The Safety screening policy for funded organisations (the safety screening policy) outlines the actions funded organisations must take in screening workers, volunteers, students on placement and labour hire staff before they work with clients.
These screening processes help organisations to assess risk and make decisions that enable them to keep service users safe and maintain public confidence in their services.
The Department of Families, Fairness and Housing has updated the safety screening policy to reflect changes recently implemented by the Social Services Regulator (SSR) to the Working with Children (WWC) Check process to strengthen safeguards for children.
Changes to the WWC Check process commence on 19 October 2026. They include requirements for organisations to use to a new WWC Connect system and WWC status checker when recruiting staff who will work with children. In scope applicants need to complete mandatory online child safety training before their WWC Check can be finalised.
For more information on these changes, see the Changes to the Working with Children Check effective October 2026 fact sheet.
The update to the safety screening policy also describes SSR powers that came into effect in July 2026 to apply an interim bar or suspend the WWC Check application process and the intersection between WWC Check process and the Reportable Conduct Scheme.
The safety screening policy has not changed other existing screening requirements, but has clarified the definition of a client, provided additional resources on screening members of governing bodies and recommends that organisations develop their own procedures on screening returning labour hire staff. These changes are effective from Monday 14 December 2026, but organisations may choose to apply them earlier.
There have been no updates to existing requirements for organisations to seek referee reports and conduct identity and police checks. Most roles also require applicants to supply an employment history and proof of any mandatory qualifications.
Some roles require the applicant to disclose any misconduct or formal disciplinary action taken against them by any current or former employer. These disclosures do not prevent the organisation from hiring the applicant but provide an important safeguard that supports decision making.
For more information, visit Safety Screening Policy for Funded Organisations.