Support Worker Code of Conduct

Issued by	Ethical Hire ABN 77 679 399 001
Version	1.0
Last updated	06/03/2026
Applies to	Ethical Hire public website, platform, workers, clients, participants, providers, coordinators and authorised representatives, as applicable

Purpose

Ethical Hire is committed to promoting safe, respectful, and person-centred supports for people living with disability across Australia.

This Code of Conduct explains the standards of behaviour expected from all Support Workers who use the Ethical Hire platform. It is designed to help Support Workers understand their responsibilities and ensure Participants receive supports that uphold their rights, independence, dignity, and wellbeing.

This Code aligns with the NDIS Code of Conduct and should be read alongside relevant legislation, NDIS requirements, and Ethical Hire policies.

All Support Workers are responsible for complying with this Code and for the quality and safety of the supports they provide.

1. Respecting Participant Rights

Every Participant has the right to make decisions about their own life, supports, and future. Support Workers play an important role in helping Participants exercise these rights while maintaining their independence and dignity.

Support Workers are expected to listen to Participants, respect their choices, and support them to make informed decisions. Even when a Support Worker may personally disagree with a Participant’s decision, they should respect the Participant’s right to choose, provided the decision does not place anyone at immediate risk of harm.

Support Workers must treat all Participants fairly and with respect, regardless of age, disability, cultural background, religion, gender identity, sexuality, or personal beliefs.

Ethical Hire has zero tolerance for abuse, neglect, exploitation, discrimination, bullying, harassment, violence, or any conduct that causes harm to a Participant.

2. Providing Safe and Competent Supports

Participants rely on Support Workers to provide supports safely and professionally. Support Workers must only perform tasks they are appropriately trained, qualified, experienced, and comfortable undertaking.

Workers are expected to follow safe work practices, use appropriate equipment, and take reasonable steps to protect both themselves and Participants from injury or harm.

If a Participant requests support that is outside a Support Worker’s skills, qualifications, or legal authority, the worker must decline the task and seek appropriate guidance or support.

Providing safe and competent supports also means arriving prepared, communicating effectively, and delivering services that meet the Participant’s agreed needs and goals.

2A. Duty of Care

Support Workers have a duty of care to take reasonable steps to protect Participants from harm while providing supports.

Duty of care means acting safely, responsibly, and in a way that promotes the Participant’s wellbeing. Support Workers should identify risks, follow safe work practices, and take appropriate action when they become aware of situations that may affect a Participant’s health, safety, or welfare.

Duty of care does not mean making decisions for Participants or removing their right to make choices. Instead, Support Workers should support Participants to understand risks and make informed decisions wherever possible.

If a Support Worker believes a Participant’s decision may create a serious risk of harm, they should discuss the concern respectfully, document the situation, and follow appropriate reporting processes where required.

2B. Choice and Control

Choice and control are key principles of the NDIS.

Support Workers must respect each Participant’s right to make decisions about their own life, supports, goals, routines, relationships, and activities.

Participants have the right to make decisions that involve reasonable risk, provided they understand the potential consequences. Support Workers should provide information, support informed decision-making, and respect the Participant’s preferences wherever possible.

Support Workers must not pressure, manipulate, or influence Participants into making decisions that benefit the worker or another person.

Supporting choice and control helps Participants maintain independence, dignity, and self-determination.

3. Acting with Honesty, Integrity and Professionalism

Trust is essential in any support relationship. Support Workers are expected to act honestly, ethically, and professionally at all times.

This includes being truthful about qualifications, experience, availability, and the supports they can provide. Workers should communicate openly and respectfully with Participants, families, representatives, and other professionals involved in a Participant’s care.

Support Workers must never engage in fraudulent activities, misuse NDIS funding, provide false records, or intentionally mislead Participants or Ethical Hire.

Professional behaviour helps build trust, confidence, and positive working relationships.

4. Maintaining Professional Boundaries

Support relationships are professional relationships. Maintaining appropriate boundaries protects both Participants and Support Workers.

Support Workers must not enter into romantic, sexual, or inappropriate personal relationships with Participants. They must not take advantage of a Participant’s trust, vulnerability, or circumstances for personal, emotional, or financial gain.

Workers should avoid situations where personal interests may interfere with professional responsibilities. This includes borrowing money, requesting gifts, becoming involved in personal financial matters, or using a Participant’s property without permission.

Clear professional boundaries help create safe and respectful support environments.

5. Protecting Privacy and Confidentiality

Participants often share personal, medical, financial, and sensitive information with their Support Workers. This information must be treated with care and respect.

