Resources

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 Draft National Strategy for the Care and Support Economy highlights key aged care priorities to meet rising demand and improve service quality. It emphasizes building a skilled, professional workforce through better pay, training, and career pathways, while addressing workforce shortages via migration and regional incentives. The strategy supports a shift toward home-based care, aligning with older Australians' preferences, and calls for a universal, needs-

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.

This survey is from Australian Government Department of Health and Aged Care. It focuses on workforce, covers job satisfaction and intentions to remain in the sector. Notably, 65% of respondents expressed a desire to continue working in aged care. The main motivations included making a positive impact on older individuals' lives or job proximity.

This government webpage provides information on efforts to reform the aged care sector, especially in relation to strengthening the aged care workforce.

The Aged Care Workforce Action Plan: 2022–2025 outlines the Government’s actions across 3 goals: to grow, skill and enable an aged care workforce that delivers safe, high quality care that puts older Australians first.

This 2020 AON report explores how Total Rewards strategies can support the aged care sector to address key workforce challenges, including attraction, retention, mobility, and compliance. Drawing on interviews with HR and remuneration leaders, the report highlights the need to develop competitive and clearly communicated Total Rewards offerings that go beyond base pay. Key components discussed include remuneration, work environment, benefits, and career development.

This government webpage provides information on award wage rises for aged care workers.