Another flawed NDIS Annual Pricing Review for Allied Health Services

The NDIS Annual Pricing Review (APR) continues confuses professional equivalence with service equivalence. While Allied Health Professionals may work across Medicare, private practice, the NDIS and other schemes, the services delivered under the NDIS are fundamentally different in complexity, governance, documentation, travel, risk management and participant goals and outcomes. Benchmarking disability therapy against mainstream health consultation fees ignores these differences and risks undermining the very workforce the NDIA acknowledges is already in critical shortage. An evidence-based pricing review should begin with the efficient cost of delivering specialised disability services—not the reimbursement rates of unrelated funding schemes for unrelated services.

It is evident that the NDIA has once again failed to undertake a robust economic assessment of the efficient cost of delivering specialised disability services. Instead, the Annual Pricing Review relies predominantly on benchmarking against unrelated funding systems rather than analysing the actual cost drivers unique to NDIS allied health services. Consequently, the recommendations do not provide a sound evidentiary basis for achieving the stated objectives of supporting participant outcomes, workforce investment, quality supports and access to services.

The deficiencies identified throughout this submission raise serious questions about the effectiveness of the governance arrangements surrounding the Annual Pricing Review. The NDIA has a statutory responsibility to act as steward of the disability market. Government, in turn, has a responsibility to ensure that the Agency’s advice is founded on robust evidence and sound economic analysis. Where pricing recommendations are accepted despite failing to assess the efficient cost of delivering specialised disability services, both the Agency and those responsible for overseeing its performance have failed to provide the level of scrutiny that decisions of this magnitude demand.

The evidence for this conclusion

1. The benchmarking is against the wrong market

The report states that therapy prices should be benchmarked primarily against Medicare Benefits Schedule (MBS) and Private Health Insurance (PHI) rates because allied health professionals operate in the same labour markets. That assumption ignores the fact that the service is different, not just the profession.

An Occupational Therapist completing a complex home modification assessment, Functional Capacity Assessment or Assistive Technology prescription under the NDIS is not delivering the equivalent of a 20–60 minute outpatient consultation under Medicare.

Likewise:

  • NDIS Psychology involves complex disability, behavioural support interfaces, trauma, autism and intellectual disability.
  • NDIS Physiotherapy often involves lifelong neurological disability rather than musculoskeletal treatment.
  • NDIS Exercise Physiology addresses complex disability participation and functional outcomes, not short-term rehabilitation.
  • Allied Health Assistants work under delegated clinical governance requiring supervision, competency assessment and documentation.

The report compares services delivered by the same basic Allied Health qualification, but fails to compare the actual services and recognising the unique specialisations of professionals in a qualified field.


2. Medicare is not a cost benchmark

The APR repeatedly references MBS and PHI as evidence of “market rates”. However, MBS fees are Government policy settings, not economic cost models.

Every allied health peak body has argued for years that Medicare rebates significantly underfund service delivery.

Using one arguably underfunded government schedule to justify reducing another government schedule is circular logic—not economic analysis.


3. NDIS providers carry substantially higher overheads

The report acknowledges that providers operate under registration, governance and quality obligations, yet completely ignores many of the costs unique to disability practice.

Examples include:

  • Funding approval
  • NDIS Practice Standards
  • Quality audits
  • Clinical governance
  • Restrictive practice compliance
  • Worker screening
  • Incident management
  • Complex documentation
  • Participant safeguarding
  • Travel across community settings
  • Collaboration with multiple stakeholders
  • Plan reviews
  • Evidence gathering
  • Functional reporting

These costs simply do not exist in a standard private clinic billing Medicare or Private Health Insurance.


4. Therapy is not just “face-to-face time”

The report proposes separating non-face-to-face activities into separate line items to provide more transparency to where costs are being incurred.

While transparency is reasonable, it fundamentally misunderstands disability therapy.

