Do I need to check a worker's NDIS Worker Screening Check?

Yes. Ask to see a current NDIS Worker Screening Check before someone starts working with you. It confirms they have been assessed as safe to work with people with disability. As someone hiring directly, you are responsible for this check, so sight the clearance yourself rather than taking it on trust.

Can I hire a support worker directly on the NDIS?

Yes, if you are self-managed or plan-managed you can hire support workers directly instead of using a registered agency. This gives you more choice over who supports you. It also means you take on responsibilities like screening, agreeing pay and hours, and keeping records. Agency-managed participants generally use NDIA-registered providers instead.

What questions should I ask in a support worker interview?

Ask scenario questions about how they would handle real situations you face, and talk through your daily routine, boundaries and preferences. Cover their experience, availability and reliability. Most importantly, notice whether they listen and respect your choices. Prepared questions help you compare candidates fairly and spot the right fit.

Should a support worker have their own insurance?

If they work as an independent contractor rather than your employee, it is reasonable to ask about their insurance, such as public liability and professional indemnity cover. Arrangements vary depending on how you engage them, so clarify their status early. Getting advice on your obligations as a direct hire is worthwhile before you commit.

Is a trial shift a good idea before hiring?

Yes. A trial shift or meet-and-greet lets you see how a worker fits with your routine and communication style before making a longer commitment. It is a low-risk way to test the working relationship for both of you. Pair it with a clear agreement on tasks, pay, hours and cancellation so expectations are set from the start.

Interviewing and hiring a support worker

If you self-manage or plan-manage, you can choose your own support workers. A short, structured interview helps you find someone who’s the right fit and safe.

Before you meet

Write down the tasks, hours and days you need help with
Decide your must-haves (e.g. driver’s licence, experience, availability)
Have your questions ready

Check they’re safe & qualified

Ask for a current NDIS Worker Screening Check
Check relevant experience, references and any qualifications
Confirm insurance if they’re an independent contractor

The interview

Describe a real situation and ask how they’d handle it
Talk through your routine, preferences and boundaries
Notice whether they listen and respect your choices

Before they start

Agree tasks, pay, hours and how to cancel
Do a short trial or meet-and-greet
Set up how you’ll give feedback

Good to know

Trust your instinct on fit — skills can be taught, respect can’t.
A worker who’s consistent and reliable is safer and more helpful.

Why this checklist

If you are self-managed or plan-managed, you can hire a support worker directly rather than going through an agency. That gives you real choice and control over who supports you, but it also means the responsibility for checking they are safe, qualified and the right fit sits with you. This checklist walks you through it step by step.

Getting the hire right protects your safety and your budget. A support worker often spends time in your home and helps with personal, daily or community tasks, so it is worth taking the time to interview well, confirm they are properly screened, and agree clear expectations before they start. A little preparation now saves stress and awkward conversations later.

How to use it

Before you meet anyone, list the tasks you need help with and the hours involved, decide your must-haves, and write down a few questions. Being clear about what the role involves helps you compare candidates fairly.

When you shortlist someone, check they are safe and qualified. Ask to see their current NDIS Worker Screening Check, talk through their experience, references and any relevant qualifications, and if they work as an independent contractor, ask about their insurance.

At the interview, use scenario questions to see how they think, talk through your routine and boundaries, and pay attention to whether they listen and respect your choices. Before they start, agree the tasks, pay, hours and cancellation arrangements in writing, do a trial shift or meet-and-greet, and set up a simple way to give feedback so things stay on track.

Benefits of preparing it beforehand

Working through this checklist beforehand means you interview with confidence instead of hoping for the best. When you know your tasks, hours and must-haves in advance, you ask sharper questions and can tell quickly whether someone is the right match for you.

Preparation also keeps everyone safe and clear. Confirming a current Worker Screening Check and sorting out pay, hours and cancellation before the first shift avoids misunderstandings and gives both of you a fair starting point. And a trial or meet-and-greet lets you test the fit with low risk, so you can build a working relationship that genuinely supports your goals and daily life.

Interviewing and hiring a support worker — FAQs

Do I need to check a worker's NDIS Worker Screening Check?: Yes. Ask to see a current NDIS Worker Screening Check before someone starts working with you. It confirms they have been assessed as safe to work with people with disability. As someone hiring directly, you are responsible for this check, so sight the clearance yourself rather than taking it on trust.
Can I hire a support worker directly on the NDIS?: Yes, if you are self-managed or plan-managed you can hire support workers directly instead of using a registered agency. This gives you more choice over who supports you. It also means you take on responsibilities like screening, agreeing pay and hours, and keeping records. Agency-managed participants generally use NDIA-registered providers instead.
What questions should I ask in a support worker interview?: Ask scenario questions about how they would handle real situations you face, and talk through your daily routine, boundaries and preferences. Cover their experience, availability and reliability. Most importantly, notice whether they listen and respect your choices. Prepared questions help you compare candidates fairly and spot the right fit.
Should a support worker have their own insurance?: If they work as an independent contractor rather than your employee, it is reasonable to ask about their insurance, such as public liability and professional indemnity cover. Arrangements vary depending on how you engage them, so clarify their status early. Getting advice on your obligations as a direct hire is worthwhile before you commit.
Is a trial shift a good idea before hiring?: Yes. A trial shift or meet-and-greet lets you see how a worker fits with your routine and communication style before making a longer commitment. It is a low-risk way to test the working relationship for both of you. Pair it with a clear agreement on tasks, pay, hours and cancellation so expectations are set from the start.

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Novida is an independent directory, not the NDIA. We explain each form in plain English and link you to the official copy — always download and submit the current version from the official website, as forms are updated from time to time.