In late 2025, the Social Services Regulation Amendment (Child Safety, Complaints and Worker Regulation) Act 2025 (Vic) introduced new changes to Child Protection Reporting in Victoria. The changes aim to facilitate more efficient information sharing across organisations, regulators, Victoria Police and the Working with Children Check scheme. Beginning in Term 1, 2026, the amended legislation impacts employers’ obligations to Child Safe Standards and the Reportable Conduct Scheme.
Context Surrounding the Reforms
The changes have been made to address vulnerabilities in worker screening in response to a succession of safety failings in the Early Childhood Education and Care (ECEC) sector over several years across numerous states and territories. These issues had been detailed in previous reports, including the 2015 Royal Commission into Institutional Responses to Child Sexual Abuse. However, concerns became particularly apparent in July 2025 after two men were charged with over 200 offences related to child abuse in ECEC centres in Melbourne’s west. In response, the Victorian Government conducted the ‘Rapid Child Safety Review’, which examined the state’s child safety laws, including worker screening. This found that the previous child safeguarding framework was fragmented, with functions spread across multiple regulatory bodies. The government subsequently introduced the following reforms.
What Has Changed?
From 23 February 2026, responsibility for Working with Children Checks (WWCC), the Reportable Conduct Scheme, and Child Safe Standards has been brought together under the Social Services Regulator (SSR). The consolidation of these schemes aims to enable faster response times with the power to immediately reassess, refuse, suspend or revoke a WWCC.
Rather than the Victorian Civil and Administrative Tribunal, WWCC decisions will now be reviewed by an expert panel within the SSR. When assessing WWCCs, this panel will now have regard to unsubstantiated allegations and intelligence, lowering the threshold of risk-relevant information. Findings of reportable conduct in another jurisdiction will also trigger a reassessment of eligibility to hold a WWCC clearance.
The Disability Services Commissioner, Victorian Disability Worker Commission and the Disability Worker Registration Board will also be brought into the expanded SSR. The SSR will be able to respond to complaints about social services, disability services and providers of those services, further facilitating faster response times and enhancing information sharing.
The Quality Assessment and Regulation Division (QARD) has now been replaced by the Victorian Early Childhood Regulatory Authority (VECRA), and will oversee the early childhood worker register. As VECRA starts its operations, it promises to increase the number of authorised officers to strengthen regulatory oversight and undertake more unannounced compliance visits.
What Does This Mean for Employers?
Previously submitted matters with the Commission for Children and Young People have been transferred to the SSR. Employers do not need to resubmit these matters.
Employers covered by the Reportable Conduct Scheme will need to ensure that all reportable conduct allegations made against their workers or volunteers are reported to the SSR within three business days of becoming aware of the allegation. In considering the lowered threshold for risk-relevant information, it is pertinent to ensure that all allegations are given weight. The SSR operates an online form for heads of organisations to notify of reportable conduct.
Furthermore, when engaging a WWCC holder, including when they leave, employers must inform the SSR so that the regulator is aware of the employee’s movement across organisations.
If an employer is subject to the Child Safe Standards but does not have a sector-specific co-regulator, they are now regulated by the Social Services Regulator. However, schools and education providers remain under the Victorian Registration and Qualifications Authority.
Looking Ahead
In line with the Rapid Review, these changes to Child Protection Reporting in Victoria aim to overhaul the previously fragmented Child Protection Regulation Framework so that systems are as effective as possible, ensuring the protection of children.
As the reforms take effect, employers can expect more efficient reporting processes while also experiencing increased compliance checks and stricter reviews of WWCC applications.
Need Assistance?
For guidance on how to navigate the proposed new changes, including updating your school’s Code of Conduct, or navigating any staff disciplinary processes, including independent workplace investigations, please reach out to our team.
Call us at (02) 9181 5001 or email us at [email protected].
Explore our full expertise here: https://integroe.com.au/legal-services/.