👀 Preview below. The download contains the full formatted policy with document control table, all sections and the signature page, ready to brand as your own.
What's inside the template
- Document control table: policy number, version, approval and review dates
- Purpose and scope: who and what the policy covers, including contractors and volunteers
- The 7 NDIS Code of Conduct obligations, quoted from the NDIS (Code of Conduct) Rules 2018
- "What this looks like in practice": plain-English behaviour standards for each obligation, covering rights and decision-making, privacy, safe supports, integrity (including no inducements and accurate claiming), raising concerns, preventing violence/abuse/neglect/exploitation, and preventing sexual misconduct
- Worker and management responsibilities
- Breach consequences, including Commission notification
- How to raise a concern, internally and to the NDIS Commission (1800 035 544)
- Related documents, definitions and review schedule
- Worker acknowledgement form: a signature page for inductions
Why this matters in 2026
The NDIS Code of Conduct applies to every provider and worker, registered or not. With mandatory registration starting for SIL and platform providers on 1 July 2026 (and personal care and daily living supports following from 2027), auditors and the Commission expect to see a current Code of Conduct policy with evidence that workers have read and signed it.
Commission audit findings consistently flag documentation gaps as a primary failure point. A signed acknowledgement for every worker is one of the cheapest pieces of audit evidence you can hold.
How to use it
- Download the Word file and replace every [bracketed placeholder] with your details.
- Delete the instruction paragraph at the top.
- Have it approved by your governing body and set a review date within 12 months.
- Give it to every worker at induction and have them sign the acknowledgement page.
- Keep the signed pages on each worker's file. That's your audit evidence.
⚠️ This template is general information, not legal advice. Adapt it to your organisation and, if in doubt, have it reviewed by a professional advisor.