Clinical reasoning occurs:

  • before the appointment
  • during the appointment
  • after the appointment

Preparation, risk assessment, equipment specification, liaison, documentation and outcome measurement are integral components of therapy—not administrative extras.

Separating these activities risks suggesting non-face-to-face activities may hold different value to face-to-face activities. The suggested separation of service activities also continues to fail to deliver on a key insight that should be clinical vs community based activities.


5. The report ignores workforce shortages while recommending price reductions

Elsewhere the report acknowledges that Occupational Therapists, Physiotherapists and Psychologists remain occupations in national shortage and that demand will continue growing strongly.

Yet despite recognising shortages, it recommends reducing prices for Exercise Physiology and Dietetics while effectively freezing or reducing the purchasing power of other therapy professions.

If supply is already constrained, reducing revenue is unlikely to improve participant access.

That is inconsistent economic reasoning.


6. Disability therapy is outcome-based, not throughput-based

Private health and Medicare generally fund episodes of care.

NDIS therapy delivers:

  • functional independence
  • home modifications
  • assistive technology
  • falls prevention
  • behavioural stability
  • carer training
  • reduced hospital admissions
  • reduced long-term support costs

These interventions frequently produce savings elsewhere in the health and disability systems, but require more intensive supports.

The APR infers that the services provided should be judged solely on the hourly based consultation, ignoring the downstream economic value created by the services.


7. The recommendations are inconsistent with the stated objective of market stewardship

The Executive Summary states that pricing should support:

  • participant outcomes
  • provider behaviour
  • workforce investment
  • quality supports
  • access to services.

However, the methodology adopted for allied health therapy pricing fails to meaningfully evaluate whether the proposed prices are capable of achieving any of these objectives. Instead, the panel has relied predominantly on benchmarking against the Medicare Benefits Schedule (MBS) and Private Health Insurance (PHI) fee schedules, despite these funding systems being designed for fundamentally different service models. The report expressly identifies MBS and PHI benchmarking as the primary basis for determining therapy prices.

This is not an assessment of the efficient cost of delivering specialised disability services. It is a comparison against unrelated funding mechanisms that neither reflect the complexity of NDIS allied health services nor the operating environment in which they are delivered. There is no robust economic analysis of the actual costs associated with community-based service delivery, travel, reduced clinician utilisation, multidisciplinary coordination, clinical governance, regulatory compliance or the specialised assessment activities that distinguish NDIS allied health practice from mainstream healthcare.

In adopting this methodology, the panel has failed to discharge the fundamental purpose of the Annual Pricing Review. Rather than determining whether proposed prices will sustain workforce capability, participant access and quality supports, it has substituted proxy benchmarks for genuine economic analysis. This represents a significant failure of professional judgement and analytical rigour. The resulting recommendations cannot reasonably be relied upon as evidence-based advice capable of meeting the objectives that the NDIA expressly charged this review to address.


8. Community-based disability therapy cannot be benchmarked against clinic-based practice

The APR assumes that an hour of therapy is equivalent regardless of where it must be delivered. This is incorrect.

Many NDIS allied health services must occur in participants’ homes, schools, workplaces or community environments. Home modifications, assistive technology assessments, functional assessments, falls prevention, vehicle modifications and some therapy programs require clinicians to observe and assess participants in the environments in which they actually live and function.

Unlike clinic-based practice, these services inherently involve significant travel between appointments. Travel time is not discretionary; it is an essential component of delivering the support safely and appropriately.

By contrast, a private clinic operating under Medicare or Private Health Insurance can schedule consecutive appointments throughout the day with virtually no lost productive time. The clinician may bill six to eight consecutive hours of treatment. A community-based clinician may only deliver five hours of therapy within the same working day because hours are necessarily consumed travelling to provide services to participants.

