Australia’s aged care sector is undergoing significant change. With increasing focus on workforce integrity and client safety, providers are now expected to go beyond basic background checks. Ongoing compliance is quickly becoming the standard. Soon, it will be a formal requirement. 

The Evolving Landscape of Aged Care Screening 

Currently, aged care staff must undergo police checks. If they work with NDIS participants, they are also required to complete an NDIS Worker Screening Check. However, national reform is on the way. 

The Aged Care Worker Screening Check, expected to launch in late 2025 or early 2026, will be more comprehensive. It will assess a person’s criminal history, workplace misconduct, and overall suitability for working in aged care. 

This check will apply to: 

• Responsible persons, including CEOs and board members. 

• Direct care staff who provide services to older people. 

• Roles involving more than incidental contact with residents or clients. 

The goal is to establish a single, nationally recognised system that supports worker mobility, simplifies compliance, and enables ongoing review of workforce suitability. Compliance will no longer be a one-off task. It will become an ongoing obligation. 

The Real Risks of Falling Behind 

Staying on top of these requirements is not easy. Providers must manage police checks, NDIS clearances, AHPRA registrations, academic qualifications, and privacy compliance across different roles and locations. Doing this manually introduces serious risks. 

Consequences of non-compliance include: 

• Legal exposure: Fines under the Privacy Act can reach $50 million. Directors may be held personally liable for breaches. Non-compliance with NDIS checks is an offense carrying penalties. 

• Reputational damage: Inadequate screening can result in public backlash, loss of trust, and funding risks. 

• Operational disruption: Hiring unsuitable staff or failing to update checks can lead to investigations, misconduct, and service delivery issues 

• Vicarious liability: Providers may be held responsible for staff behaviour, even if internal policies exist. 

It is estimated that nearly 30 percent of job applications include false or misleading information. Approximately 85 percent of business fraud is committed by employees within their first year. These risks are not theoretical. They are occurring in real workplaces across Australia. 

VETTING.com: Your Compliance Partner in Aged Care 

VETTING.com helps aged care providers meet these compliance obligations with confidence. Our platform has been designed specifically for Australian providers. It simplifies your screening process and reduces the administrative workload. 

We are not just a background check supplier. We are your compliance operations partner. 

What you can expect: 

• Customise checks by role: Set up tailored screening packages for nurses, care staff, administrators, and financial roles. 

• Automate renewal reminders: Stay ahead of expiry dates without relying on manual spreadsheets. 

• Use a single dashboard: Get a clear, audit-friendly view of all staff compliance in one place. 

• Stay aligned with regulations: We follow all relevant standards, including AHPRA, academic registers, and Australian privacy law. 

• Streamline candidate onboarding: You enter the candidate’s name and contact details. We manage the rest. The candidate completes the process easily online. 

Why This Matters 

Screening is not just about ticking boxes. It is about protecting vulnerable people, meeting legal obligations, and building a safe and trustworthy workforce. 

VETTING.com helps you remove complexity and maintain control. Our system gives you a clear, structured process to manage compliance with ease. 

You focus on care. We handle the checks.