The Workforce

Australia’s aged care sector employs around 370,000 workers who provide care in homes, residential facilities, and specific programs nationwide. The workforce includes a variety of roles including nursing staff, personal care workers, allied health professionals, and support staff in management and administration.

The direct care workforce consists of nurse practitioners, registered and enrolled nurses, personal care workers, and allied health professionals and assistants. Additionally, the sector employs ancillary care staff responsible for cleaning, kitchen duties, gardening and maintenance, as well as management and administrative staff, including clinical care managers. Other roles include Aboriginal and Torres Strait Islander health practitioners, diversional therapists, oral health professionals, and pastoral or spiritual care workers.

The Code of Conduct for Aged Care outlines the standards of behaviour for approved providers, their aged care workers, volunteers and governing persons. The Statement of Principles included in the 2024 Aged Care Act are intended to guide the decisions, actions, and behaviors of everyone involved in the aged care system, including providers, workers, volunteers, supporters, and government agencies.

The Aged Care Quality and Safety Commission is the national regulator of aged care services.

Workforce issues

The aged care sector faces significant workforce challenges due to rising demand for services, a tight labour market, and shifts in employment trends across Australia. Key recruitment issues include a lack of suitable applicants, competition with other sectors, and applicants lacking the necessary qualifications or skills.

These workforce pressures often prevent providers from operating at full capacity, particularly in regional and remote areas. Changing staffing requirements have added to complexity relating to workforce management. However, improvements to salary rates have supported aged care as an employment choice.

The aged care workforce is highly multicultural, with about half of residential care staff born overseas, and nearly 40% speaking a language other than English at home. This diversity, while enriching, can also present challenges in training and retention.

Research shows that both individual and organisational factors influence workforce retention. Key considerations include age, location, labour market conditions, and the availability of ongoing work. Positive organisational practices, such as supportive leadership, flexible roster management, and access to training, are also valued by staff. Effective workplace health and safety processes, good communication, and a positive workplace culture further enhance employee retention.