The APR and NDIA pricing arrangements also fails to recognise the fundamentally different economics of community-based allied health services. Community Allied Health services are largely referral-driven, episodic and location-dependent. Providers cannot simply group participants by suburb to improve utilisation, as complex assessments such as home modifications, assistive technology and functional assessments occur on an ad hoc basis across broad geographic areas. As a result, clinicians experience unavoidable travel and reduced productive utilisation, effectively subsidising the delivery of essential community-based disability services. Benchmarking these community based services against predominantly clinic-based Medicare or private practice models therefore materially understates the true cost of delivering NDIS allied health supports in the community.

The proposed benchmarking completely ignores this structural productivity difference. The APR demonstrates a lack of understanding of the services it is providing expert review of.

9. The review ignores the cost of securing access to services

The APR assumes that the cost of delivering allied health services in the NDIS begins when a clinician commences an assessment or therapy session. In practice, specialised NDIS allied health services frequently incur significant administrative effort simply to enable the service to proceed.

Complex services such as Functional Capacity Assessments, Assistive Technology assessments and Complex Home Modifications often require substantially more funding than is available within a participant’s quarterly budget allocation. Providers are therefore routinely required to negotiate with participants, plan managers, support coordinators and the NDIA to secure funding before clinically necessary work can be completed.

Where additional funding cannot be obtained in a timely manner, providers are often faced with two unacceptable alternatives: deliver a reduced assessment that falls short of clinical best practice, or absorb the unrecoverable cost of providing the additional hours required to ensure the participant receives an appropriate outcome. Unfortunately my team are human beings and so burn themselves out taking the latter approach.

This approval and funding negotiation process is an inherent cost of delivering specialised NDIS allied health services. It has no equivalent in Medicare or private health practice and is entirely absent from the APR’s economic analysis. Any pricing methodology that ignores these unavoidable costs materially understates the true cost of delivering complex disability services and shifts the financial burden from the Scheme to providers, ultimately threatening the sustainability of participant access to specialised allied health care.

Workplace Rehabilitation – The Doorman Fallacy

The Doorman Fallacy is the mistake of judging a profession only by its most visible, administrative, or transactional tasks while ignoring the expertise and value that sits behind them. A Workplace Rehabilitation Provider (WRP) is often viewed as "the person who develops a Recover-at-Work Plan", "organises suitable duties" and simply "coordinates the plan". That's the equivalent of saying a doorman's job is simply opening doors. The visible action is not the actual value.

When people think about Workplace Rehabilitation Providers (WRPs), they often focus on the visible activities they perform—assessments, return-to-work plans, workplace visits, stakeholder meetings, reports, and vocational services. These are important functions and form the foundation of the role. However, these activities alone do not explain why some claims recover quickly while others become prolonged, complex, and costly. The reality is that successful recovery and return to work rarely depend solely on medical management or administrative coordination. More often, outcomes are influenced by less tangible factors such as trust, confidence, motivation, communication, workplace relationships, and the ability of stakeholders to work towards a common goal. A worker may have medical clearance to return to work but lack confidence. An employer may be willing to provide duties but be unsure how to support the worker. A treating practitioner may focus on medical restrictions while operational pressures influence workplace decisions. Individually, none of these issues may appear significant, but collectively they can become substantial barriers to recovery. This is where the true value of a WRP often lies. The most effective rehabilitation consultants do far more than coordinate activities. They facilitate conversations, build trust, resolve misunderstandings, identify emerging risks, influence behaviour, and create alignment between stakeholders who may have different priorities and perspectives. These contributions are often difficult to quantify and may not be explicitly listed in service descriptions or performance measures. Yet they are frequently the difference between a claim that progresses smoothly and one that stalls, escalates, or results in long-term work absence. The following sections distinguish between the tangible functions of a WRP and the less visible—but often more valuable—intangibles that contribute to successful recovery and sustainable return-to-work outcomes. If you are unsure if a Workplace Rehabilitation Provider may be reasonably required then feel free to reach out for a discussion.

