A Support Coordinator’s Guide to NDIS Support Worker Compliance in 2025: Beyond the Basics

Estimated reading time: 9 minutes

For over five years, I’ve had the privilege of working in the National Disability Insurance Scheme (NDIS) sector. In that time, I’ve seen firsthand the pivotal role Support Coordinators play in empowering people with disability to live their best lives. You are the trusted advisors, the problem-solvers, and often, the compassionate navigators of a complex system. 

But with a large caseload and limited time, the stress of finding reliable, high-quality providers for your clients is a constant challenge. You need streamlined, trustworthy partnerships so you can focus less on troubleshooting and more on creating impactful, positive outcomes. The foundation of any successful NDIS partnership is trust, and that starts with knowing that a provider and its workforce meet every formal and legal requirement. 

This blog post is a comprehensive guide to the essential compliance and qualification standards for NDIS support workers in 2025. It provides you with the specific, verifiable information you need to make confident decisions and connect your clients with a safe and competent workforce, helping you become known as a coordinator who truly makes a difference.

Key Takeaways 

• Two Pillars of Compliance: The two primary, non-negotiable requirements for NDIS support workers are the NDIS Worker Screening Check and adherence to the NDIS Code of Conduct. 

• Worker Screening is NOT a Police Check: The NDIS Worker Screening Check is a rigorous, national, and continuous assessment of a person’s suitability to work with people with disability, going far beyond a standard police check. 

• Essential Additional Qualifications: While not always mandatory for every role, a truly professional support worker possesses a broader skill-set. This includes qualifications like first aid, a driver’s licence for community access, and a Working with Children Check for supporting minors. 

• Complex Care Requires Specialised Training: For participants with high-intensity support needs, a support worker must have specific, mandatory training for tasks like medication administration or epilepsy management. 

• Verification is Key: You can and should verify a provider’s and a worker’s compliance status using the NDIS Quality and Safeguards Commission’s public registers and verification tools. 

The Foundation of Trust: Why Compliance Matters 

In the NDIS, every decision we make should be centred on promoting the safety, well-being, and genuine choice and control of participants. When a Support Coordinator refers a client to a provider, you entrust that organisation with a participant’s care, privacy, and personal goals. Therefore, understanding the legal and ethical requirements for the workers delivering that support is not just a box to be checked—it’s a fundamental part of your professional duty and a key step in building a safe NDIS ecosystem. 

A robust understanding of these requirements ensures that the providers you work with are not only compliant but are truly aligned with your core values of client advocacy and community inclusion. 

The Non-Negotiable: NDIS Worker Screening Check 

For any registered NDIS provider, there is a clear and non-negotiable requirement for all workers in risk-assessed roles: they must have a valid NDIS Worker Screening Check. 

What is it? 

The NDIS Worker Screening Check is a national, continuous risk assessment of a person’s suitability to work with people with disability. It is a rigorous process that assesses an individual’s suitability to work with people with disability, going far beyond what a standard police check provides. 

NDIS Worker Screening Check vs. a Police Check: Addressing Common Misconceptions 

A common misconception is that a police check is sufficient. It is not. While a police check focuses solely on an individual’s criminal history at a single point in time, the NDIS Worker Screening Check is a much more comprehensive and ongoing process. The NDIS check considers a wider range of factors, including criminal history, workplace misconduct, information about past employment, and any other relevant information that may determine if a worker poses a risk to a person with disability. The check is also continuously monitored, meaning that if a worker’s circumstances change, the NDIS Commission will be notified, and the worker’s clearance may be revoked. This provides a critical, ongoing layer of safety for participants. 

The Moral Compass: Upholding the NDIS Code of Conduct 

Beyond the formal screening process, every single NDIS support worker is bound by a set of ethical and professional obligations known as the NDIS Code of Conduct. The Code of Conduct is the behavioural framework that governs all NDIS-funded support and services. It promotes the health, safety, and well-being of people with disability by setting clear expectations for acceptable and ethical conduct. 

The seven key elements of the Code require workers to: 

• Act with respect for individual rights to freedom of expression, self-determination, and decision-making. 

• Respect the privacy of people with disability. 

• Provide supports and services in a safe and competent manner, with care and skill. 

• Act with integrity, honesty, and transparency. 

• Promptly raise and act on concerns about matters that may impact the quality and safety of supports and services. 

• Take all reasonable steps to prevent and respond to all forms of violence against, and exploitation, neglect, and abuse of, people with disability. 

• Take all reasonable steps to prevent and respond to sexual misconduct. 

