Feedback – Review of the Social Workers Registration Act

Summary of Engagement Findings

December 2025

Purpose of the Report

This report provides a summary of feedback received during the engagement phase of the 2025 review of the Social Workers Registration Act 2003 (the Act). It provides the key themes that have guided our assessment of whether the Act remains fit for purpose and supports a safe and effective social work profession in Aotearoa New Zealand.

The summary report largely presents the feedback as was provided to the Social Workers Registration Board (SWRB). This has helped inform the main Review report, but is not the final view of the Board, these will be provided in the final report.

While we reference specific submissions such as those from professional bodies, we will also publish these in their entirety for transparency.

A word of thanks

We would like to thank everyone who took the time to respond to our survey, draft submissions and questions, attend webinars and meet with us. We appreciate your input and thoughts that helped shape our advice and areas for improvement.

Background

Under section 104 of the Act, the Social Workers Registration Board (SWRB) is required to review the operation of the Act every five years.  This is the first review since the introduction of mandatory registration in 2021.

Throughout this engagement we were guided by our values of:

  • Matatika – we will align with best practice
  • Manaaki – we are respectful of our stakeholders
  • Mahitahi- we are collaborative
  • Māia – we are brave and courageous.

On 2 July 2026, prior to commencing our external engagement, we sought guidance and feedback from the SWRB’s External Advisory Group[1].  This helped inform some of our subsequent sector engagement.

[1] The SWRB’s External Advisory Group was established earlier this year and has representatives from Social Services Providers Aotearoa, Aotearoa New Zealand Association of Social Workers, Tangata Whenua Social Workers Association, New Zealand Council of Christian Social Services, Council of Social Work Educators Aotearoa New Zealand, Tūhoe Hauora, The Ministry of Social Development, Oranga Tamariki, The Ministry of Health, Te Whatu Ora.

    Our engagement focused on three key areas of the sector

    We have sought feedback from three key parts of the sector, including the social work sector, other regulators and experts, and organisations that connect and engage with people receiving social work services.  These included:

    Social work sector‘Public Voice’ OrganisationsRegulatory bodies/experts
    Two public webinars/huiMana MokopunaPsychology Board
    Online survey guided by an information documentWhaikahaPharmacy Council
    Aotearoa New Zealand Association of Social Workers (ANZASW) submission and huiOffice for SeniorsPhysiotherapy Board
    Tangata Whenua Social Workers Association (TWSWA) submissionAged Care CommissionerMinistry for Regulation
    Social Service Providers Aotearoa (SSPA) huiDisabled People’s AssemblyMinistry of Health
    New Zealand Council of Christian Social Services (NZCCSS) huiOranga Tamariki 
    Age Concern –  hui with elder abuse and neglect prevention social workers and kaimahi  

    As part of our commitment to ensuring the review reflects a diverse range of perspectives and we meet our obligations to Māori under section 100, we have also sought guidance and feedback from the SWRB’s te Kāhui Ringa Rehe. Te Kāhui Ringa Rehe. This group of social workers and Māori public servants has extensive experience and knowledge of working in communities and the government sector. They support the Board in fulfilling their legislative requirements and support us to become an active partner with Māori.

    Key Findings from the Engagement with the sector

    Feedback was sought and received from registered social workers, managers, educators, students, NGO and government employers, and members of the public. Engagement was carried out between July and November 2025 and included:

    • An online feedback form (71 responses, with 73% received from social workers)
    • Online hui with social workers, educators, and the public (two held in August)
    • Written submissions from the Aotearoa New Zealand Association of Social Workers (ANZASW) and the Tangata Whenua Social Workers Association (TWSWA). See below for links
    • Targeted hui with sector stakeholders who represent the public voice including disabled people, older people, children and Māori, (five organisations met with plus four written responses)
    • Reviewed findings from SWRB surveys including Workforce, Education, and Employer surveys.
    • Advice from the SWRB External Advisory Group
    • Advice and discussion with the SWRB’s Kāhui Ringa Rehe (Māori advisory group)
    Key points from engagement Engagement with the sector, employers, educators and tangata whenua representatives show: Strong support for mandatory registration, though it is not seen as a sufficient measure in and of itself to ensure quality of practice and public safety. The complaints process is seen as necessary, however concerns were raised over timeliness and how easily accessible it is to use, especially for people in vulnerable situations.More practical guidance on effective supervision, mandatory reporting and continuing professional development.  Strengthening the standing of Te Tiriti in the Act. Barriers affecting Māori and Pacific students and practitioners were highlighted including in education, registration, and complaints resolution.  Concerns about registration costs

