How to Get a Police Check in Australia

A National Police Check (NPC) is a screening tool that searches across all Australian police agency records to identify any disclosable criminal history associated with an individual. The check is coordinated by the Australian Criminal Intelligence Commission (ACIC), which maintains the national database of criminal records from every state and territory police force.

The result of a police check is a certificate that lists any disclosable court outcomes, including convictions, findings of guilt, and pending charges. If an individual has no disclosable records, the certificate will state that no disclosable court outcomes were found. It is important to understand that a police check is a point-in-time assessment — it reflects the records available at the moment the check is processed and does not provide ongoing monitoring.

Police checks are sometimes referred to by different names depending on the context: "criminal history check," "criminal record check," "police clearance," or "NPC." These all refer to essentially the same product — a nationally coordinated search of police records. In some states, such as Victoria, you may also hear the term "National Police Certificate."

The check is governed by the Australian National Police Checking Service (NPCS) and follows strict guidelines about what information can be released, taking into account relevant spent convictions legislation in each state and territory. This means not every conviction will necessarily appear on the result — older or less serious offences may be filtered under spent convictions schemes.

Police checks are widely required across Australia for a variety of purposes. The most common reason is pre-employment screening — many employers require prospective employees to provide a current police check before commencing work, particularly in roles involving vulnerable people, financial responsibility, or positions of trust.

Specific industries where police checks are either legally mandated or standard practice include:

• Healthcare and aged care — Required under the Aged Care Act 1997 and various state health regulations for anyone working with patients, residents, or sensitive health information.
• Education and childcare — Essential for teachers, teacher aides, and anyone working in schools or early childhood centres, often alongside a Working With Children Check (WWCC).
• Financial services — ASIC and APRA-regulated roles frequently require police checks as part of fit-and-proper person assessments.
• Government and defence — All Australian Public Service (APS) positions require at minimum a baseline police check, with higher clearance levels for sensitive roles.
• Mining, construction, and transport — Increasingly required on major project sites and for roles involving heavy machinery, hazardous materials, or FIFO operations.
• Volunteering — Many volunteer organisations, particularly those involving children or vulnerable adults, request police checks from their volunteers.

Beyond employment, police checks may also be required for visa and immigration applications, professional licence renewals (e.g., security licences, real estate licences), adoption applications, and foster care assessments. Some residential tenancy applications in competitive rental markets now also request them, though this practice is controversial.

If you are unsure whether your role requires a police check, ask your employer or the relevant industry regulator. In many cases, it is the employer's obligation to arrange and fund the check.

There are three main ways to obtain a National Police Check in Australia: online through an ACIC-accredited body, in person at a post office or police station, or through your employer using a screening provider like Refchecks. Each method follows the same underlying process — your identity is verified and the ACIC database is searched — but the experience differs in convenience and speed.

Apply Online (Fastest Method)

Apply in Person

Apply Through Your Employer

Processing times for a National Police Check vary depending on the method of application and the individual's circumstances. In most cases, the timelines are:

• Online (accredited body): 70% of checks are returned within 1 business day. The ACIC reports that the majority of online checks with clean records are processed within 24 hours.
• In person (Australia Post): Typically 10–15 business days from the date of submission.
• Employer-initiated (screening platform): Usually 1–2 business days once the candidate completes their section.

However, some checks take longer. If a potential match is found against police records, the check is flagged for manual review by the relevant state or territory police force. This manual review process can add 5 to 15 additional business days, and in rare cases involving multiple jurisdictions or complex records, it can take longer.

Common reasons for delays include name matches with other individuals in the database (particularly common names), a history of name changes, or records in multiple state jurisdictions. International applicants or those who have lived overseas may also experience delays if additional identity verification is required.

To minimise delays, ensure all personal details on your application are accurate and match your identity documents exactly. Even small discrepancies — such as a middle name on your passport that you omitted on the form — can trigger additional verification steps.

A National Police Check discloses court outcomes that are deemed relevant and disclosable under the applicable legislation. This includes:

• Convictions — Found guilty and a penalty was imposed (fine, community service, imprisonment, etc.).
• Findings of guilt without conviction — The court found the person guilty but did not record a formal conviction (e.g., good behaviour bond, conditional release order).
• Pending charges — Charges that have been filed but not yet heard or finalised by a court.
• Court appearances — In some jurisdictions, certain court appearances may be disclosed even if the matter was dismissed.

Importantly, a police check does not show:

• Spent convictions (convictions that have passed the rehabilitation period under the relevant state or Commonwealth spent convictions legislation, unless the role is exempt)
• Infringement notices or traffic fines (unless they resulted in a court hearing)
• Juvenile records (in most jurisdictions, these are sealed once the person turns 18)
• Matters where the person was found not guilty or the charges were withdrawn
• Intelligence holdings or police information that has not resulted in a charge

The results are categorised by the purpose of the check. When you apply, you must specify the purpose — such as employment, volunteering, or licensing — and this determines which filtering rules apply. For example, a check for the purpose of working with children may disclose offences that would be filtered out for a standard employment check.

If a disclosable outcome appears on your check, the certificate will include details such as the offence, the date, the court, and the outcome. It is then up to the employer to assess the relevance of the disclosed information to the role being offered, in line with anti-discrimination legislation and their own policies.

The cost of a National Police Check varies depending on the provider and the method of application. As of 2026, typical pricing is:

• Online via accredited body: $40–$60 per check, depending on the provider and whether it is an individual or employer-initiated application.
• In person via Australia Post: Approximately $55 (prices may vary by state).
• Volunteer checks: Some providers offer discounted rates for volunteer police checks, typically around $15–$30. In certain states, volunteers working with community organisations may be eligible for free checks.
• Employer bulk pricing: Organisations processing high volumes of checks through screening platforms like Refchecks can access volume-based pricing, which typically reduces the per-check cost significantly.

It is worth noting that in many employment contexts, the employer is expected to cover the cost of pre-employment screening, including police checks. The Fair Work Ombudsman has stated that employers generally cannot require prospective employees to pay for pre-employment checks unless there is a specific enterprise agreement or award provision that permits it.

When comparing providers, look beyond the headline price. Consider turnaround time, the quality of the platform (especially for bulk processing), integration with other screening checks, and whether the provider is genuinely ACIC-accredited. Some low-cost providers are resellers rather than direct accredited bodies, which can add processing time and reduce transparency.

Whether you are applying for your first police check or renewing one for a new role, following these practical tips will help ensure a fast and hassle-free process:

• Use your legal name exactly as it appears on your primary identity document. Discrepancies between the name on your application and your ID documents are the most common cause of delays.
• Prepare your identity documents in advance. You will need a combination of primary and secondary documents. Ensure they are current and not expired — expired documents are generally not accepted.
• Provide a complete address history. Some applications ask for your residential history over the past five or ten years. Having this information ready speeds up the application process.
• Choose the correct purpose category. The purpose of the check (e.g., employment, volunteering, licence application) affects which records are disclosed. Selecting the wrong purpose may mean you need to reapply.
• Apply through an ACIC-accredited provider. This ensures the fastest processing and direct access to ACIC systems. Check the ACIC website for a list of currently accredited bodies.
• If you have a common name, expect potential delays. The system flags potential matches for manual review, and common names are more likely to trigger this. This is normal and does not mean there is an issue with your record.

For employers and HR teams, consider using an integrated screening platform that combines police checks with other pre-employment requirements such as reference checks, identity verification, and right-to-work checks. This reduces administrative overhead and provides a single dashboard view of each candidate's screening status.