The Rise of Flexible Leave Policies: What Australian Employees...
Read MoreFinding the right people in disability services is harder than ever. High turnover, burnout, and workforce shortages make it hard to fill shifts fast while still maintaining care standards. Add the complexity of Worker Screening, SCHADS Award compliance, and the NDIS Code of Conduct, and recruitment quickly becomes a real risk area.
At Liquid HR, we help NDIS providers recruit smarter – balancing compliance, cultural fit and service delivery.
Best practice includes:
The NDIS Commission provides downloadable templates and guides for each of these steps – but applying them consistently takes time and expertise. That’s where we come in.
We specialise in helping NDIS providers recruit confidently and compliantly. Our solutions include:
We work with providers of all sizes, from metro to remote, tailoring solutions to your risk profile. The result? Less compliance risk, less admin, and a stronger workforce from day one
In the disability sector, first impressions count. A poor onboarding experience can lead to confusion, early
turnover and compliance risks. NDIS providers are already navigating tight margins, SCHADS
requirements, and workforce shortages. Without a clear onboarding process, new hires can feel
unsupported, and participants may feel unsafe.
At Liquid HR, we help NDIS providers onboard better. Our onboarding solutions are tailored for the
realities of disability services, ensuring new staff are confident, compliant and connected from day one.
The NDIS Workforce Capability Framework emphasises that support workers must understand their role,
communicate effectively, and uphold participant rights – all of which start with onboarding. But many
providers rely on ad hoc or outdated processes, which can lead to:
Best-practice onboarding for NDIS providers is about more than handing over a policy folder. It’s about
creating clarity, connection and confidence. That means:
At Liquid HR, we take the heavy lifting out of onboarding for providers, with practical tools and expert
support that reduce risk and free up your team. Our onboarding services include:
Whether you’re scaling fast, hiring casually, or onboarding remotely, we’ll tailor a solution that fits your
size, budget and structure.
Managing performance in the disability sector isn’t just about KPIs. It’s about care, culture and consistency – ensuring that every team member upholds the NDIS Code of Conduct, demonstrates core capabilities, and supports participants with dignity. But without the right structure, providers can feel stuck – juggling underperformance, misaligned expectations, and fear of Fair Work risk.
At Liquid HR, we help NDIS providers take the guesswork out of performance management. Our approach balances compliance, coaching and culture – so providers can build stronger teams and safer services.
The SCHADS Award requires employers to provide clear role expectations and give workers reasonable support to improve before taking disciplinary action. At the same time, the NDIS Code of Conduct and Workforce Capability Framework set high behavioural standards around communication, collaboration and participant respect. Without a documented performance management framework, providers risk:
Best-practice performance support in NDIS settings starts early – with clear expectations, ongoing feedback and fair escalation pathways. That includes:
Whether you’re dealing with a one-off issue or looking to build a high-performing culture, we give NDIS providers the tools to manage performance fairly and confidently.
Our solutions include:
We don’t believe in over-complicated HR. Just clear processes, fair steps, and results that stick.
Capable teams are at the heart of safe, effective NDIS service delivery. But with tight margins and high turnover, structured Learning & Development (L&D) is often underfunded or ad hoc. Without clear development pathways, support workers can stagnate, disengage or leave – risking continuity of care and participant trust.
At Liquid HR, we help NDIS providers create learning cultures that are practical, tailored, and grounded in
compliance.
The NDIS Workforce Capability Framework provides clear behavioural expectations across five objectives – from building trust with participants to managing safety and checking in on service quality. When L&D is designed around this framework, providers can:
Unfortunately, many providers still rely on informal or reactive training that can lead to gaps in mandatory training and risk exposure under the SCHADS Award due to unclear competence thresholds.
Best-practice L&D in NDIS settings starts with structure – not slogans. It aligns to core competencies, encourages personal accountability, and gives workers practical ways to develop. This includes:
We work with NDIS providers across Australia to create scalable, low -admin L&D solutions that drive real capability uplift. Our support includes:
Whether you’re responding to audit findings, onboarding a new cohort, or planning for future growth – we’ll help you embed learning in a way that’s simple, compliant and effective
Compliance isn’t just about ticking boxes – it’s about protecting your participants, your staff and your business. But keeping up with the SCHADS Award, Fair Work rulings, NDIS Code of Conduct and evolving workplace laws can be overwhelming, especially for busy providers with limited or no internal HR support.
