Resources

This review conducted by Korn Ferry based on the objective to assess the current state challenges in the Australian aged care workforce with a focus on workforce architecture, leadership, remuneration, attraction and retention.

The 2022 IZA study used a Discrete Choice Experiment to assess job preferences among Australian aged care workers. Key valued attributes included training opportunities, adequate staffing, and job autonomy. Nurses prioritized professional development over pay increases, while casual workers emphasized sufficient staffing. These insights inform strategies for workforce attraction and retention

The 2025 TasCOSS Care Workforce Archetype Report introduces five care worker archetypes—Bridge, System Warrior, Idealist, Philomath, and Creator—to better understand motivations and challenges in Tasmania’s community services sector. It highlights systemic issues like burnout, low wages, and undervaluation, and offers tailored strategies to improve recruitment, retention, and workforce sustainability.

The HumanAbility Aged and Disability Sector Profile outlines workforce trends, noting high female participation, part-time work, and growing demand. Key challenges include high turnover, burnout, and training gaps. The report emphasizes the need for sustainable workforce strategies to meet rising care needs driven by population ageing and expanding disability support services

The HumanAbility Workforce Plan 2024 outlines strategies to address workforce shortages, skills gaps, and training needs across Australia’s care sectors, including aged care. It emphasises the importance of career pathways, inclusive practices, and better workforce data. The plan supports a sustainable, responsive workforce to meet future care and support demands.

This 2015 study explores what influences personal care workers in Australian aged care to stay or leave their jobs. Key retention factors include supervisor support and job embeddedness. Community care staff reported greater support and were more likely to stay. Age and health did not predict turnover intentions.

The 2020 SkillsIQ discussion paper, developed with Macquarie University, invites stakeholders to reimagine the role of Personal Care Workers (PCWs) in aged care. It emphasizes aligning PCW skills with evolving care recipient needs, advocating for enhanced training and integration within multidisciplinary teams to ensure holistic, person-centered care delivery.

The Homecare Association's UK-focused report emphasizes that flexible working hours and regular feedback are more effective for retaining homecare workers than pay increases alone. It advocates for innovation through staff development, performance bonuses, and technology adoption. Sector-wide improvements in funding, career perception, and integration with healthcare are also recommended.

This report summarises research conducted by HESTA on the retention of the aged care workforce.

The 2020 SkillsIQ paper highlights barriers to career progression in aged care, including poor qualification pathways and limited training relevance. It recommends nationally consistent, flexible models, like micro-credentials and better RPL, to support workforce development. Stronger education-employer partnerships and culturally inclusive approaches are essential for a sustainable, skilled aged care workforce.