Most people working in aged care come to work because they want to help others, it’s not just a job. They want older people to feel safe, respected and supported to live the life they choose.
But providing good care is about more than completing tasks or following a care plan. It is also about how we treat people, how we communicate, and how we respond when something doesn't seem right.
This is where the Aged Care Code of Conduct comes in.
The Code of Conduct sets the standard for how all aged care workers should behave. Whether you are a support worker, nurse, coordinator, manager, volunteer or contractor, the Code helps guide your actions and decisions every day as you go about your job of caring for older people.
What is the Aged Care Code of Conduct?
The Aged Care Code of Conduct outlines the behaviours expected of everyone working in aged care.
In simple terms, it requires workers to:
- Treat people with dignity and respect
- Provide safe and quality care and services
- Act with honesty and integrity
- Respect privacy and confidentiality
- Prevent and respond to abuse, neglect and exploitation
- Speak up when something may place a person at risk.
The Code supports the Aged Care Statement of Rights and helps ensure older people receive care that is safe, respectful and person-centred.
Why does the Code matter?
The Code of Conduct should be embedded in how you go about your job, it’s not simply a list of words that you glance at once and forget about. It was developed to help protect older people from harm and creates clear expectations about how workers should behave.
Following the Code helps to:
- Build trust with care recipients and families
- Create a positive workplace culture
- Protect the rights and wellbeing of older people
- Support safe and high-quality care
- Protect workers and organisations from unnecessary risk.
When workers understand the Code and apply it in practice, everyone benefits.
It's not just about what you do – it's also about what you don't do
Many people think misconduct only involves deliberately harming someone. In reality, serious incidents can occur when concerns are ignored or not reported, let’s look at an example of this:
Scenario – “I thought it would clear up on its own”
A support worker helps a care recipient with showering several times each week.
During one visit, the worker notices a red area on the person's lower back. Over the next few weeks, the area becomes larger and the skin begins to break down. The worker assumes it is only a rash and does not document it, report it, or raise it with their supervisor or the person’s care partner. Eventually, the person is admitted to hospital with a pressure injury that requires ongoing treatment.
An investigation finds that the signs of skin breakdown were visible for several weeks and could have been assessed much earlier.
In this situation, the worker did not deliberately cause harm. However, they failed to recognise a change in the person's condition and failed to follow the organisation's reporting and escalation processes.
Reminder: If you notice a change in a person's condition, don't assume someone else knows about it. Record it, report it and seek guidance. Early action can prevent small problems from becoming serious ones.
Respecting the privacy of individuals
Scenario – “I was only trying to help”
A support worker is providing care to an older man living alone in a rural community. During a visit, the worker notices that the man seems more confused than usual and appears to have lost weight. After the visit, the worker is concerned and mentions their observations to a neighbour, who is also a family friend of the client. The worker shares details about the man's condition and asks whether the neighbour has noticed any changes.
The neighbour mentions the conversation to the man's son, who contacts the provider – not about his father's health, but to make a formal complaint about the disclosure of his father's private health information.
The worker genuinely cared about the client's wellbeing. But sharing health information with someone who is not a nominated contact, even with good intentions – is a breach of the person's privacy and the Code of Conduct.
Reminder: Concerns about a person's health or wellbeing should always be directed through your organisation's reporting processes, not shared informally – especially in small communities where relationships overlap.
What happens when the Code isn't followed?
Not every mistake or poor decision will lead to serious regulatory action, but breaches of the Code should always be taken seriously. Depending on the circumstances, consequences may range from additional training or performance management through to termination of employment or referral to the Aged Care Quality and Safety Commission.
In cases involving serious misconduct, abuse or significant neglect, a worker may be prohibited from working in aged care.
Building a culture where people speak up
One of the strongest protections for older people is a workplace culture where staff feel comfortable raising concerns. Workers should feel confident to:
- Ask questions
- Seek guidance
- Report incidents and near misses
- Raise concerns about unsafe practices
- Speak up when a care recipient may be at risk.
Good organisations understand that reporting concerns is not about blaming people. It is about learning, improving and keeping people safe.
Have you reviewed the Code of Conduct with your team recently?
The Code of Conduct applies to every worker, every day, but many staff only receive training on it during induction. Regular conversations, toolbox talks and practical examples can help staff understand how the Code applies in real-life situations.
CDCS regularly supports aged care providers with training and resources on the Aged Care Code of Conduct, cultural safety, worker responsibilities, incident management and the practical application of the Aged Care Act 2024.
If there is a topic you'd like us to cover in a future blog, resource or training session, we'd love to hear from you.
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