6 Key HR Challenges for NDIS Providers

Discover how expert HR support can help your NDIS business remain compliant, manage performance, and support growth.

Effectively Managing HR in a NDIS Business

Smarter hiring that delivers compliance, drives performance, and supports growth

Finding 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.

Common Hiring Risks in the NDIS Sector

Rushed or outdated hiring can expose your organisation to serious issues:

NDIS Code of Conduct breaches – exposing providers to penalties.
Incorrect SCHADS classifications – leading to costly pay errors.
High early turnover – often due to poor cultural alignment.
Delays in Worker Screening – slowing onboarding and risking participant safety.

What “Good” recruitment looks like

The NDIS Workforce Capability Framework sets the benchmark for recruiting support workers and encourages values-based hiring – focusing on empathy, communication, and personal accountability.

Best practice includes:

Role-specific Position Descriptions aligned to SCHADS and NDIS expectations.
Structured interviews assessing core capabilities like trauma-informed care.
Behavioural assessments and proper screening processes.
Participant involvement in recruitment (where appropriate).

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.

Recruitment Support Tailored to You

We specialise in helping NDIS providers recruit confidently and compliantly. Our solutions include:

Customised Position Descriptions and Recruitment Policies
End-to-end recruitment, from job ads to onboarding
Interview guides and checklists to assess values, skills, and cultural fit
Efficient NDIS Worker Screening workflows

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

Induction that builds capability, confidence and retention 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.

Why Onboarding Matters in the NDIS

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:

Missed Fair Work obligations (e.g. failing to issue the Fair Work Information Statement)
Confusion around SCHADS classifications and entitlements
Inconsistent training on NDIS Code of Conduct and mandatory reporting
Safety risks due to unclear duties or supervision gaps
Low engagement or early attrition from avoidable mismatches

What ‘Good’ Onboarding Looks Like

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:

Issuing compliant contracts and onboarding documents from day one
Providing induction that covers SCHADS entitlements, NDIS worker obligations and service values
Using the NDIS Workforce Capability Framework to introduce staff to core capabilities like empathy,
communication, and participant-centred care
Ensuring buddy systems or supervision plans are in place during the probationary period

Smarter Onboarding, Backed by Experts

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:

Compliant Onboarding Checklists and Fair Work-compliant templates
SCHADS-specific Employment Contract packs
Induction Guides tailored to NDIS values and compliance
Onboarding frameworks aligned to the NDIS Workforce Capability Framework
90-day onboarding plans with check-ins, probation reviews, and learning goals

Whether you’re scaling fast, hiring casually, or onboarding remotely, we’ll tailor a solution that fits your
size, budget and structure.

Clear expectations. Constructive feedback. Better Outcomes

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 Performance Challenge in the NDIS

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:

Inconsistent expectations across managers and teams
Unfair dismissal or adverse action claims due to vague processes
Missed red flags that put participants at risk
Burnout or disengagement from high performers who pick up the slack

What ‘Good’ Performance Management Looks Like

Best-practice performance support in NDIS settings starts early – with clear expectations, ongoing feedback and fair escalation pathways. That includes:

Setting performance goals that reflect core capabilities from the NDIS Framework
Providing feedback that’s regular, strengths-based and values-aligned
Addressing concerns early through informal coaching, before formal steps
Documenting issues in line with Fair Work and SCHADS requirements
Ensuring workers understand their rights and opportunities to improve

Supporting Performance in NDIS Teams

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:

Performance Management Policies and Templates aligned to SCHADS and Fair Work
Manager guides for conducting feedback conversations and performance reviews
Capability-based assessment tools linked to the NDIS Framework
Support with underperformance, misconduct and lawful terminations
Training for frontline managers on documentation and difficult conversations

We don’t believe in over-complicated HR. Just clear processes, fair steps, and results that stick.

Capability uplift through structured learning and clear development pathways

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.

Why Learning & Development Matters in the NDIS

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:

Improve service consistency through capability-based upskilling
Reduce risks tied to untrained or unsupervised staff
Build leadership capacity and internal career paths
Meet NDIS Commission expectations for ongoing workforce development

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 Learning & Development

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:

L&D plans linked to the NDIS Workforce Capability Framework and role expectations
Onboarding-to-leadership pathways for support workers, team leaders, and admin staff
Skills matrices that identify training needs across core, identity and specialist capabilities
Accessible, bite-sized learning formats (especially for time-poor or remote teams)
Mechanisms to evaluate training effectiveness, such as reflection tools and peer check-ins

Partnering on Capability Uplift

We work with NDIS providers across Australia to create scalable, low -admin L&D solutions that drive real capability uplift. Our support includes:

Workforce development plans tailored to your size, risk profile and goals
Role-based capability matrices mapped to the NDIS Workforce Capability Framework
Learning pathways and coaching plans for frontline, admin, and leadership roles
Custom LMS configuration support (or curated content if you don’t have one yet)
Training registers, evaluation templates and compliance-ready reporting packs

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

Protect your people. Minimise risk. Safeguard your reputation

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.