These principles are not just guidelines; they are the bedrock of the NDIS and align directly with the United Nations Convention on the Rights of Persons with Disabilities. They empower workers to provide person-centred support while holding them accountable for their actions and conduct. 

Beyond the Basics: Other Essential Qualifications and Training 

While the above are foundational, a truly professional support worker possesses a broader skill set. For Support Coordinators, knowing a provider’s workers have these qualifications provides an extra layer of assurance and confidence. 

1. First Aid and CPR Certificates 

While not a mandatory legal requirement for all NDIS support workers, a current first aid and CPR certificate is increasingly expected in the industry. It is considered a crucial skill for responding to emergencies and is especially important when supporting participants with high-intensity support needs, which may include conditions like epilepsy. Providers have a duty to keep participants safe, and an investigator may question a provider if their workers are not trained in first aid. Many training providers offer accredited courses, such as HLTAID011 Provide First Aid. 

2. Driver’s Licence, Registration, and Insurance 

For any support worker providing community access support that involves transporting a participant in their personal vehicle, these are mandatory requirements: 

• A current Australian driver’s licence. 

• A reliable, roadworthy vehicle. 

• Vehicle registration. 

• Vehicle insurance that covers work-related use. 
  It is the support worker’s legal and professional obligation to ensure their vehicle and documentation are always up to date when providing transport services. 

3. Working With Children Check (WWCC) 

For any support worker providing services to a participant under the age of 18, a current Working with Children Check is a mandatory legal requirement. This state-based check is a separate but equally important screening process that assesses a person’s suitability to work with children. Many organisations require this check for all support workers regardless of the age of their current clients. It is crucial to remember that a volunteer WWCC is not valid for paid employment. 

4. Complex Care Training 

Many NDIS participants have specific, high-intensity support needs that require specialised training. This is a mandatory requirement for workers providing these types of supports. Examples of such training include: 

• Medication Administration: Training on how to safely and competently assist clients with their medication, covering topics like the “10 Rights of Medication Administration” and how to handle Dose Administration Aids (DAAs). This is often a specific course like HLTHPS006 Assist clients with medication. 

• Epilepsy and Seizure Management: Workers must be trained in the appropriate first aid techniques to respond to seizures. 

• Other high-intensity support training for conditions such as diabetes care, dysphagia (swallowing difficulties), and complex bowel care are also available and often required for specific roles. 

Your Verification Checklist: How to Vet a Provider 

You, as a Support Coordinator, have the power to verify that a provider and its workforce have met these critical requirements. This transparency is a key part of your ability to be a trusted advisor and make a real difference for your clients. 

Step 1: Verify the Provider’s Registration Status 

Always check if the provider is registered with the NDIS Quality and Safeguards Commission. You can do this by using the public NDIS Provider Finder tool on the NDIS website. A registered provider has undergone a rigorous audit process to ensure they meet the NDIS Practice Standards and have systems in place to deliver safe and quality supports. 

Step 2: Check for NDIS Worker Screening Clearance 

Registered NDIS providers are required to verify their workers have an NDIS Worker Screening Check clearance. You can ask a provider to confirm that their workers have this clearance and that they have verified it through the NDIS portal. This is an essential step that shows the provider’s commitment to safety and compliance. 

Step 3: Ask About Adherence to the Code of Conduct 

A provider’s commitment to the Code of Conduct should be evident in their policies, procedures, and training. When you’re in discussions with a provider, ask them how they ensure their workers are trained on and adhere to the Code. This question can reveal a lot about their culture and their dedication to ethical practice. 

Conclusion 

As a Support Coordinator, your mission is to secure the best possible outcomes for your clients. This requires a strong network of reliable, trustworthy partners. By understanding and verifying the formal requirements for NDIS support workers—namely the NDIS Worker Screening Check, the Code of Conduct, and additional qualifications like first aid and complex care training—you can confidently vet providers, knowing that you are connecting your clients with a safe, competent, and compliant workforce. 

At The SALT Foundation, we understand the pressures you face and the high standards you uphold. We not only meet these requirements, but we’re committed to exceeding them through our rigorous internal hiring processes, ongoing training, and deeply person-centred approach. We are here to be a values-aligned partner that provides the clear communication and streamlined referrals you need to make your day more efficient and your impact greater. 

Action Steps for Support Coordinators 

• Bookmark the NDIS Provider Finder: Keep the link handy to quickly verify a provider’s registration status. 

• Update Your Intake Checklist: Add a point to your provider intake process to ask about their verification process for the NDIS Worker Screening Check and any additional qualifications relevant to your client’s needs. 

• Make an NDIS Referral: Partner with a provider that prioritises compliance, safety, and reliability. 

FAQs

Patrick Donnelley