Core Functions of a Workplace Rehabilitation Provider

These are the activities generally required under workers compensation schemes:

Assessment

  • Assess capacity for work
  • Assess barriers to recovery and return to work
  • Conduct workplace assessments
  • Identify suitable duties
  • Evaluate functional capabilities against job demands

Return to Work Planning

  • Develop return to work plans
  • Develop graduated return to work programs
  • Set recovery and vocational goals
  • Monitor progress against plans

Coordination

  • Liaise with worker
  • Liaise with employer
  • Liaise with treating practitioners
  • Liaise with insurer and other stakeholders
  • Coordinate services and interventions

Workplace Intervention

  • Negotiate suitable duties
  • Recommend workplace modifications
  • Resolve workplace barriers
  • Educate employers regarding obligations and options

Vocational Services

  • Transferable skills analysis
  • Labour market analysis
  • Job seeking assistance
  • Vocational counselling
  • Retraining recommendations
  • New employer placement support

Reporting

  • Document outcomes
  • Provide progress reports
  • Provide recommendations to insurers
  • Maintain scheme compliance requirements
These a the tangible items that “yes” there is skill and expertise involved, but often the intangibles for the real value of the role. 
 

The Intangibles (The Real Value)

These are the things that often don’t appear in service descriptions but create most of the outcome.

1. Building Trust

A worker may:

  • Distrust the insurer
  • Distrust the employer
  • Feel anxious about returning

The WRP becomes a trusted neutral party.

Without trust:

  • Workers disengage
  • Recovery slows
  • Return to work plans fail

2. Translating Between Stakeholders

A doctor, employer, insurer and worker often speak completely different languages.

The WRP translates:

StakeholderTypical Focus
DoctorMedical restrictions
EmployerOperational needs
InsurerLiability and recovery
WorkerSafety and confidence

The WRP turns conflicting priorities into a workable plan.


3. Managing Fear

Many barriers are not physical.

Workers may fear:

  • Re-injury
  • Being judged
  • Losing employment
  • Not coping

Employers may fear:

  • Increased risk
  • Productivity loss
  • Further claims

The WRP helps both parties move forward despite uncertainty.


4. Creating Psychological Safety

Often the worker can physically return, but does not feel safe to return.

A skilled WRP:

  • Rebuilds confidence
  • Structures gradual exposure
  • Creates successful experiences
  • Restores self-efficacy

This is rarely documented as a service, but is often critical to success.


5. Conflict Resolution

Many claims contain:

  • Relationship breakdowns
  • Miscommunication
  • Mistrust
  • Perceived unfairness

The WRP often acts as an informal mediator.

A return to work program may succeed or fail based on relationship repair rather than medical recovery.


6. Influencing Behaviour

The WRP cannot force anyone to do anything.

Success depends on influencing:

  • Employers
  • Workers
  • Doctors
  • Insurers

This requires:

  • Negotiation
  • Communication
  • Credibility
  • Emotional intelligence

7. Seeing Risks Before Others

Experienced consultants often identify issues before they become obvious.

Examples:

  • A worker likely to disengage
  • A supervisor likely to resist duties
  • A doctor whose restrictions are escalating
  • A workplace culture issue

This preventative value is rarely measured.


8. Maintaining Momentum

Claims frequently stall because nobody owns the overall journey.

The WRP keeps momentum through:

  • Follow-up
  • Goal setting
  • Accountability
  • Escalation when required

Many successful recoveries are the result of hundreds of small interventions.

Why not just have "mobile case managers" from the Insurer or Claims Service Provider perform the functions of the Workplace Rehabilitation Provider?

Mobile Case Managers are the concept of having Insurer Case Managers with a lower case load who can be more hands on with the claims they manage, and is a good challenge to the value proposition of workplace rehabilitation providers (WRPs).

At first glance, it seems logical:

If the insurer already has a case manager or case support person (CSP), why not just have them support the worker and coordinate return to work?

The answer is that while there is some overlap, the two roles have different incentives, expertise, and perceived independence.

1. Independence Matters

The insurer’s case manager represents the insurer.

