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Health workforce

Australian Institute of Health and Welfare (2024) Health workforce , AIHW, Australian Government, accessed 29 August 2024.

Australian Institute of Health and Welfare. (2024). Health workforce. Retrieved from https://www.aihw.gov.au/reports/workforce/health-workforce

Health workforce. Australian Institute of Health and Welfare, 02 July 2024, https://www.aihw.gov.au/reports/workforce/health-workforce

Australian Institute of Health and Welfare. Health workforce [Internet]. Canberra: Australian Institute of Health and Welfare, 2024 [cited 2024 Aug. 29]. Available from: https://www.aihw.gov.au/reports/workforce/health-workforce

Australian Institute of Health and Welfare (AIHW) 2024, Health workforce , viewed 29 August 2024, https://www.aihw.gov.au/reports/workforce/health-workforce

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The health workforce in Australia is large and diverse and includes a wide range of professionals and support staff working to provide healthcare services to the population. These include health practitioners registered with the Australian Health Practitioner Regulation Agency (Ahpra) as well as other health professionals and health support workers. Due to data limitations for the other professional groups, this page presents information on health practitioners registered with Ahpra.

The Australian Health Practitioner Regulation Agency

Ahpra is the statutory authority responsible for administering the National Registration and Accreditation Scheme (Ahpra 2023).

The current list of registered health professions includes Aboriginal and Torres Strait Islander health practitioners, chiropractors, Chinese medicine practitioners, medical radiation practitioners, occupational therapists, optometrists, osteopaths, paramedics, pharmacists, physiotherapists, podiatrists, psychologists, oral health therapists, dental hygienists, dental therapists, dental prosthetists, dentists, nurses, midwives, and medical practitioners.

The AIHW derives estimates of the Australian health workforce using the categories of 15 health professions from the Health Workforce Data Tool of the Australian Department of Health and Aged Care (Department of Health and Aged Care 2023a). Health professionals may be registered in more than one profession with Ahpra. All Ahpra numbers reported refer to registered health professionals who are employed in Australia and working in their registered profession. Ahpra-registered professionals who are not in the labour force are excluded. 

Health workforce supply

Overview of registered health professionals.

In 2022, the health workforce represented 5.0% of the total employed workforce in Australia. During that year, over 688,000 healthcare professionals were actively working in their respective registered professions. Nurses, account for 54% of total health industry employment (around 372,000 registered nurses in 2022) (Table 1).

On this page, health professions are categorised into 4 profession groups: Allied Health, Dental Practitioners, Medical Practitioners, and Nurses and Midwives. Between 2013 and 2022, the number of registered healthcare professionals actively working in their field in Australia increased by 37% (184,000 professionals) (Department of Health and Aged Care 2023a). Allied health professions had the highest total growth (67%) followed by Medical Practitioners (41%), Dental practitioners (29%) and Nurses and Midwives (26%) (Figure 1).

In the Australian Bureau of Statistics (ABS) Labour Force Survey over the same period, the Health Care and Social Assistance industry grew by almost 50%, to employ almost 2.1 million people in 2022. In comparison, the entire workforce grew by 21% to employ around 13.8 million people (ABS 2024).

Figure 1: Number of health professionals, by profession, 2013 and 2022

The bar chart shows that between 2013 and 2022 the Australian registered health workforce increased by more than 184,000 (37%) professionals. nurses and midwives professions had the highest (72%) annual growth rate compared to Dental practitioners (23%) and Medical practitioners (53%).

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Health Profession Group	2013	2022
Allied health	108,700	180,900
Dental Practitioners	17,800	23,000
Medical Practitioners	82,400	111,900
Nurses and Midwives	295,100	372,800
All professions	504,000	688,600

Source: Department of Health and Aged Care 2023a

How is FTE calculated?

The full-time equivalent (FTE) number is calculated based on the total hours worked in a ‘standard working week’, which may change depending on occupation. For example, a standard working week for Medical Practitioners is considered to be 40 hours, and 38 hours for Nurses and Midwives, Dental Practitioners and allied health professionals.

