The NDIS Code of Conduct for Providers
What the NDIS Code of Conduct provider obligations mean, who they bind, how the Commission enforces them, and how to embed compliance in your business.
What the Code of Conduct actually is
The seven elements in plain terms
Who the Code binds — including unregistered providers
Provider obligations versus worker obligations
How to embed the Code so it survives an audit
How the Commission enforces it
The integrity element: advertising and conflict of interest
How this plays out in practice
Common mistakes providers make
What the 2026 reforms change
Your next step
Frequently asked questions
Does the NDIS Code of Conduct apply to unregistered providers?
Yes. The Code of Conduct applies to all NDIS providers and workers, registered or not, whenever they deliver NDIS supports or services. Registration adds further obligations such as the Practice Standards and audits, but it does not determine whether the Code applies. The NDIS Commission can issue banning orders against unregistered providers and workers.
What is the difference between the Code of Conduct and the NDIS Practice Standards?
The Code of Conduct is seven conduct obligations that bind every provider and worker in the scheme. The Practice Standards are quality standards that apply only to registered providers and are checked by an approved auditor at registration and renewal. You can breach the Code without being registered; the Practice Standards only apply once you register.
What happens if a provider breaches the Code of Conduct?
The NDIS Commission can respond with education, compliance and infringement notices, enforceable undertakings, civil penalty proceedings, or banning orders. Banning orders can be permanent or time-limited, can target a worker or a whole provider, and are published on a public register. Civil penalties are set in penalty units, so confirm the current unit value before quoting a dollar figure.
How do I show the NDIS Commission that my business complies with the Code?
Compliance is proven by systems and records, not intentions. Keep dated induction and acknowledgement records, orientation module completions, worker agreements that reference the Code, and complaints and incident registers that show you acted on concerns. Map each record back to the relevant Code element so you can point to evidence if asked.
Does the Code of Conduct cover advertising and conflicts of interest?
Yes, through the integrity, honesty and transparency element. You must not make misleading claims about your services or registration status, and you must disclose and manage conflicts of interest — for example where you both coordinate and deliver a participant's supports. Undisclosed self-referral and overstated registration are common breaches of this element.