Industries / NDIS & disability services
NDIS & disability servicesPractical HR advice for NDIS providers. From SCHADS questions and contracts to onboarding and audit preparation, we help you put clear processes behind your workforce.
Work through award coverage, role classifications, employment conditions and questions about rosters or timesheets. We start with your service model and the duties of each role.
Put a clear process around employment agreements, position descriptions, employee files, required checks and policy acknowledgements.
Get practical help with probation, performance, flexible working requests, employee concerns and changes in your workforce.
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No. NDIS funding or registration does not, by itself, determine award coverage. The employer’s activities, the work performed and any applicable enterprise agreement matter. Different roles within one organisation may fall under different arrangements.
We can help you review role descriptions and employment arrangements, identify classification questions and work through how the relevant requirements apply. The starting point is the actual role, rather than its title alone.
Read Fair Work’s SCHADS guidance and our employer guide to SCHADS Award HR support.
An employment contract is one part of onboarding. Your process also needs to identify the records, checks, induction and approvals required for the role, who is responsible for them and how outstanding items will be followed up.
For registered NDIS providers, worker-screening obligations focus on key personnel and workers in risk-assessed roles. Requirements and permitted arrangements can depend on the role and jurisdiction. Use the NDIS Commission’s registered-provider guidance when determining what applies.
CCG can help organise the employment side: role descriptions, contracts, onboarding checklists, employee files and review points. Your organisation remains responsible for its provider obligations and clearance verification.
We can help review HR documentation and identify gaps to work through before an audit, including position descriptions, onboarding procedures, employment records and relevant policies.
We agree the documents and actions in scope, distinguish completed work from outstanding items and help management understand the next steps. This is HR preparation support; CCG does not perform the NDIS certification audit.
If you want a broader starting point, our HR Health Check reviews your employment foundations and provides a prioritised action plan over 4–6 weeks.
A community-services organisation was managing new starters while preparing HR documentation to support an NDIS audit.
CCG coordinated employment contracts and employee files, reviewed onboarding documentation and followed up required screening and qualification records. We updated onboarding requirements and provided guidance on position descriptions and the information needed to support the audit process.
Employment documentation was prepared and organised, onboarding processes were updated, and management received guidance on its HR audit documentation. Outstanding items were followed up as part of the work.
Client details are withheld for confidentiality. This example describes HR support delivered, rather than an audit result.
You do not need to send employee files with your initial enquiry. We’ll agree what information is needed and how to provide it once we understand the scope.
Yes. You can start with hourly advice or a defined project. If you want CCG to take care of your HR more broadly, we can discuss outsourced HR support and agree the scope, fees and terms.
Yes. If you already have an HR team, our HR Team Extension service provides additional capacity and advice alongside them. We can also coordinate HR work with your quality team, with responsibilities and scope agreed before we start.
Yes. Our typical clients have around 10–150 employees. Tell us about your team and what you need, and we’ll recommend retainer, hourly or project support to suit your business.
Book a free consultation. We’ll discuss your business, your team and the HR issue or priority you want to work through.
We’ll recommend a project, hourly advice or ongoing HR support. We agree the scope, fees and next steps with you before work starts.
We gather the relevant information, work through the agreed priorities and help you put the advice and documents into use.
You can start with a defined project or hourly advice. Ongoing retainers are 12-month agreements; we’ll explain the terms before you decide. An HR Health Check generally takes 4–6 weeks.
General information checked 10 September 2026. Employment and NDIS requirements depend on your circumstances and can change. The official guidance linked above is the starting point for current requirements.