The number of FTE health professionals per 100,000 population (FTE rate) has increased by 25% (from around 2,000 FTE per 100,000 in 2013 to 2,500 FTE in 2022) (Figure 2). Relative to the Australian population, allied health workers showed the highest growth in FTE rate from 2013 to 2022 (an increase of 226 FTE per 100,000 people) (Table 1). The inclusion of Paramedicine Practitioners as a new registered health profession (since 2019) has contributed to this increase, accounting for 92 FTE per 100,000 people in 2022.

Figure 2: Full time equivalent rate (per 100,000 people), by profession, 2013 and 2022

The bar chart shows that relative to the Australian population, allied health workers showed the highest growth in FTE rate from 2013 to 2022 (an increase of 226 FTE per 100,000 people)

Health professional group	2013	2022
Allied health	426	652
Dental Practitioners	72	81
Medical Practitioners	382	442
Nurses and Midwives	1155	1307
All professions	2035	2482

Table 1: Key workforce statistics by health profession, 2013 and 2022

Profession	Measure	2013	2022	% change
Allied health		108,680	180,924	66.5
		98,545	169,526	72.0
		426	652	53.1
Dental Practitioners		17,874	22,964	28.5
		16,604	21,157	27.4
		72	81	12.5
Medical Practitioners (excluding GP)		56,173	79,273	41.1
		62,676	85,189	35.9
		271	328	21.0
General Practitioner (GP)		26,235	32,635	24.4
		25,706	29,626	15.2
		111	114	2.7
Nurses and Midwives		295,060	372,759	26.3
		267,164	339,883	27.2
		1,155	1,307	13.2
All professions		503,995	688,555	36.6
		470,695	645,381	37.1
		2,035	2,482	22.0

(a) For the purpose of this page, allied health professions include Aboriginal and Torres Strait Islander health practitioners, chiropractors, Chinese medicine practitioners, medical radiation practitioners, occupational therapists, optometrists, osteopaths, pharmacists, physiotherapists, podiatrists, psychologists, and paramedicine practitioners. In 2019, paramedicine practitioners emerged as a new career path of registered health professionals in Australia.

(b) Dental practitioners registered with Ahpra include oral health therapists, dental hygienists, dental therapists, dental prosthetists, and dentists.

1. Under the Health Practitioner Regulation National Law 2009 , a medical practitioner is a person who holds registration with the Medical Board of Australia.

2. General Practitioner is a Medical Practitioner with the job area of General Practitioner.

3. Full-time equivalent (FTE) is based on 40 hours per week for medical practitioners and 38 hours per week for all other professions.

Source:   ABS 2023; Ahpra 2023; Department of Health and Aged Care 2023a.

Demographics

There have been notable changes in Australia’s health workforce demographics between 2013 and 2022.

Between 2013 and 2022:

• the health workforce has gotten younger. For example, 33% of health professionals were aged between 20–34 years in 2022 compared with 28% in 2013. Medical Practitioners represent the highest proportion of health professionals working within the age range of 65–74 (8% in 2022).
• the FTE rate of all health professionals aged 20–34 and 35–44 increased by 47% (from 594 to 871 FTE per 100,000 people) and 31% (from 469 to 613 FTE per 100,000 people), respectively. The FTE rates of health professionals aged 45–54 and 55–64 decreased slightly over the same period.
• the increase in FTE rate for Nurses and Midwives was highest (53%) in the 20–34 age group (from 290 to 443 FTE per 100,000 people).
• for allied health practitioners and Dental Practitioners, the increase in FTE rate was highest in the 35–44 age group 66% (from 98 to 162 FTE per 100,000 people) and 42% (from 16 to 23 FTE per 100,000 people), respectively (Figure 3).

On average, Australia’s health workforce is predominantly female (74% in 2022), although health professions with higher income levels tend to have a higher representation of males. For example in 2022, 88% of Nurses and Midwives were female compared with 45% Medical Practitioners. Other roles with underrepresentation of females include, general practitioners (48% female), periodontists (37% female) and specialists (36% female).