Even if they genuinely want a good outcome, workers and employers often perceive them as focused on:

  • Claim costs
  • Liability management
  • Scheme compliance
  • Claim duration

A WRP is typically viewed as a more neutral third party.

That neutrality allows conversations such as:

  • “The worker isn’t ready yet.”
  • “The employer’s duties aren’t actually suitable.”
  • “The treating doctor has concerns.”
  • “The worker is disengaging because of workplace conflict.”

Those conversations are often harder when the person facilitating them is employed by the insurer.


2. Different Expertise

Many case managers are excellent at:

  • Claims management
  • Legislation
  • Entitlements
  • Scheme processes

Many Case Managers have a legal background or backgrounds more aligned with ensuring legal compliance. WRPs on the other hand are qualified allied health professionals, such as Occupational Therapists or Rehabilitation Counsellors. Their training equips them to identify and address emerging barriers before they become significant obstacles through skills including:

  • Workplace Assessment
  • Functional Assessment
  • Vocational rehabilitation
  • Motivational Interviewing 
  • Stakeholder Facilitation

This clinical and vocational expertise enables WRPs to recognise early signs of disengagement, functional decline, workplace conflict, or return-to-work challenges, and implement targeted interventions to support sustainable recovery and work participation. Rather than focusing primarily on compliance, WRPs are trained to proactively address barriers and facilitate positive outcomes for all stakeholders.

A WRP may be better equipped to answer:

  • Can this worker safely perform these duties?
  • What modifications would remove this barrier?
  • How do we grade exposure to rebuild confidence?
  • What transferable skills exist if they can’t return to their pre-injury role?

3. Capacity and Scale

A case manager may carry a larger number of claimants, and their core functions are ensuring workers receive their entitlements and that approval for reasonable and necessary supports are provided. When a case manager gets pulled into the more intensive requirements of workplace rehabilitation they can become less responsive to their core functions.

That allows more intensive support:

  • Workplace visits
  • Face-to-face meetings
  • Functional assessment
  • Employer coaching

4. The Employer Often Needs Support Too

The worker is only half the equation.

Many employers:

  • Don’t understand restrictions
  • Fear re-injury
  • Don’t know how to structure suitable duties

The WRP often acts as a coach for the employer, not just the worker.

The Doorman Fallacy Again

If you think the WRP’s role is:
“Call the worker, call the employer, organise duties, write a report”
then yes, a case manager could probably do most of that. But if the real role is:
  • Building trust
  • Managing fear
  • Resolving conflict
  • Creating psychological safety
  • Influencing stakeholders
  • Predicting disengagement
  • Facilitating behavioural change
then the question becomes whether an insurer-employed person can perform those functions with the same effectiveness and perceived neutrality.

When a Workplace Rehabilitation Provider has Merit

Claims managers play an important role in determining when a Workplace Rehabilitation Provider (WRP) should be engaged. Timely referral is critical—delayed intervention can allow emerging barriers to develop into more complex challenges that are harder to resolve. It is self explanatory that not every claim requires WRP involvement. In some circumstances, a return to work may progress successfully without the need for additional stakeholders. Examples include:
  • Simple injuries with a straightforward recovery pathway
  • Highly engaged employers
  • Motivated workers
  • Supportive treating practitioners
  • Suitable duties that are readily available
  • Employers with experienced Return-to-Work Coordinators
In these situations, the insurer’s claims manager may be well placed to coordinate the return to work process effectively. However, responsibility for identifying emerging barriers should not rest solely with the claims manager. Workers, employers, treating practitioners, Return-to-Work Coordinators, unions, legal representatives, and other stakeholders should all feel empowered to raise concerns and request consideration of a WRP referral when they observe issues that may affect recovery, return to work, or claim progression. If you are unsure if a Workplace Rehabilitation Provider may be reasonably required then feel free to reach out for a discussion. This collaborative approach is increasingly important as insurers reserve WRP referrals for situations where specialist intervention is most likely to add value, including:
  • Complex claims
  • Psychosocial barriers
  • Long-duration claims
  • Workplace conflict
  • Potential vocational transition or redeployment cases
The value of a WRP is not simply that they coordinate return to work activities. Rather, they bring specialised expertise in workplace assessment, functional assessment, vocational rehabilitation, motivational interviewing, and stakeholder facilitation. The strongest case for engaging a WRP is when successful recovery depends on influencing human behaviour, rebuilding confidence, addressing workplace dynamics, overcoming barriers, or facilitating change across multiple stakeholders—not merely managing the administrative aspects of a claim.

