30 Questions to Ask When Hiring an NDIS Support Worker
Use these 30 NDIS support worker interview questions to check a worker's experience, skills, values, reliability and fit. Track which ones you've asked, then print the list to take into the interview. Free for participants, carers and families.
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NDIS Support Worker Interview Questions
Candidate name: ______________________________ Date: _______________
1. Experience & Qualifications
0/6 asked2. Practical Skills & Availability
0/6 asked3. Values & Approach
0/6 asked4. Reliability & Professionalism
0/6 asked5. Fit & Specific Needs
0/6 asked1. Experience & Qualifications
- 1.What disability experience do you have, and with what conditions?
- 2.Do you hold a current NDIS Worker Screening Check?
- 3.What relevant qualifications or certificates do you have? (Certificate III, First Aid, Medication Administration?)
- 4.Have you worked with someone with my specific disability or condition before?
- 5.Can you provide references from recent disability support roles?
- 6.Are you trained in manual handling and how do you approach it?
2. Practical Skills & Availability
- 7.What days and hours are you available, including early mornings, evenings, and weekends?
- 8.Do you hold a current driver's licence and have access to a reliable vehicle?
- 9.Are you comfortable providing personal care such as showering, dressing, and continence support?
- 10.Are you trained or willing to be trained in medication administration?
- 11.Can you assist with meal preparation, including specific dietary requirements?
- 12.How do you handle situations where a participant becomes upset or distressed?
3. Values & Approach
- 13.What does person-centred support mean to you?
- 14.How do you ensure you're supporting someone's independence rather than doing everything for them?
- 15.How do you respect a participant's privacy and dignity?
- 16.What would you do if you disagreed with a participant's choice?
- 17.How do you build trust with someone new?
- 18.How do you adapt your communication style to different people?
4. Reliability & Professionalism
- 19.What is your process if you're sick and can't make a shift?
- 20.How do you handle running late?
- 21.Are you comfortable with progress note documentation?
- 22.Have you ever had a complaint made about you in a support role? How was it handled?
- 23.Are you comfortable working alone or do you prefer team environments?
- 24.How do you maintain professional boundaries with participants and families?
5. Fit & Specific Needs
- 25.Do you have any experience with [specific disability, e.g., autism, cerebral palsy]?
- 26.Are you comfortable with any specific needs I have, such as [specific task]?
- 27.What do you know about the NDIS and how it works?
- 28.Are you willing to attend relevant training specific to my needs?
- 29.What would you do in an emergency involving my health or safety?
- 30.What do you enjoy most about support work?
Why Choosing the Right Support Worker Matters
Your support worker is one of the most important people in your daily life. The right worker doesn't just deliver a service — they help you build confidence, pursue your goals, and live with greater independence. The wrong worker, even one who is technically qualified, can undermine your sense of control, reduce your motivation, and in serious cases, put your safety at risk.
Investing time in a thorough interview process is one of the best things you can do for your long-term wellbeing. Participants who take the time to ask the right questions, check references, and arrange a trial shift are far more likely to build stable, productive relationships with their support workers — which in turn leads to better outcomes across every area of their plan.
Red Flags in a Support Worker Interview
- Unable to explain what person-centred support meansThis is a core concept in disability support. If a worker can't explain it in their own words, they may not understand the role properly.
- Vague or evasive about availabilityA worker who is "flexible" but can't commit to specific days or hours is likely to be unreliable. You need consistent, predictable support.
- Cannot provide referencesAny worker with genuine disability support experience should be able to provide at least one professional reference. Reluctance is a concern.
- Dismissive about your specific condition or needsIf a worker minimises your disability or suggests you don't really need that much support, trust your instincts. You know your situation best.
- No current Worker Screening clearanceThis is a non-negotiable for most NDIS roles. A worker who hasn't obtained or renewed their clearance may not be legally permitted to provide support.
- Dominating the conversation or not listeningYour support is meant to be directed by your goals and preferences. A worker who talks over you or pushes their own ideas from the start is unlikely to provide person-centred support.
Your Rights When Hiring Your Own Support Worker (Self-Managed)
✓You have the right to hire any worker you choose — including workers who are not registered with a provider. You are not limited to workers from registered agencies.
