Source:Australian Government Department of Health and Aged Care. (2024). Aged Care Workforce Data Report 2024. Canberra, Australia
The aged care workforce is predominantly employed on a permanent part time basis. Nearly 59% of workers reported holding permanent part time positions, compared with just 18% employed full time.
This employment structure reflects the flexible staffing arrangements commonly used across the aged care sector. While part time work may provide flexibility for some employees, it can also contribute to financial uncertainty and workforce instability. The relatively high proportion of casual workers further highlights the sector’s reliance on flexible labor arrangements to meet fluctuating care demands.
Source:Australian Government Department of Health and Aged Care. (2024). Aged Care Workforce Data Report 2024. Canberra, Australia
While many aged care employees work substantial hours, a significant number would like to work even more. Across several occupations, the gap between current paid hours and desired additional hours suggests the presence of underemployment within the sector.
Assistant in Nursing staff reported one of the largest unmet demands for additional work, while personal care workers also expressed a strong desire for increased hours. These findings highlight an important contradiction: many providers report workforce shortages, yet existing employees often indicate that they are willing and available to work more.
Source:Australian Government Department of Health and Aged Care. (2024). Aged Care Workforce Data Report 2024. Canberra, Australia
Pay rates vary considerably across occupations within the aged care workforce. Front line care roles such as Personal Care Workers and Home Care Workers earn approximately 32 to 34 dollars per hour on average, while Registered Nurses, Clinical Care Managers, and Nurse Practitioners earn substantially higher wages.
The comparison between average and median wages shows relatively small differences across most occupations, suggesting that wage distributions are generally balanced and not heavily influenced by extreme outliers. However, the chart also highlights the substantial pay gap between direct care workers and highly qualified clinical professionals.
Source:Australian Government Department of Health and Aged Care. (2024). Aged Care Workforce Data Report 2024. Canberra, Australia
One of the most striking findings from the survey is that financial incentives are not the primary reason most workers enter aged care.
More than 70% of respondents stated that making a positive difference in the lives of older people motivated them to work in the sector, while nearly two out of three reported an interest in working with older Australians. By contrast, fewer than 9% cited higher pay as a motivating factor.
These results demonstrate that aged care remains a highly values-driven profession where compassion, purpose, and personal fulfillment are often more influential than financial rewards.
Source:Australian Government Department of Health and Aged Care. (2024). Aged Care Workforce Data Report 2024. Canberra, Australia
The final chart explores the relationship between average paid working hours and hourly wages across occupations.
A clear positive relationship emerges between responsibility, qualifications, and compensation. Occupations requiring advanced clinical training, such as Nurse Practitioners, Physiotherapists, and Clinical Care Managers, generally earn higher wages and often work longer hours.
Meanwhile, front line care roles cluster toward the lower end of the wage scale despite providing the majority of direct care services. This pattern highlights the important role that education, professional qualifications, and management responsibilities play in determining compensation within the aged care sector.
The Australian aged care workforce is defined by commitment, compassion, and a strong sense of purpose. The majority of workers enter the profession because they want to improve the lives of older Australians, not because of financial incentives.
However, the data also reveals several challenges facing the sector. Part time employment dominates the workforce, many employees seek additional hours, and significant wage differences exist between front line care workers and specialized clinical professionals.
As Australia’s population continues to age, demand for aged care services is expected to increase substantially. Ensuring that the workforce remains sustainable will require policies that support workforce retention, create opportunities for additional work hours, provide career progression pathways, and ensure fair compensation across all occupational groups.
The future quality of aged care in Australia will depend not only on the services provided to older Australians but also on the well being, stability, and support of the workforce that delivers that care every day.