Patients and Participants are Pasting Clinical Records into AI

It’s becoming increasingly common to ask AI questions and rely on it as an expert. We ask about our health, disability, and schemes such as the NDIS, often treating the answers as definitive advice.

This article was prompted by a recent situation where a participant’s carer raised some questions after uploading a report into AI for feedback. While the example relates to the NDIS, the same issues apply to workers compensation, CTP, personal injury, and other areas where IOH Health provides expert clinical support.

Privacy

The first consideration is privacy. In this case, the carer had uploaded the participant’s report verbatim into a consumer AI tool, apparently without recognising that the report contained highly sensitive personal and health information.

An NDIS clinical report may include diagnoses, functional limitations, daily living needs, behavioural observations, family circumstances, support arrangements, risks, and recommendations. When that information is copied into an online AI system, it may be stored, processed, reviewed, or used in ways the participant did not understand or consent to. Depending on the tool, the information may also be handled outside Australia.

This is especially important where the person uploading the report is not the participant themselves. A carer, family member, support coordinator, or advocate may have access to the report to assist the participant, but that does not automatically mean they have authority to share the report with external online platforms.

Even when the intention is helpful, uploading the full report can create an avoidable privacy risk. The safer approach is to avoid entering identifiable information into consumer AI tools, use de-identified excerpts where possible, and seek the participant’s informed consent before sharing their information with any third-party system.

Beyond Privacy

Privacy is often the first concern when using AI tools—and for good reason. But the conversation shouldn’t stop there. Once information from a report has been uploaded—whether in full or as excerpts—the question shifts from “Is this safe to share?” to:
“What happens when this information is interpreted without full context?”
Missing puzzle pieces can make a world of difference
Even when privacy risks are managed, there are still important limitations in how AI understands and analyses clinical information. These risks are less visible, but often more impactful—particularly when conclusions are drawn about recommendations, eligibility, or what supports someone “should” receive. Your questions may seem relatively simple.

It can feel helpful—instant answers, clear explanations, and confident responses.

But there’s an important question:

Is the AI actually in a position to be your expert?
The appeal: fast, confident answers. AI tools are designed to:
  • provide quick responses
  • simplify complex information
  • give clear, structured explanations
For general understanding, this can be useful. But there’s a key limitation:
AI gives answers based on patterns—not on you.

AI sees Patterns
Clinicians see People

The limitation: no real understanding of your situation AI does not:
  • meet you
  • assess your functional capacity
  • observe how you manage daily tasks
  • understand your goals, risks, or environment
Instead, it:
  • recognises patterns across many people
  • predicts what is likely to be correct
  • fills in gaps based on probability
This means its answers can sound right—but may not actually reflect your situation.

What is a Clinical Report

A clinical report is a document prepared by a qualified health professional to support decisions and recommendations about your needs. In the NDIS context, it helps explain your functional situation, the impact of your disability, and why particular supports may be reasonable and necessary. The report includes key information about your assessment, clinical reasoning, and the basis for recommendations. However, it cannot capture every nuance that informed the clinician’s view. Some of the reasoning comes from observations, discussions, professional experience, and contextual factors that are difficult to fully reproduce in writing. Third parties reading the report, including the NDIA, also place some inferred weight on the assumed expertise, qualifications, and professional judgement of the report author. In other words, the report is not assessed only by the words on the page, but also in light of the clinician’s role as an expert who has assessed your situation and formed a professional opinion. This matters when a report is reviewed by an AI tool. If those additional details are not in the written report, and if the tool does not properly account for the author’s expertise and professional judgement, they are also missing from the AI’s “probability equation”. The AI may then place more weight on what is common or typical, while overlooking the individual and professional factors that make a recommendation appropriate for you. A clinical report should therefore be understood as expert evidence supporting decisions and recommendations — not as a complete record of every factor considered, and not as a document that contains the full clinical context.

