WHAT YOU DON’T KNOW CAN COST YOU YOUR REGISTRATION AND YOUR REPUTATION.

In the past year, over 1.7 million restrictive practices were reported to the NDIS Commission.

That number isn’t just a statistic — it’s a signal.

A signal that many providers are:

  • Using practices they don’t fully understand.
  • Failing to meet their obligations under the NDIS (Restrictive Practices and Behaviour Support) Rules.
  • Putting participants, staff, and their entire organisation at risk.

Authorised or not, every restrictive practice must be legally justified, properly documented, and safely implemented.

Restrictive practices are any intervention that limits a person’s rights or freedom of movement. Under the NDIS framework, this includes:

  • Seclusion
  • Chemical restraint
  • Mechanical restraint
  • Physical restraint
  • Environmental restraint

The Mistakes That Could Get You Banned from the NDIS.

Everyone in your organisation needs to understand that these red flags can mean the difference between leading a safe, quality-focused organisation and facing a show cause notice.

❌ Using Restrictive Practices Without Formal Authorisation.

“But we only did it once… and it was to keep them safe.

This is the most common, and most dangerous, mistake.

Even a single incident of seclusion, restraint, or environmental restriction used without authorisation and not documented in a behaviour support plan can trigger a response from the NDIS.

Ensure every restrictive practice in use is included in a Commission-approved Behaviour Support Plan (BSP)

Seek formal state/territory authorisation if required (varies by jurisdiction)

Immediately report any unauthorised use via the NDIS Reportable Incident notification in the Portal.

Remember: "Unwritten" practices are still reportable.

Intent doesn't excuse non-compliance.

❌ Failing to Train All Staff, including Casuals and Agency Workers

Just because they’ve worked in disability for years, doesn’t mean they know what to do.

Assuming experience = they don’t need training is a major risk.

Casuals, agency staff, or new starters must receive restrictive practice training before working with any person with an active BSP.

If they’re not trained, they may unintentionally use or escalate restrictive responses. Leading you to breach your obligations under the NDIS Practice Standards. Ultimately, you lose defensibility if something goes really wrong.

Build a basic and a detailed induction that includes restrictive practice training.

Include on-the-floor refreshers, not just annual workshops. Keep training records up to date as they are evidence in an audit or investigation.

Tip: Training is only as strong as your rostering. If untrained staff are placed with high-risk clients, you’re still liable.

❌ Not Reviewing Behaviour Support Plans Regularly.

“We had a BSP from last year. It’s still valid.”

That might be true on paper, but BSPs must reflect the current behaviour and context of the person.

Common issues we see:

  •  - The behaviour has changed, but the plan hasn’t.
  •  - The restrictive practice is still in the plan, but is no longer used (or vice versa).
  •  - Risk factors or environmental triggers are missing or outdated.
  •  - The implementers don’t even know where the plan is stored.

If you think there might be restrictive practices, ask:

  •  - Would we do this to someone who wasn’t disabled?
  •  - Is this based on the person's assessed need, or on staff convenience or risk aversion?
  •  - Is this clearly recorded in their Behaviour Support Plan?
  •  - Do they understand, agree to, or have a say in this decision?
  •  - Is there a pathway out of the restriction, or is it indefinite?

Review BSPs every 3 months or after any critical incident.

Involve the person, their team, and the author in the review.

Update the plan through the portal if anything changes.

Tip: The Commission doesn’t just check that you have a plan — they check if it’s followed and used in practice.

❌ Treating Restrictive Practices Like a Clinical Issue Only.

“That’s up to the behaviour practitioner. ”Wrong. Restrictive practices are a whole-of-organisation responsibility. If your frontline team, rostering coordinator, or house supervisor doesn’t understand what’s in the BSP — or when and how to apply safeguards — the provider is still accountable.

Restrictive practices are not just a clinical decision. They:

  • Impact rostering (e.g., needing trained staff only), Impact reporting (e.g., who logs it and how).
  • Impact cultural safety and team dynamics.
  • Must be monitored by governance and quality teams.

Service Providers need to find a way to share relevant parts of the BSP with everyone who supports the person. This includes: ensuring team leaders are trained to coach and guide, not just observe and critique. Include restrictive practice tracking in risk and quality meetings.

Facilitate daily team conversations focused on "least restrictive practice" and "dignity of risk.

Avoiding these mistakes doesn’t just protect your registration.

It creates safer, more respectful services for people with disability. And it tells your team: “We don’t just do what’s legal. We do what’s right.”

Some of the most common breaches aren’t caused by obvious restraints.

They come from routine practices that limit a person’s rights without formal recognition or authorisation.

These are known as “hidden” or informal restrictive practices, and they’re particularly risky because:

  • Staff don’t realise they’re using a restriction.
  • They’re often part of a “house rule” or cultural norm.
  • They go undocumented and unreported until a complaint or incident forces scrutiny.
The big no-no:

“You can’t go out unless you’ve had a shower.”

This limits a person’s freedom of movement based on a behaviour or condition you have imposed on them. It's not just a restrictive practice. It is prohibited.