuild their life. Many employers tell us the candidates they hire from Reboot show a stronger appreciation for work than many traditional applicants.

Before referring someone to an employer we reinforce very clear expectations around attendance and punctuality, communication with supervisors, workplace behaviour, safety requirements, and accountability for mistakes. Candidates understand that employment opportunities through Reboot Australia are valuable and that maintaining trust with employers is critical.

38% of all incarcerated people in Australia have committed non-violent offences such as drug-related offences, driving offences, property offences, or breaches linked to past life circumstances. Typically the offences are drug-related due to addiction: thefts, possession, trafficking, driving under the influence. We assess every candidate individually. All candidates can talk about their past and have taken responsibility, made changes, and are ready to work. Offences that are hard to place include sexual offences, domestic violence, and serious violent offences (murder, intent to cause serious injury, grievous bodily harm). We know the majority of these are "no-goes" for our clients and we will not put them forward.

Yes, but within reason and within the law. Employers do not need every detail of someone's past, but you should have enough information to make a reasonable hiring decision. We discuss relevant information with the candidate beforehand, support them to disclose appropriately, and make sure any information shared is relevant to the role. The goal is honesty without unnecessary stigma.

A respectful way to ask is: "If we ran a police check, would anything show up?" - then "If so, what will be on there, and what is the context behind it?" - then "How have you changed?" and "What is stopping you doing something like this again?" This gives the candidate the opportunity to be honest, provides context to what happened, and establishes who they are now and what their why is. Reboot can guide these conversations if needed.

Generally, no. A person's criminal history is private information and should be treated the same way you would treat other confidential employee information. Disclosure to other staff should only happen if there is a clear operational or safety reason, and the employee has agreed to it. In most cases, the best approach is simple: treat them like any other new employee.

Confidentiality is extremely important. We follow a simple principle: the candidate's information is theirs to share. The hiring manager, supervisor and key leadership should know - other than that, it is at the discretion of the individual. Criminal history should never become workplace gossip or unnecessary discussion among staff. The focus should remain on the person's performance and contribution at work.

A National Police Certificate (NPC) issued by the Australian Federal Police costs $59 (current AFP fee as at 2024). State-police-issued certificates typically range $20-$55 depending on jurisdiction. Turnaround is usually 1-10 business days, with most clean-history checks completed within 1-3 days. Complex histories or name-matches against criminal databases can take longer. The NPC is a snapshot in time - it does not auto-update, so many employers re-check every 12 months for ongoing roles. Reboot manages NPC acquisition for every candidate before referral as part of the work-readiness pipeline.

An NPC is a one-off background check showing disclosable convictions. A Working with Children Check (WWCC) is a separate, state-issued clearance specifically for roles working with people under 18 - it costs around $80-$120 depending on state, lasts 3-5 years, and continuously monitors the holder's record. WWCC clearance is mandatory for any role where contact with children is part of the work. Reboot does not place candidates into WWCC-required roles unless the candidate already holds a current WWCC clearance.

All of our candidates are asked to obtain a Police Check. It helps build credibility between us, our candidates and our host employers. When an individual owns their narrative and has their record to prove what they are saying is true, it goes a long way toward rebuilding trust. We cover this as part of the Reboot blueprint screening before any host-employer referral.

Under the federal Crimes Act 1914 (Part VIIC), most adult convictions become "spent" after 10 crime-free years from the date of conviction (5 years for juvenile findings). Once spent, a person generally does not have to disclose that conviction and it should not appear on a National Police Certificate. There are exemptions - working with children, law enforcement, certain regulated professions, and immigration purposes - where spent convictions can still be disclosed. State-based schemes operate alongside the federal one (Spent Convictions Act 1988 in WA, Criminal Records Act 1991 in NSW, Spent Convictions Act 2021 in VIC, and equivalents in other states). Discrimination against someone based on a spent conviction is prohibited under the Australian Human Rights Commission Act 1986. If you are uncertain whether a disclosed offence is spent, Reboot can help work through it.

This is one of the most common questions employers ask. The reality is that most workplace theft is not committed by people with criminal records. Like any workforce, integrity comes down to the individual, not the label. What we focus on: referring candidates who are serious about rebuilding their life, matching people to the right environment, and ensuring they understand that trust must be earned. For most candidates we work with, the last thing they want to do is jeopardise the opportunity they have been given.

