Hiring and Background Checks in Aged Care Compliance
Ensuring that aged care staff are properly vetted is a critical compliance issue.
In Australia, all aged care workers must undergo police checks and, in some cases, additional screening before employment¹. Failure to perform due diligence in hiring can lead to serious consequences, from exposing vulnerable residents to harm, to legal and financial fallout for providers.
Case Studies of Non-Compliance
In one concerning case in Western Australia during 2022–2023, a care worker was hired at a second facility after serious concerns had been raised at the first, suggesting lapses in communication and background screening between providers². This incident led to legal proceedings and reputational damage for the facilities involved. It highlights how important it is to conduct thorough pre-employment screening and reference checks. Early detection of red flags may prevent unsuitable candidates from moving between facilities unchecked. More broadly, regulatory reports have identified recurring compliance failures in how some providers handle staff screening. The Aged Care Quality and Safety Commission (ACQSC) noted instances where criminal history checks were only performed after an incident – an approach that exposes providers to risk and undermines resident safety¹. In the most serious breaches, regulators can issue banning orders that prohibit individuals from working in the sector⁴. The cost of non-compliance can be severe: providers may face legal liability, reputational damage, and loss of accreditation. The message is clear – failing to screen staff thoroughly not only jeopardises safety but also endangers the future of the business.Preventing Hiring Compliance Failures with Technology
Modern onboarding and compliance software can significantly reduce these risks. Automated background check integration ensures that every new hire has a current National Criminal History Check on file before they interact with residents⁵.How Onboard Express Strengthens Aged Care Compliance
Onboard Express is purpose-built for aged care providers, offering a fully integrated onboarding and compliance solution that eliminates hiring risks. With direct integration to national police check databases, Onboard Express ensures that every aged care staff member is screened, approved, and compliant before starting work. The platform enforces compliance through:- Real-time background check verification: Onboard Express connects to police check databases, delivering fast results and flagging any disqualifying offences. It also ensures staff renew their police certificate every three years¹.
- Automated “do-not-hire” safeguards: The system flags individuals who have been banned from working in aged care, preventing accidental hires⁴.
- Centralised record-keeping: The platform logs, tracks, and alerts managers about expiring police checks, helping providers stay compliant¹.
- Reference and credential verification: Onboard Express securely stores employment history, reference checks, and qualifications, making it easy to identify red flags- such as unexplained gaps – before onboarding a candidate⁵.
- Workflow enforcement: The hiring process cannot proceed until all mandatory checks are completed and approved, ensuring compliance at every step⁵.
Regulatory Updates and Changes in Hiring Compliance
Australia has introduced new measures to strengthen hiring practices in aged care. In 2022, a new Code of Conduct was introduced, requiring providers to ensure that all staff are “fit and proper,” and giving regulators the power to issue banning orders for breaches⁴. The ACQSC also maintains a public Banning Orders Register to help employers cross-check candidates⁴. There are also plans to introduce a national screening system, aligning aged care with the more rigorous NDIS worker checks. Currently, aged care workers must complete a Nationally Coordinated Criminal History Check, while those working with NDIS clients undergo more extensive screening for misconduct⁶. From July 2024, the government will begin implementing an aged care worker registration scheme, requiring minimum qualifications and ongoing background screening⁷. A Certificate III in Individual Support is expected to become the standard qualification for personal care workers, with transitional arrangements for existing staff⁷. All these changes reinforce the message: background checks and screening are not optional, they are a legal and ethical duty. Providers must update their hiring and onboarding processes now to meet the growing compliance demands or risk serious penalties. References- Australian National Character Check. (n.d.). Aged care police checks and compliance requirements. Retrieved from australiannationalcharactercheck.com.au
- Aged Care Insite. (2023). Care worker charged with multiple assaults in WA. Retrieved from agedcareinsite.com.au
- Aged Care Royal Commission. (2019). Final Report: Care, Dignity and Respect. Retrieved from agedcarequality.gov.au
- Aged Care Quality and Safety Commission. (2022). Banning Orders Register and provider obligations. Retrieved from agedcarequality.gov.au
- Accurate Background. (n.d.). Automated background screening for aged care compliance. Retrieved from accurate.com
- Department of Health and Aged Care. (2024). Proposed aged care worker registration scheme. Retrieved from health.gov.au
- Selmar Institute of Education. (2023). Certificate III in Individual Support: Future requirements for aged care workers. Retrieved from selmar.edu.au