NDIS Code of Conduct: What Every Provider Must Know in 2025

As we near the end of 2025, it’s a timely reminder for all NDIS providers to check compliance with the NDIS Code of Conduct. The Code is a set of legally binding rules that applies to all NDIS providers, registered and unregistered, as well as their workers and key personnel.

The Code promotes the rights of people with disability and sets out clear expectations for safe, respectful, and ethical service delivery. Recent changes confirmed that key personnel are covered by the Code and introduced a prohibition on unfair pricing of goods for NDIS participants.

For providers, the Code is more than a legal requirement, it’s the foundation of trust, quality, and integrity across the NDIS.

What is the NDIS Code of Conduct?

The Code is part of the NDIS Quality and Safeguarding Framework and is set out in the NDIS (Code of Conduct) Rules 2018. It outlines the minimum standards of conduct required to protect the health, safety, and wellbeing of people with disability.

It applies broadly across the sector, including:

• Registered and unregistered NDIS providers
   
• Their workers and contractors
   
• Key personnel, such as executives and directors
   
• Providers delivering Commonwealth continuity programs and community partners
   
• Even staff of the NDIS Commission itself
   

This ensures everyone delivering supports in the NDIS is held to the same standard.
 

The 8 Elements of the NDIS Code of Conduct

1. Respect rights, choice and control

People with disability have the right to make decisions about their own lives. Providers must respect freedom of expression, self-determination, and decision-making in accordance with laws and conventions.

This includes supporting decision-making, communicating in ways that participants understand, and respecting values and beliefs related to culture, faith, gender, sexuality, and age. Providers should actively listen to participants and involve them in all decisions that affect their lives.

2. Respect privacy

Privacy is a human right, and providers must comply with Commonwealth, State, and Territory privacy laws. This covers how personal and health information is collected, stored, and used.

Providers should explain clearly what information is held, who has access to it, and how it will be used. Privacy also extends to service delivery, for example, ensuring participants have dignity in personal care and daily routines.

3. Provide safe and competent supports with care and skill

Supports must be delivered competently and safely. Providers must ensure workers are properly trained, supervised, and qualified for the services they deliver.

Safe and competent practice also means meeting work health and safety requirements, keeping accurate records, and holding appropriate insurance. Providers must never direct workers to perform tasks beyond their skills or qualifications.

4. Act with integrity, honesty and transparency

Trust is essential in the NDIS. Providers must communicate honestly about their services, costs, and qualifications. They should avoid misleading claims, declare any conflicts of interest, and never engage in sharp practices such as high-pressure sales or hidden costs.

Integrity also means only recommending services that meet a participant’s needs, not the provider’s interests. Transparency builds confidence and ensures participants can make informed choices.

5. Raise and act on concerns about quality and safety

Providers have a duty to respond quickly to issues that may affect the quality and safety of supports. This includes fostering an environment where participants, families, and workers feel safe to raise complaints.

Effective complaints systems, incident management processes, and clear communication are required. Providers must take concerns seriously, respond fairly, and use feedback to drive improvement.

6. Prevent and respond to violence, exploitation, neglect and abuse

People with disability are at higher risk of harm, and providers must take all reasonable steps to prevent and respond to these risks.

This includes having clear safeguarding policies, training staff, reporting incidents to the NDIS Commission, and reducing restrictive practices. Providers must commit to eliminating abuse and neglect in all forms and ensure participants are always safe.

7. Prevent and respond to sexual misconduct

Sexual misconduct breaches the trust that participants place in providers and workers. It includes any unwelcome or inappropriate sexual behaviour, whether physical, verbal, or through exploitation.

Providers must have clear guidance for staff behaviour, zero tolerance for misconduct, and robust processes to deal with allegations. All incidents must be reported promptly to the Commission and relevant authorities.

8. Fair pricing of goods

Providers must not charge NDIS participants higher prices for goods than other customers unless there is a clear, reasonable justification.

This prevents unfair practices and ensures participants are treated with dignity and respect. Providers must be transparent in pricing and able to explain any differences if questioned.

Code of Conduct in 2025: Heightened Enforcement & New Tools

In 2025, the NDIS Commission ramped up its compliance and enforcement activity, issuing more banning orders, corrective actions, and refusals of registration than in previous periods. From January to March alone, five banning orders were applied to providers and 55 to individuals for serious breaches including abuse, fraud, and misconduct.

A clear signal for 2025 is the regulator’s intent to strengthen oversight of unregistered providers and sole traders, especially where service practices pose higher risk. The Commission also launched a new video campaign to highlight real-world scenarios under the Code, from acting with integrity to preventing abuse and ensuring fair pricing.

For providers, 2025 is a turning point. Stronger scrutiny means it’s time to review compliance systems, proactively train staff, and make sure every element of the Code is embedded in daily operations.

How Providers Can Demonstrate Compliance

The NDIS Commission takes a proportionate approach to compliance, considering factors like organisation size and services delivered. Providers can show compliance by keeping:

• Worker training and screening records
   
• Privacy and safeguarding policies
   
• Complaints and incident logs
   
• Accurate service and pricing records

Embedding the Code in governance, supervision, and training ensures compliance is not just a checklist, but part of everyday practice.

Consequences of Breaches

Breaches of the Code may be reported to the NDIS Commission by participants, families, workers, or other stakeholders.

The Commission can respond in different ways depending on the seriousness of the breach, including:

• Education or training directions
   
• Compliance notices
   
• Enforceable undertakings
   
• Banning orders for workers or key personnel
   
• Deregistration of providers

This makes it critical for providers to take the Code seriously and act proactively.

Conclusion

The NDIS Code of Conduct sets the minimum standard for safe, respectful, and ethical services across the NDIS. As 2025 draws to a close, now is the time for providers to make sure the Code is fully understood and embedded in every part of their organisation.

Complying with the Code is about more than avoiding penalties — it’s about building trust with participants, improving quality, and ensuring the NDIS delivers on its promise of choice and control.

Need help embedding the NDIS Code of Conduct into your organisation? Labour Care can provide compliance tools, training, and tailored guidance to keep your business audit-ready and participant-focused.

FAQs about NDIS Code of Conduct:

1. Does the NDIS Code of Conduct apply to unregistered providers?

Yes. The Code applies equally to all NDIS providers (registered and unregistered), their workers, and even key personnel such as directors..

2. Who can make a complaint about a breach of the NDIS Code of Conduct?

Anyone can including participants, families, workers, advocates, or the general public. Complaints go directly to the NDIS Commission.

3. How often should providers train staff on the Code of Conduct?

Training should be ongoing. Providers are expected to regularly refresh staff understanding and embed the Code into daily practice, not just at induction.