At Liquid HR, we help NDIS providers stay on top of it all – with proactive audits, practical advice, and ready-to-use tools designed for the disability services context.
NDIS providers operate in one of the most highly regulated sectors in Australia. A single misstep – whether it’s underpayment, poor documentation or mishandled misconduct can trigger Fair Work disputes, NDIS Commission sanctions, or reputational damage. Key risk areas include:
The NDIS Code of Conduct makes it clear: providers must deliver services with integrity, safety, and skill – and that includes how they manage their people.
Best-practice employee relations in the disability space is built on three things: clear expectations, compliant processes, and respectful communication. This means:
We take the stress out of compliance with practical tools and support tailored for NDIS providers. Our services include:
Whether you’re prepping for a NDIS audit, responding to a workplace issue, or just want peace of mind – we’ll help you stay compliant as your trusted HR business partner in this space.
Pay errors in disability services can be costly – but getting remuneration right also boots engagement and retention. Between SCHADS Award complexity, rising wage pressures, and NDIS price caps, many providers struggle to offer competitive packages without falling foul of compliance rules or budget constraints.
At Liquid HR, we help NDIS providers design remuneration frameworks that are fair, compliant and sustainable – supporting retention and protecting your bottom line.
NDIS providers face a unique set of pressures when it comes to pay. Casualisation, sleepovers, broken shifts and allowances can all create confusion – and costly errors. Common risks include:
The NDIS Code of Conduct expects providers to deliver services competently and ethically and that includes paying staff correctly, and transparently.
Best-practice remuneration isn’t about throwing more money around. It’s about aligning pay with role expectations, rewarding performance fairly, and showing staff they’re valued – even when budgets are tight. That means:
We support NDIS providers to take the guesswork out of remuneration – combining award compliance with practical attraction and retention strategies. Our services include:
We also give our clients access to exclusive resources through our Resources Hub – including eBooks, SCHADS guides, remuneration policy templates and much, much more.
Many NDIS providers are just one employee complaint away from major risks. Don’t leave it to chance
Book your free HR review and secure peace of mind today.
We helped a regional
NDIS provider identify and correct six years of
SCHADS underpayments across 300+ staff.
From audit methodology to
IR advice, our support ensured a
Fair Work-compliant, transparent outcome – protecting their people, their
funding, and their
reputation.
Time's up
NDIS providers are navigating high turnover, burnout, SCHADS complexity, and increasing pressure from the NDIS Commission. With limited internal HR, it’s easy to fall behind on contracts, onboarding, and compliance. Liquid HR supports providers with practical HR tools, audits, and outsourced services to lighten the load.
Misclassifications can result in underpayments or legal claims. Many NDIS providers are caught out by outdated contracts or incorrect pay points. We help by conducting Modern Award audits that review your classifications, entitlements and allowances.
Yes, regardless of whether they’re full-time, part-time or casual. Compliant contracts are essential to meet your Fair Work and SCHADS obligations. Liquid HR provides clear, legally sound contract templates and guides you through the onboarding process from day one.
Structured, values-based hiring is key. This means using the NDIS Workforce Capability Framework to assess communication, empathy and reliability alongside technical skills. Liquid HR helps design interview guides, run recruitment campaigns, and ensure new hires align with your culture.
From onboarding checklists to performance management templates, there are a wide range of tools to help you stay compliant and efficient. Our team offers tailored resources and expert advice, giving you confidence across every stage of the employee journey.
Absolutely. We create learning pathways aligned with the NDIS Capability Framework and your organisational goals, whether you’re onboarding new staff, upskilling frontline teams, or developing future leaders.
You’re expected to deliver services that are safe, ethical, and respectful of participant rights. This includes acting with care, managing risks, and fostering a culture of transparency. We help embed these principles through compliant policies, staff training and day-to-day HR processes.
Ideally once a year, or whenever workplace laws or awards change. Liquid HR keeps your policies up to date and audit-ready, so you’re always covered.
It’s critical to follow a fair and documented process to avoid legal risk or NDIS compliance breaches. We support providers with the right scripts, templates and advice to manage exits professionally and lawfully.
Start with a free HR consultation or request more information about our unique products and services. From there, we can tailor a solution that suits your size, budget and risk profile.
Take the guesswork out of compliance and people management.
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