Like any employee, issues can happen. The difference is that with Reboot placements you have an additional support structure and a simple issue-raising process. If something goes wrong: 1) contact our team immediately, 2) we speak with the employee and understand the issue, 3) we work with you on the best path forward. This could include coaching and mentoring, adjusting expectations, mediation, redeployment, or ending the placement if necessary.

Relapse in life circumstances can happen for anyone, not just justice-impacted people. What matters is having support structures in place. Reboot provides ongoing mentoring, early intervention if we see warning signs, clear expectations around behaviour and attendance, and practical support around housing, stability and routine where needed. Employment itself is one of the strongest stabilising factors for people leaving the justice system.

The layers of disclosure are key here. The supervisor or hiring manager needs to know, and then it is at the discretion of the candidate to disclose further. It is all built on trust - trust that the supervisor would not hire someone unsafe to work alongside the rest of the team. The candidates we work with are safe, they have made significant changes in their life, and they are eager to embed these changes. If needed, we can also provide guidance on how to handle staff concerns, how to focus the conversation on workplace performance, and how to maintain a respectful and professional environment. What tends to change attitudes quickly is simple, consistent work performance.

No more than hiring any other employee. Employers are expected to assess candidates based on their ability to perform the role safely and responsibly. A criminal history alone does not automatically create legal risk. Where Reboot is the employer of record (labour hire model), this also creates a buffer for the host employer - Reboot carries the employment-law risk including workers' compensation and award compliance.

Under Australian discrimination law, an "inherent requirement" of a job is something genuinely essential to performing the role - not just convenient or preferable. The Australian Human Rights Commission has issued guidance on the test. For criminal-record relevance, the question is: does this specific conviction directly affect the candidate's ability to perform the inherent requirements of THIS role, safely and responsibly? A historical drug conviction is unlikely to be an inherent-requirement barrier to a warehouse role, for example, but might be for a healthcare role involving controlled-substance handling. If you are unsure how to assess relevance for a specific role, Reboot can talk it through and document the assessment.

In most workplaces this never comes up, but if it does, we hope it creates a positive conversation. If a client is not happy with the candidate's past, we will take them off site or have another conversation with the client. The customers and performance of the businesses we work with are paramount - we provide good candidates so businesses can grow and focus on doing the job at hand.

No. In most cases they require the same level of management as any new employee. The main difference is that there is an additional support structure around them through Reboot. If something outside of work begins affecting them, our mentors can step in early and help stabilise the situation. That takes pressure off supervisors and the business.

Like any new employee, sometimes a role simply isn't the right fit. If that happens we can provide additional mentoring and support, help reset expectations, or explore alternative roles that may suit the individual better. Because we work across multiple employers and industries, we can sometimes redeploy someone into a more suitable environment.

It varies. Some people start working immediately after release, while others need a short period to stabilise things like housing, identification, transport or licences. Our role is to make sure someone is work-ready before we refer them, not simply available. That usually means they understand expectations around turning up consistently, communication with supervisors, workplace behaviour, and accountability.

Most challenges have nothing to do with work ability. They are often practical barriers such as housing instability, transport, rebuilding identification and paperwork, reconnecting with family, and learning how to manage everyday life again. Stable employment plays a huge role in solving these challenges because it restores routine, income and purpose.

We have seen strong outcomes in construction, warehousing and logistics, manufacturing, landscaping and civil works, trades and trade-assistant roles, facilities maintenance, administration, cleaning, and mining. Defence, legal, government and healthcare are typically out of question due to clearance requirements, but most other industries can host people with a record.

Yes. Many Reboot candidates have completed pre-release training that prepares them for FIFO rosters, and many already hold mining-relevant tickets (Standard 11, Working at Heights, Confined Space, EWP, etc). Mining principal contractors typically require a pre-employment medical and drug screen - most Reboot candidates clear both. Where parole conditions affect interstate travel, we work with the candidate's parole officer to confirm FIFO rosters are approved before placement. We place candidates into FIFO operations across the Pilbara, Goldfields and South West, and into interstate FIFO from WA.

