Resources

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.

Under the strengthened Aged Care Quality Standards effective from 1 November 2025, providers must implement a comprehensive workforce strategy. This strategy should ensure adequate staffing levels and skill mix to deliver safe, quality care, meet legislative obligations, and minimize reliance on contractors. It also involves engaging staff in planning processes and mitigating workforce shortages.

The Grattan Institute's 2021 report, The Next Steps for Aged Care, calls for an additional $10 billion annually to overhaul Australia's aged care system. It advocates for a rights-based Aged Care Act, universal funding akin to Medicare, and the employment of 70,000 more workers. Proposed funding mechanisms include an aged care levy and reforms to superannuation tax concessions.

In this podcast episode, Opal Healthcare CEO Rachel Argaman shares insights on aged care workforce challenges, highlighting the need for strong leadership, staff wellbeing, and an engaging employee value proposition. She stresses the importance of culture, strategic planning, and adapting to reforms to attract and retain a skilled, motivated workforce. (38 min)

Florence by APNA is a free, nurse-designed app that streamlines Continuing Professional Development (CPD) tracking and career growth. It offers tailored learning recommendations, Ahpra-compliant CPD logging, and goal-setting tools. Florence also connects nurses with opportunities in research, mentoring, and employment, empowering them to manage their professional development effectively.

This Flinders University report examines the impact of the National Disability Insurance Scheme (NDIS) on Australia's aged care sector, highlighting challenges in workforce planning, service integration, and funding. It underscores the need for coordinated policy approaches to address overlapping care needs and ensure sustainable, high-quality support for older Australians.

This Flinders University report examines the impact of the National Disability Insurance Scheme (NDIS) on Australia's aged care sector, highlighting challenges in workforce planning, service integration, and funding. It underscores the need for coordinated policy approaches to address overlapping care needs and ensure sustainable, high-quality support for older Australians.

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.