Why Compliance is Critical in the NDIS

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:

Misclassification under SCHADS
Failure to meet consultation or disciplinary procedural fairness standards
Poorly documented performance concerns or grievances
Misaligned or non-compliant HR policies

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.

Getting it Right

Best-practice employee relations in the disability space is built on three things: clear expectations, compliant processes, and respectful communication. This means:

Having up-to-date employment contracts and policies aligned to SCHADS
Documented procedures for performance management, complaints, and misconduct
Maintaining accurate records of hours, entitlements, and workplace decisions
Embedding the NDIS Code of Conduct into everyday team culture

Compliance Support, When You Need It

We take the stress out of compliance with practical tools and support tailored for NDIS providers. Our services include:

Compliance Audits – Review of contracts, processes and documentation to identify risks
Modern Award Audits – Ensuring correct pay levels, loadings, and entitlements under SCHADS
HR Performance Audits – Assessment of your current HR setup against best-practice benchmarks
Customisable Policy Packs – Aligned with Fair Work and NDIS Commission guidance
Employee Relations Support – Advice, documentation and representation on tricky issues
Resource Hub Access – Download HR templates, compliance guides and checklists ready to use

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.

Fair pay and competitive benefits helps to keep your best people engaged

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.

The Risk of Getting Pay Wrong

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:

Misclassifying roles under SCHADS
Incorrect application of loadings (casual, weekend, public holiday)
Failure to keep compliant records of time worked and breaks taken
Lack of parity across roles, leading to resentment or turnover
Unclear or outdated salary bands for administrative and operational roles

The NDIS Code of Conduct expects providers to deliver services competently and ethically and that includes paying staff correctly, and transparently.

Best Practice Remuneration & Benefits

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:

Clear, role-specific pay structures aligned to SCHADS
Transparent processes for classifying roles and applying allowances
Regular pay reviews and benchmarking (especially as NDIS pricing updates roll out)
Non-financial benefits that matter (like flexibility, paid study time, or RDOs)
Ensuring total remuneration is communicated clearly to staff – not just base rates

Pay & Benefits – Done Right With Us

We support NDIS providers to take the guesswork out of remuneration – combining award compliance with practical attraction and retention strategies. Our services include:

SCHADS Classification Reviews — Ensure each role is paid correctly under the Award
Remuneration Frameworks — Develop banding, pay progression and allowance structure
Salary Benchmarking — Using real-time data from the care sector and your local market
Benefits Design — Guidance on perks, recognition, and low-cost retention strategies
Compliance-ready Payroll Audit Tools — Check for underpayments, gaps or admin risks

We also give our clients access to exclusive resources through our Resources Hub – including eBooks, SCHADS guides, remuneration policy templates and much, much more.

HR Compliance: Are You Meeting Your Legal Obligations?

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.

Case Study - Modern Award and Payroll Audit for a NDIS Provider

The Challenge

Identified historic underpayments, self-reported to Fair Work

Our Role

SCHADS audit methodology, data analysis, IR advice

Results

Transparent, compliant remediation process across 300+ employees

Focus Area

SCHADS compliance, Fair Work remediation, IR communication

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Challenge to Compliance

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.

Frequently Asked Questions

What HR challenges do NDIS providers commonly face?

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.

How do I know if my employees are correctly classified under the SCHADS Award? 

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.

Do I need formal employment contracts for all workers? 

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.

How can I improve recruitment outcomes in my NDIS organisation? 

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.

What HR resources are available to support NDIS providers?

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.

Can Liquid HR help us plan for staff learning and development? 

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.

What are our obligations under the NDIS Code of Conduct? 

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.

How often should we review our HR policies and documents? 

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.

What’s the right way to handle terminations, redundancies or underperformance? 

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.

What’s the first step to getting HR support tailored to NDIS? 

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.

Better HR. Better Results.

Take the guesswork out of compliance and people management.

Our free HR review gives you clear, expert insights to build a more confident, future-ready organisation.

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