Resources

This article from Mirus Australia delves into best practices and innovative strategies for aged care workforce management, including ensuring adequate staffing levels and optimizing scheduling.

This presentation from the Macquarie Business School discusses the importance of various retention strategies, succession planning, and leadership development to sustain the aged care workforce.

FHG outlines seven key strategies to attract and retain aged care workers in Australia, emphasizing professional development, supportive leadership, positive workplace culture, work-life balance, recognition, diversity, and regular staff feedback. These approaches aim to enhance employee engagement, reduce turnover, and ensure high-quality care for the growing elderly population.

The ELDAC Self-care Room is a free, co-designed online resource that supports the wellbeing of aged care workers. It offers practical tools like reflection activities, quick self-care ideas, grief support, and planning guides to help staff manage stress and prevent burnout while delivering end-of-life care.

The GEN Aged Care Workforce page offers a detailed overview of Australia's aged care workforce, encompassing residential care, home care, and support services. It presents data on workforce size, composition, and characteristics, highlighting roles such as personal care workers, nurses, allied health professionals, and support staff. The page also provides insights into workforce demographics, including age, gender, and cultural diversity, and discusses trends

The Fair Work Commission’s Aged Care Work Value Case introduced major award changes from January 2025 to better recognise the value of aged care work. Key updates include significant pay increases of 15–28.5% for direct care workers such as personal care assistants and nursing assistants, depending on their qualifications and duties.

The Aged Care Award [MA000018] Pay Guide, effective from 1 July 2025, outlines minimum pay rates for aged care employees in Australia. It details hourly and weekly wages across classification levels, along with applicable penalty rates for weekends, public holidays, overtime, and shift work. The guide incorporates recent updates from the Aged Care Work Value Case, including reclassifications and pay increases for direct care workers and nursing assistants.

The "Building a capable, skilled and sufficiently large workforce" section of the Draft National Strategy for the Care and Support Economy addresses Australia's growing demand for care workers. It emphasizes the need for better job quality, including fair pay, secure employment, and adequate training, to attract and retain staff. The strategy highlights challenges such as workforce shortages, high turnover, and competition across sectors like aged care, disabil

The Aged Care Industry Labour Agreement streamlines the process for aged care providers to hire qualified overseas workers in key direct care roles. It enables access to skilled migration pathways with benefits such as a two-year route to permanent residency, no post-qualification experience requirement, and English language concessions. Employers must sign a Memorandum of Understanding with relevant unions to participate.

This government webpage provides information on various career opportunities and pathways for nurses in the aged care sector.