Many candidates have completed accredited training while in custody (Certificate II or III in construction, civil construction, hospitality, warehousing, horticulture, etc.) and hold their tickets - commonly White Card (construction safety), forklift HRWL, EWP, scissor lift, dogman, rigger, Working at Heights, Confined Space, First Aid. Some hold driver's licences across HR, MR, HC or MC classes. Where a role needs a specific ticket the candidate does not yet hold, Reboot helps source training providers and pathways - including state-funded options. We provide a full ticket inventory as part of every candidate brief.

The typical temp-to-perm length is 6 months. This is because reintegrating individuals face common challenge points at 3 days post-release, 3 weeks post-release and 3 months employed. Having a 6-month temp-to-perm period lets us support them through each of these phases to embed sustainable change. After 6 months, conversion to direct employment is straightforward.

We are happy to speak directly with HR, compliance or legal teams. This might include role-risk considerations, disclosure processes, supervision arrangements, and appropriate roles for reintegration employment. Our goal is to make sure everyone involved feels comfortable and informed before a placement occurs.

Yes, often. Several federal Workforce Australia wage subsidies can apply to second-chance hires depending on the candidate's profile: the general wage subsidy (up to $6,500 over 26 weeks), Long-Term Unemployed and Indigenous Australians subsidy (up to $10,000), Restart subsidy for mature-age workers 50+ (up to $10,000), Youth Bonus subsidy for 15-24 year olds (up to $10,000 over 12 months), and the Parents Returning to Work subsidy. Reboot's recruitment team will tell you which subsidies a specific candidate is eligible for, and we can help with the employer-side paperwork. State-based subsidies may also apply depending on your location and industry.

In most cases, yes. Reboot Australia is a certified social enterprise, and spend with us typically qualifies under: the Victorian Social Procurement Framework, federal Commonwealth Procurement Rules SME and social-enterprise weightings, the WA Social Procurement Strategy, and most principal-contractor flow-down social-procurement requirements (tier-1 builders, infrastructure programs, etc.). Reboot can provide certification documentation and ABN details for your procurement team's reporting. Specific eligibility depends on the procurement framework - we will confirm in writing for your tender or RAP reporting.

Some candidates may have parole or community-supervision conditions, but these rarely prevent someone from working. Common conditions include regular check-ins with a parole officer, curfews, and restrictions on alcohol or certain locations. Before referring someone to an employer we make sure their conditions do not conflict with the role or roster. If conditions change, we work with the individual and their supervising officer to make sure employment can continue where possible. In most cases, parole officers strongly support employment because it is one of the most important stabilising factors after release.

Across the reintegration sector, employment is one of the strongest predictors of someone staying on a positive path. 66% of people who reoffend are out of work at the time. Reboot's success rate of breaking the cycle of incarceration is 95%. What we consistently see is that when people are given stable work, supportive supervision and clear expectations, they are far more likely to maintain long-term employment and avoid returning to the justice system. For many candidates, a job is the turning point where life starts moving forward again.

According to the Productivity Commission's Report on Government Services 2024, Australia's 2-year return-to-corrections rate sits at approximately 46.5% nationally, with Western Australia tracking the highest in the country. The taxpayer cost of incarceration is approximately $130,000 per prisoner per year (~$370 per day). Reboot's 3.8% recidivism rate among placed workers - against a national 46.5% baseline - is one of the strongest outcomes in the Australian reintegration sector. Every long-term placement we make takes someone out of a $130k/year cost cycle and converts them into a contributing taxpayer.

Most employers start by giving one person a chance. When they see someone show up every day, work hard and appreciate the opportunity, the stigma tends to disappear quickly. Many of our long-term host employers continue partnering with us because they see strong work ethic, reliability, and loyalty from workers who value the opportunity.

A successful placement usually looks very normal. The person becomes part of the team. Their past becomes less relevant, and their identity shifts to being known as a worker, a team member, or a tradesperson. That is ultimately the goal of reintegration employment - moving from being defined by the past to being defined by the role someone plays in the workplace and their community. And, often, moving from temp/labour hire to a full-time employee.

Success is not just a job placement. Success is someone showing up consistently, learning new skills, becoming a reliable team member, and staying employed long term. When that happens, everyone wins - the employee, the employer, and the broader community.