✓You can choose to check that a worker holds a current NDIS Worker Screening clearance. Ask for their Worker Screening ID and check it in the NDIS Worker Screening Database through the NDIS Commission's self-managed participants portal. Registered providers must check their own workers in risk-assessed roles.
✓You can negotiate rates with your worker, above or below the NDIS price guide limits. Make sure any agreed rates are documented in a written service agreement or employment contract.
✓You are responsible for paying your worker (or their ABN invoice) and then claiming it through the my NDIS portal or app (or myplace for plans in the old system). Keep all invoices and payment records — the NDIA can audit your claims.
Not sure how the check itself works? Our guide to the NDIS Worker Screening Check in WA covers the current fee, processing times, how long a clearance lasts, and whether a worker can start while their application is still being assessed.
Using an Agency vs. Hiring Directly
Using an Agency
Pros
- +Agency handles screening, payroll, and admin
- +Backup workers available if your regular worker is sick
- +Workers are supervised and supported by a team
- +Easier complaints and resolution process
Cons
- −Higher hourly cost (agency margin included)
- −Less control over which specific worker is rostered
- −Worker matching quality varies between agencies
Hiring Directly
Pros
- +Full choice and control over who supports you
- +Often lower cost (no agency margin)
- +Can build a strong, consistent relationship with one worker
- +More flexibility in scheduling and support tasks
Cons
- −You are responsible for screening, verification, and admin
- −No backup worker if your regular worker is unavailable
- −Requires self-management — more admin and record-keeping
Frequently Asked Questions
You are not legally required to conduct a formal interview, but it is strongly recommended. An interview lets you assess whether the worker's experience, values, and availability match your needs before you make a commitment. It also gives you the opportunity to discuss specific requirements like manual handling, medication administration, or personal care.
Yes. Many participants arrange an initial casual shift or trial period before committing to regular services. This gives both you and the worker a chance to assess fit in a real-world situation. Make sure any trial arrangement is agreed upon in writing, including how it will be funded from your NDIS plan.
Registered NDIS providers are legally responsible for ensuring their workers hold a current NDIS Worker Screening clearance before they begin risk-assessed roles. If you self-manage and hire a worker directly, checking their clearance is your choice, and a good idea. Ask for their NDIS Worker Screening ID, then check their status in the NDIS Worker Screening Database through the NDIS Commission's self-managed participants portal.
In some circumstances, yes. The NDIA generally discourages funding family members to provide paid supports, particularly for participants who are agency or plan-managed. However, exceptions can be made where there is no other reasonable option — such as in rural or remote areas, or for participants with complex or high-intensity needs. Self-managed participants have more flexibility. If you want a family member as a paid worker, discuss this with the NDIA at your planning meeting and document why it is necessary.
The NDIS Worker Screening Check is a national background check for people who work with NDIS participants in risk-assessed roles. It checks for criminal history, findings of misconduct, and other matters that may indicate a risk to participants. Workers must apply for the check in the state or territory where they work. A clearance is valid for 5 years and is portable across employers.
Yes. If you engage a support worker through a registered provider, you can ask the provider to assign a different worker — check the notice period in your service agreement. If you are self-managed and have engaged a worker directly, you can end the arrangement according to the terms of your agreement or contract. Always give reasonable notice and follow any contractual obligations to avoid disputes.
Yes. If you are self-managed, you pay your support worker (or their employer) directly and then claim reimbursement from the NDIS via the myplace portal. You are responsible for verifying the worker's qualifications, keeping records of payments, and ensuring invoices match the NDIS support item you are claiming against. It is important to keep all receipts and timesheets.
NDIS support worker rates are set by the NDIS Pricing Arrangements and Price Limits, which are updated annually. Under the 2026-27 arrangements, in effect from 1 July 2026, the standard weekday daytime price limit for assistance with self-care activities is $73.58 per hour, with higher limits for evenings, weekends, and public holidays — $103.54 on a Saturday, $133.50 on a Sunday and $163.46 on a public holiday. If you are agency or plan-managed, your provider cannot charge above these limits. Self-managed participants can negotiate rates above or below the price guide with individual workers.
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