Worker safety and reducing violence

Worker safety and wellbeing is a key part of delivering quality and safe supports to NDIS participants. To ensure worker wellbeing, it is important to identify and manage risks to worker safety, such as worker-related violence.

Reducing violence against workers

Worker-related violence and aggression is when a NDIS worker is abused, threatened or assaulted in their workplace or while they are working. NDIS workers and providers can help ensure a safe and healthy workplace by:

  • providing a positive workplace culture
  • assessing the safety risks to workers
  • understanding rights and responsibilities in NDIS supports and services
  • providing quality and safe NDIS supports and services
  • taking steps to prevent and respond to incidents, including identifying and controlling risks, and worker supervision
  • reporting worker-related violence
  • having effective behaviour support practices.

Below we provide information for any location in Australia, then specific information that applies in each state and territory.

Positive workplace culture

A positive workplace culture improves worker satisfaction by identifying individually shared values, belief systems and attitudes. It is essential for workplace culture to remain positive for workers and participants. Workers feel engaged and motivated, which is then reflected in their day-to-day interactions with participants. Participants can then feel safe with their workers and are able to raise or discuss issues of concern.

Assess safety risks

There are unique risk and safety issues that need to be considered when NDIS supports and services take place in a participant’s home. Detailed safety assessment and planning can help avoid situations that increase the risk of a violent incident.

These self-assessment safety and risk assessment tools help you to understand the safety risks in an individual participant’s home. They have been developed by SafeWork NSW but are useful to participants and workers in any state or territory.

Understand NDIS provider and worker rights and obligations

NDIS workers have the right to feel safe when they are at work, and the right to report workplace violence to their employers, the NDIS or the NDIS Commission. NDIS providers are responsible for providing safe workplaces by protecting their workers from the risk of violence and aggression. 

Understanding their rights and obligations assists workers to:

  • do their day-to-day work lawfully and competently
  • know when their rights have been breached and a violent incident needs to be reported.

Rights and obligations are set out in Australia’s model work health and safety laws and state and territory work, health and safety legislation.
 

Australia’s model work health and safety (WHS) laws inform Commonwealth, state and territory WHS laws. These laws use the term Person conducting a business or undertaking (PCBU), except in Victoria. PCBU describes all forms of modern working arrangements, which are commonly referred to as businesses, including:

  • a company
  • an unincorporated body or association
  • a sole trader or self-employed person
  • individuals who are in partnership that is conducting a business (individually and collectively known as PCBUs).

A PCBU has a primary duty to ensure the health and safety of workers while they are at work and others who may be affected by the carrying out of work. NDIS providers who directly engage their workers are considered a PCBU. This means providers have a duty to ensure a safe working environment for their workers as far as is reasonably practicable.  Providers must consult their workers about the health and safety issues that may directly affect them.
 

Providing quality and safe supports to people with disability

Providing appropriate, safe and quality NDIS supports can help to reduce aggression or violence. The following resources help NDIS workers understand safe and effective practices when working with NDIS participants: 

Prevent and respond to worker-related violence

Both NDIS providers and workers must follow appropriate processes to prevent and respond to worker related violence.

Reporting incidents of worker-related violence helps NDIS providers to understand the current risks, effectively plan and reduce those risks, and prevent future incidents.

 

Positive behaviour support

Sometimes people with a disability need extra support to express their wants and needs. It’s important to check if the participant you are working with has a positive behaviour support plan.

Behaviour support is about creating individualised strategies for people with disability that are responsive to the person’s needs, in a way that reduces and eliminates the need for the use of regulated restrictive practices.

Behaviour support focuses on evidence-based strategies and person-centred supports that address the needs of the person with disability and the underlying causes of behaviours of concern, while safeguarding the dignity and quality of life of people with disability who require specialist behaviour support.

Both specialist behaviour support providers (who engage NDIS behaviour support practitioners), and providers who use regulated restrictive practices (implementing providers), must meet the requirements outlined in the National Disability Insurance Scheme (Restrictive Practices and Behaviour Support) Rules 2018.

When a behaviour support plan is lodged, the specialist behaviour support provider creates a list of the regulated restrictive practices. The implementing provider is required to report monthly on the use of these practices.

When providers and workers understand complex behaviours and the tools available to manage them, they can reduce the risk of worker-related violence.  The following resources provide further information about behaviour support:

Information for Australian states and territories

Northern Territory South Australia Tasmania Queensland Victoria Western Australia New South Wales Australian Capital Territory

New South Wales

Assess safety risks:

Understand NDIS provider and worker rights and obligations:

Prevent and respond to worker-related violence:

New South Wales contact details

SafeWork NSW

Victoria

Positive workplace culture:

Assess safety risks:

Understand NDIS provider and worker rights and obligations:

Prevent and respond to worker-related violence:

Victorian work health and safety legislation

Victoria doesn’t use the term Person conducting a business or undertaking (PCBU), however there are similar duties and responsibilities under Victoria’s WHS legislation that are relevant to NDIS providers. Under the Victorian Occupational Health and Safety Act 2004, an employer includes:

  • a person
  • a company
  • partnerships
  • unincorporated associations
  • franchising operations
  • not-for-profit organisations.

Under the Act, employers such as NDIS providers are required to provide and maintain a working environment that is safe and free of risks to health, so far as is reasonably practicable.

Victoria contact details

South Australia

Assess safety risks:

Prevent and respond to worker-related violence:

South Australia contact details

SafeWork SA

Tasmania

Assess safety risks:

Understand NDIS provider and worker rights and obligations:

Tasmania contact details

Australian Capital Territory

Positive workplace culture:

Assess safety risks:

Prevent and respond to worker-related violence:

Australian Capital Territory contact details

Northern Territory

Assess safety risks:

Understand NDIS provider and worker rights and obligations:

Prevent and respond to worker-related violence:

Northern Territory contact details