    Full feedback submissions are available in these downloadable pdfs:

    ANZASW Feedback _ Review of the Act

    TWSWA Feedback_Review of the Act

    Strong support for registration and standards

    There was broad agreement that mandatory registration and professional standards are important for public safety and the credibility of the profession. 94% of respondents in the sector feedback form agreed or strongly agreed that the requirement for all social workers to be registered and meet professional standards for registration is important for public safety.

    Registration is seen as a necessary mechanism for ensuring accountability and consistency across the workforce. Some respondents noted that while registration sets a minimum standard, it does not in itself guarantee high-quality or culturally competent practice. Factors such as supervision quality and workplace culture were seen as equally critical.

    “Registration helps increase the faith and trust of the community in the workforce and profession.”

    Accountability processes need greater awareness and support

    While the accountability and complaints provisions were supported, there was concern about their accessibility and implementation. Many noted that clients and employers may not understand or feel confident using the reporting processes.

    “There’s a reliance on clients to raise concerns, but they often lack the knowledge or confidence to do so.”

    Specialised Scopes of Practice

    There is an appetite from the sector to look at specialised scopes of practice to improve public safety and ensure people working in high-risk areas have the skills and experience required.

    Better education and guidance needed

    Feedback indicated a need for clearer guidance and practical education on the Act’s requirements, particularly around supervision, mandatory reporting, and employer responsibilities. Suggestions included workshops, case studies, and clearer definitions.

    There was also recognition of the time it takes to get a new/beginner practitioner up to speed to that they are capable to handle the complexity of cases.

    Employers are clear about registration, but continuing professional development (CPD) is an important part of safe and effective practice that could have more focus.  Lack of resources can limit the capacity for CPD.

    Equity, inclusion and systemic barriers

    A number of submissions raised the need for the Act and its implementation to better support neurodiverse, gender-diverse, and minority social workers and students. There were concerns about systemic barriers during training, registration, and placement.

    Concerns about registration costs

    Feedback highlighted concern about the affordability of registration and practising certificates, particularly for NGO-based social workers. Many responders noted that the cost is a disincentive for entering or remaining in the profession and is seen as placing an unreasonable financial burden on social workers and employers. It is also seen as a disincentive for employing registered social workers.

    Tangata Whenua Feedback Summary

    As the SWRB, we recognise the Crown-Māori commitment as Te Tiriti o Waitangi partners and are committed to improving services and outcomes for Māori, strengthening the Crown’s relationship with Māori, and developing our Māori capability.

    Section 100 of the Act outlines that the Board must ensure the aims and aspirations of Tangata Whenua. The social worker workforce has a high proportion of people who identify as Māori (25%) especially compared to other regulated professions.

    Feedback was received from:

    • Discussion with te Kāhui Ringa Rehe, SWRB’s Māori advisory group
    • Written feedback from the Tangata Whenua Social Workers Association
    • Reviewed findings from the Workforce Survey 2024 – Iwi based/Kaupapa Māori Spotlight Report
    Main findings Māori social workers, employers and associations provided detailed feedback including: How the Act and its implementation could better reflect te ao Māori, uphold Te Tiriti o Waitangi, and support sustainable pathways into the professionLanguage and definitions within the ActGovernance representation needs to be strengthened to increase tangata whenua involvementEducation accessWorkforce sustainabilityCulturally grounded approaches to regulation and professional development.Including mention of He Whakaputanga and/or Te Tiriti o Waitangi in Section 100

    More Tangata Whenua in governance

    There was a call for sufficient tangata whenua representation in governance roles to ensure both SWRB,the Professional Conduct Committees, and the Disciplinary Tribunal consider and implement equitable and culturally informed processes and outcomes.