Support Workers are responsible for protecting the privacy of Participants and handling information in accordance with Australian privacy laws.

Information should only be shared when the Participant has provided consent, when it is necessary for service delivery, or when disclosure is required by law.

Support Workers must not discuss Participant information in public places, share information on social media, or disclose confidential information to family members, friends, or other unauthorised persons.

Respecting privacy helps maintain trust and protects Participant rights.

6. Responding to Concerns, Incidents and Risks

Support Workers have a responsibility to help keep Participants safe.

If a Support Worker witnesses, suspects, or becomes aware of abuse, neglect, exploitation, violence, sexual misconduct, unsafe practices, or any serious risk to a Participant, they must take action immediately.

This may involve contacting emergency services, notifying the NDIS Quality and Safeguards Commission, reporting concerns to appropriate authorities, or following Ethical Hire’s incident reporting processes.

Ignoring concerns or failing to report serious issues may place Participants at risk and may breach legal or professional obligations.

Participant safety must always be the priority.

6A. Reporting Obligations

Support Workers are responsible for reporting concerns, incidents, and risks that may affect the safety, wellbeing, or rights of a Participant.

Reportable matters may include:

• Abuse, neglect, exploitation, violence, or harassment
  • Sexual misconduct or inappropriate behaviour
  • Restrictive practices that are not authorised or are used incorrectly
  • Serious injuries or medical emergencies
  • Unsafe environments or work practices
  • Suspected fraud, theft, or misuse of NDIS funding
  • Any situation that places a Participant or another person at significant risk

Reports should be made as soon as possible through the appropriate channels, including emergency services, the NDIS Quality and Safeguards Commission, Ethical Hire reporting processes, or other relevant authorities where required.

Support Workers must cooperate with investigations and provide accurate information when requested.

7. Keeping Accurate Records

Accurate records support continuity of care, accountability, and participant safety.

Support Workers should keep clear and factual records of the supports they provide, including significant observations, incidents, changes in wellbeing, and other relevant information.

Records should be completed as soon as practical after a shift and should accurately reflect what occurred. Information must be objective, professional, and free from personal opinions or assumptions.

Good documentation helps ensure Participants receive consistent and appropriate support.

7A. Case Notes and Documentation

Case notes are an important part of delivering quality and safe supports.

Support Workers are expected to complete clear, accurate, and timely case notes after each shift or support session, where applicable.

Case notes should include relevant information such as:

• Supports provided during the shift
  • Progress towards participant goals where relevant
  • Significant observations or changes in wellbeing
  • Incidents, accidents, injuries, or risks identified
  • Actions taken during the support period
  • Information that may be important for future supports

Case notes must be factual, objective, and respectful. Workers should record what they observed or did, rather than personal opinions, assumptions, or judgments.

All records must be stored securely and handled in accordance with privacy and confidentiality requirements.

Good documentation helps ensure continuity of support, accountability, participant safety, and quality service delivery.

8. Managing Conflicts of Interest

Support Workers must always act in the best interests of Participants.

A conflict of interest occurs when personal, financial, or other interests could influence a worker’s professional judgement or decision-making.

Support Workers should avoid situations that create actual, potential, or perceived conflicts of interest. Where a conflict exists, it should be disclosed promptly and managed appropriately.

Participants should always feel confident that recommendations and decisions are being made to support their needs and goals rather than the interests of others.

9. Responsibilities of Support Workers, Participants and Ethical Hire

Support Workers

Support Workers are responsible for their own conduct, professional practice, qualifications, reporting obligations, and compliance with the NDIS Code of Conduct and relevant laws.

Participants

Participants are responsible for treating Support Workers with respect, providing information necessary for safe support delivery, and making decisions about their own supports.

Ethical Hire

Ethical Hire provides a platform that connects Participants and independent Support Workers.

Ethical Hire may conduct onboarding checks, review complaints, investigate platform-related concerns, and take action where platform requirements are breached.

However, Ethical Hire does not direct, supervise, employ, or manage Support Workers and is not responsible for the day-to-day delivery of supports provided by independent workers, except where required under Australian law.

Breaches of this Code

Failure to comply with this Code may result in warnings, suspension, removal from the Ethical Hire platform, referral to the NDIS Commission, or other action considered appropriate based on the seriousness of the breach.

Ethical Hire is committed to supporting a safe, respectful, and inclusive environment where Participants can exercise choice and control and receive quality supports consistent with the principles of the NDIS.