Aged Care Worker Screening: Requirements Under the New Act

A screening process needs more than a certificate on file. Your team needs to know which evidence applies, who checked it, when it needs renewal and how changes will be handled. This guide covers the current screening pathways and practical review steps for aged care providers. Guidance checked 25 September 2026.

The Department’s screening guidance describes two pathways: a police certificate no older than three years that meets the offence requirements, or an NDIS Worker Screening Clearance. A person with the NDIS clearance does not also need a police certificate for this aged care screening requirement.

A separate NDIS risk-assessed role may require an NDIS clearance. Identify the worker’s services and role before deciding which evidence to request. Do not configure both checks as universally mandatory.

The Aged Care Rules 2025 distinguish workers delivering services outside CHSP and NATSIFACP from workers delivering those programs, including mixed-service arrangements. Use the applicable provisions when assessing a record.

The Rules specify limited pending-check and supervised student arrangements. These are conditional provisions, not a general permission to start work while waiting. Record the basis and supporting evidence before relying on one. Do not treat a manager’s approval as a substitute for meeting the legal conditions.

The Department identifies offences that exclude a person from aged care work. Do not imply that every conviction can be accepted through a provider risk assessment. Check the applicable offence rules and respond to suspended or cancelled clearances.

Verify the person’s identity and the authenticity of the evidence. Retain the reviewer and review date alongside the certificate or clearance record. Keep access limited to those who need it for their responsibilities.

The Department’s March 2026 guidance states that police certificates are valid for three years and NDIS Worker Screening Clearances for five years. A clearance can be suspended or revoked before its ordinary expiry.

Give renewal work an owner and allow time for processing. Avoid promising a fixed turnaround: progress depends on the authority and individual application. Explain which changes workers must report and how to report them. Providers need a process to assess and act on those changes between renewals.

A useful review brings together the worker, applicable check type, supporting evidence, verification information, expiry and unresolved actions. Include agency and associated-provider arrangements where applicable.

Before allocating care, resolve missing or unclear evidence through your approved process. Keep screening, Code acknowledgements and training visible as distinct requirements. An old acknowledgement or a completed course does not establish a current screening clearance.

Statura’s worker-screening workspace brings recorded types, status and expiry dates into the workforce review. Its screening email workflow checks active non-AHPRA records due within 30 days and seven days, plus expired records. AHPRA registration is handled separately.

Use the record to review verification information and supporting evidence. Roster candidate review distinguishes eligible, blocked, unverified and override-available results; review the specific reason in context.

For a demonstration, use a fictional worker whose check is nearing expiry. Follow the renewal owner, replacement evidence and next assignment. Confirm the relevant recipients and controls for your organisation.