    Strengthen educational pathways

    Education pathways were noted as an area for operational improvement to address workforce shortages.  This is being looked at in more detail through Sustainable Social Work Pathways – Tauwhiro Ararau – Social Worker Workforce Strategy and Action Plan 2025-2030. There is a commonly held view across much of the feedback that the four-year degree programme is unnecessarily demanding for ākonga, especially for those who already have significant life experience and commitments to juggle. There is also strong demand for opportunities to work and earn while learning and to see concrete strategies to address systemic barriers to formal education and training that disproportionately affect tangata whenua, Māori and Pacific students.

    The effect of funding on social work practice

    The effects on the social work profession and as a practice in relation to capacity and capability as a result of funding decisions was noted. Impacts included the focus of and capacity for continuing professional development, and access to effective and appropriate supervision.

    Self-care for social workers

    TWSWA raised the importance of self-care for social workers to improve the sustainability of kaimahi and social work practitioners through practice, process and education.

    Māori social worker survey shows strong support for registration

    The SWRB Workforce Iwi based/Kaupapa Māori Spotlight Report 2024report analysed the survey responses from 415 respondents who work at an iwi based or Kaupapa Māori organisation.  The results were analysed to identify key themes relating to public safety and the impact of the legislation from a Māori perspective. 

     Main survey findings 47% of the respondents believe the profession is more respected since registration became mandatory and that registration provides assurance to whanau and communities that social workers are competent and accountable.95% of social workers employed by Iwi-based/Kaupapa Māori organisations were confident their employer had adequate policies for dealing with serious practice and conduct issues95% of respondents said they would raise concerns with SWRB about another social worker’s practice and/or conduct (where it wasn’t possible to resolve with the employer). Among those who said they would not raise concerns with the SWRB, some believed that it was up to the employer to deal with concerns of this kind, and others were not aware that it was an option. Some participants highlighted a lack of understanding by management of registration requirements, suggesting uncertainty at an employer level.40% of respondents indicated an interest in CPD focused on legislation, policy and ethics. This was the highest response for CPD options and indicates this is an area of strong interest.

    “Obtaining registration as social workers demonstrates to our community that we are competent in our work and accountable for our actions.”

     – Pacific social worker in Māori organisation.

    Public voice summary

    SWRB engaged with groups that represent members of the public, particularly those organisations that connect and engage with people receiving social work services, including:

    • Mana Mokopuna – The Children’s Commission
    • Whaikaha – Ministry of Disabled People
    • Office for Seniors
    • Aged Care Commissioner
    • Disabled People’s Assembly
    • Oranga Tamariki
    • Ministry of Health

    Registration does not always improve safety in practice

    Most respondents agreed that mandatory registration has helped lift safety and quality, but some noted that real-world experiences don’t always reflect this, especially in terms of cultural safety and responsiveness.

    Being more responsive to the public

    Legislation provides a solid foundation but often addresses a problem after harm has occurred.  Some organisations asked that a more proactive and less reactive model be considered. It was suggested that increasing the community voice would result in a less one size fits all approach.

    Public awareness of the Act is limited

    Key parts of the Act (like registration and complaints processes) are generally well understood in the sector, but there’s a need for better public-facing education so people know their rights and how to raise concerns. There can be a disconnect between service expectations and various legal frameworks are practitioner is operating within.

    More focus needed on quality and fit, not just credentials.

    The public often want assurance that social workers are not just qualified, but safe, effective, and a good fit for their needs, especially for diverse or vulnerable communities.

    Conclusion

    In summary, the engagement has found that while the Social Workers Registration Act 2003 overall is working well in practice with broad support for mandatory registration, its continued effectiveness depends on addressing a number of challenges raised by responders. These related to:

    • how SWRB operates and engages with the workforce and sector
    • sustainable education pathways that support a strong and qualified workforce
    • cost of registration
    • increasing responsiveness to the public and raising public understanding

    By focusing on these areas, the Act can better safeguard public safety and support a robust, future-focused social work profession that meets the needs of the individuals, whānau and communities of New Zealanders.