Is a mental illness a disability in Australia?

Living with a mental health condition can affect far more than how you feel. It can shape your energy, focus, relationships, and ability to get through the day.

For some people, these impacts are significant and ongoing, which is when a mental illness may be recognised as a disability.

When a mental illness becomes a disability

Mental illness becomes a disability when its impact, rather than its name, meets certain thresholds. A mental health condition may be considered a disability if it has lasted, or is likely to last, for a long period; it substantially limits your ability to carry out everyday activities; and it creates barriers to participate in work, education, or community life

This is often described as a psychosocial disability, which refers to the functional impact of mental illness rather than the diagnosis itself.

Examples of when a mental illness may be a disability

Does mental illness need to be formally assessed to be recognised as a disability?

This is one of the most important questions, and the answer depends on where and why recognition is needed.

For legal protection and workplace adjustments

You do not need a formal disability assessment to be protected under discrimination law.

If you have a mental illness that affects your work, you are generally protected once your employer is aware that you have a condition, that it affects your ability to do parts of your job, and that you may need reasonable adjustments.

 A full disability assessment is usually not required for workplace adjustments. However, you are allowed to request a letter or medical certificate from your GP, psychologist, or psychiatrist.

For the National Disability Insurance Scheme (NDIS)

Yes, a formal assessment is required. To access the National Disability Insurance Scheme (NDIS) for psychosocial disability, you usually need:

• A formal diagnosis from a qualified health professional

• Evidence that the condition is likely to be permanent

• Functional assessments showing how the condition affects daily life

• Reports explaining why ongoing disability support is needed

The focus is not on symptoms alone, but on your ability to function across areas such as self-care, social interaction, learning and working. Check out the NDIS eligibility checklist for more specific information.

For income support or the disability support pension

Yes, formal medical evidence is required to qualify for the Disability Support Pension (DSP) in Australia. To be eligible, your mental illness must meet all of the following criteria:

• It must be fully diagnosed, treated, and stabilised, meaning appropriate treatment has been tried and your condition is unlikely to significantly improve in the next two years.

• It must significantly limit your capacity to work, so that you are unable to work at least 15 hours per week within the next two years, even with support.

• It must be supported by detailed medical evidence, showing how the condition affects your ability to function and work.

This evidence usually includes reports from a psychiatrist, psychologist, or GP, and may involve functional capacity assessments that describe how your mental illness impacts concentration, stamina, social interaction, and task completion.

For a mental health care plan

A mental health care plan does not formally recognise disability. However, it can support treatment access and may help demonstrate the ongoing nature of your condition when seeking adjustments or accommodations.

For everyday recognition and support

In informal contexts, such as education settings or community services, recognition may be based on professional recommendations rather than a full disability assessment. The level of evidence required usually matches the level of support being requested.

Employer duties for people with a psychosocial disability

Employers have a responsibility to create a safe and fair workplace for all their staff, including those with psychosocial disabilities. If an employee’s mental health condition affects their ability to do their job, they are protected under anti-discrimination laws. Once an employer is aware of this, they are generally expected to consider reasonable adjustments.

Reasonable adjustments might include flexible hours, changes to workload, remote work options or extra support during challenging periods. Employers also have a duty to manage psychosocial risks at work, such as high job demands or workplace conflict.

Taking mental health seriously, including offering employee wellbeing programs, helps support people early and reduces the risk of issues becoming more severe over time.

Final thoughts

Living with a mental health condition can feel heavy, and even heavier when you are trying to understand your rights or navigate complex systems. Whether or not a mental illness is recognised as a disability in your situation, support is not limited to one pathway. Many people draw on a combination of healthcare, workplace adjustments, community services, and informal support to manage their wellbeing and stay engaged in daily life.

If your mental health condition is disrupting how you work, study, or care for yourself, there are protections and options designed to reduce pressure rather than add to it. When needed, don’t hesitate to consult with a mental health professional, your manager or HR leader at work, or a public service hotline.