What AI is useful for

AI can still be helpful when used carefully:
  • understanding terminology
  • getting a high-level summary
  • preparing questions to ask your clinician
Used this way, it can support—not replace—understanding.

What to do if something doesn’t make sense

If you read your report (or an AI summary) and something feels unclear or incorrect, then the best next step is simple:
Ask your Clinician.
They can:
  • explain the reasoning behind recommendations
  • clarify how conclusions were reached
  • connect the report to your specific situation

The bottom line

AI tools are powerful, but they don’t have:
  • your lived experience
  • your full assessment context
  • your clinician’s professional judgement
Your report is based on all three. So while AI can help you understand parts of it, it shouldn’t be relied on to judge or reinterpret it in full.

Thought leader – Dr Tyler Amell

It’s a pleasure for IOH to be able to support ARPA in bringing world renowned thought leader Dr Tyler Amell to our shores to share his insights on the science of resilience and well-being. 

2023 Winner of Leadership and Management Excellence at the Allied Health Awards

A big congratulations to our OT Manager, Teresa Ferreira, who won the 2023 Allied Health Leadership and Management Excellence at the national Allied Health Awards in Darwin. Teresa is a passionate leader who is motivated to see her team grow and be supported in their OT careers. She has integrated a high standard of clinical evidence, procedures and operations into IOH services, and this has been recognized at the highest level. Teresa is passionate about our MDT approach and has a love of learning, that has created a growth mindset in her team, constantly striving to enhance the services delivered to our clients.

2023 One Door Illawarra Mental Health Luncheon

It is an honour to once again support our community sponsoring the One Door Mental Health in the Workplace Luncheon no 6 October 2023. As always the One Door Committee for the Illawarra have attracted a top notch speaker to continue to shine light on the important role of workplaces in fostering healthy mental health. 

REMEMBRANCE BIKE RIDE: 8-10 SEPTEMBER 2023

IOH Health is excited to be the Gold Sponsor for the 10th Anniversary Remembrance Ride supporting NSW Police Legacy. Two of our core values are Connection and Care, and NSW Police Legacy is a valuable charity that aligns to these values in the service it provides.

NSW Police Legacy was established in 1987 to provide support to police families who have suffered the loss of a loved one. Today, NSW Police Legacy continues to enhance the lives of Police Legatees by providing support to families through the provision of meaningful benefits, services, and advocacy and pride themselves as being an inclusive organisation. Regardless of whether a police officer was serving or retired, or the circumstances of their death, they support those left behind.

The Police Legacy Board and staff strive to ensure that no Legatee will ever feel forgotten or in need, and that they continue to feel connected to the Police Family.

IOH Staff are riding with the BAM (Bring A Mate) Team across a number of pelotons for this 3-Day Sydney-Canberra Ride. 

Pick a rider to donate to and show your support.

Riding from IOH:

  • Graeme Shepherd (Rehabilitation Services Manager) – DONATE
  • Scott Morton (Senior Employment Consultant) – DONATE
  • James Hogg (Managing Director) – DONATE

Local Riders

  • Register today to confirm your place in a Local Ride.
  • Registration is FREE.
  • You can form your own Local Ride, or check back on this page to join in one of the rides happening around the state (keep an eye on our social media for updates).
  • You can register for your whole group/family, if you want to. No need to register one at a time.
  • You can buy official Remembrance Bike Ride 2023 Kit and event merchandise – visit the online merch store today! Order before 9 August 2023 to ensure it arrives in time for the event.

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