While there are more males than females among medical practitioners, between 2013 and 2022, the FTE rate of:

• female Medical Practitioners increased by 38% (from 133 to 184 FTE per 100,000 people) and 36% for Dental Practitioners (from 30 to 41 FTE per 100,000 people).
• male Medical Practitioners increased by 3% (from 249 to 257 FTE per 100,000 people) and for Dental Practitioners decreased by 2.7% (from 42 to 41 FTE per 100,000 people).
• male nurses increased by 28% (from 133 to 171 FTE per 100,000 people) (Figure 3).
• the female/male ratio of the overall number of health professionals was 2.9, with a total of around 512,000 females and 177,000 males registered and employed in Australia’s health workforce.
• 54% of Dental Practitioners were female.
• the FTE rate of health professionals who were female remained at around 2.5 times that of males (Figure 3).

Jurisdiction

The FTE rate varies by jurisdiction:

• In 2022, the Northern Territory had the highest FTE rate of health professionals (2,874 FTE per 100,000 people) this can be explained due to the high FTE rates of Nurses and Midwives, and medical practitioners.
• New South Wales had the lowest FTE rate across all professions (2,285 FTE per 100,000 people).
• Between 2013 and 2022, Queensland had the highest growth in FTE rate (30%), compared to its population growth (14%) over the same time period. The Queensland allied health practitioner FTE rate also grew by 63% (Figure 3).

Figure 3: Total FTE and FTE rates, by profession, state and territory, age, and sex, 2013 to 2022

The graphs show that the health workforce is getting younger (47% increase in FTE rate of 20 to 34-year-old health professionals); that there is increasing numbers of female medical and dental practitioners in the 2013-2022 period; and that the Northern Territory had the highest number of health professionals relative to its population in 2021 (2,874 FTEs per 100,000 people).

The accessibility of Australia’s health workforce is highly dependent on the distribution of its members in areas where they are most needed. In this section, the clinical FTE rate is used, in contrast with the FTE rates discussed above. The clinical FTE rate indicates the full-time equivalent of clinical hours provided by health professionals per 100,000 people.

People living in and areas generally have poorer access to health services than people in regional areas and (AIHW 2018). This is demonstrated by the low numbers of clinical FTE provided by Medical Practitioners. For instance in 2022, there were 205 FTE clinical Medical Practitioners per 100,000 people in areas compared with 427 FTE per 100,000 people in (Remoteness Area ASGS 2021classification was used in this analysis).

Relative to the populations in these areas, had the highest clinical FTE per 100,000 people in 2022 than each of the other remoteness areas (Figure 4):

had 2,248 FTE per 100,000 people. areas had 1,980 FTE per 100,000 people. areas had 1,862 FTE per 100,000 people. areas had 1,938 FTE per 100,000 people. areas had 1,846 FTE per 100,000 people.

According to reports published by Medical Deans Australia and New Zealand (MDANZ), using the Medical Schools Outcomes Database, graduating medical students have shown consistent preference for practising in capital cities with 62% of surveyed medical students indicating a preference to work in capital cities in 2022 (Table 2). In contrast, 21% of students indicated a preference to work in regional cities, small towns, or small communities. The main reason for not opting to work in rural areas was the lack of career opportunities. However, in the last 2 years there has been a slight increase in medical students indicating a preference to work outside capital cities (MDANZ 2023).

 Source:   MDANZ 2023.

Occupations working the most hours

The ratio of FTEs relative to the number of health professionals therefore provides an overall indication of whether occupational groups worked longer or less than their standard hours.

Between 2013 and 2022, Medical Practitioners (excluding GPs) were the only occupational group whose total FTE was greater than the number of practitioners, indicating that Medical Practitioners overall worked more than their FTE of 40 hours a week (Table 1). This contrasts with Allied Health practitioners, Nurses and Midwives, and Dental practitioners, where the total number of practitioners exceeded total FTEs over the same period. This may indicate greater use of part-time working arrangements for these practitioners.

As shown in Figure 5, specialists, specialists-in-training, and hospital non-specialists (see glossary ) worked longer hours (ratio was greater than 1) than general practitioners, non-clinicians and other clinicians. 

Figure 5: Ratio of FTE total to number of practitioners among medical practitioners, by job area, 2013 to 2022

Among specialists, specialists-in-training and hospital non-specialists, the ratio of total FTEs to number of practitioners was greater than 1 from 2013 to 2022 indicating that these medical practitioners overall are working longer than their full-time obligation. Over the same period, general practitioners, other clinicians and non-clinicians had an FTE to number of practitioners ratio less than 1, indicating these health professionals worked less hours than their full-time obligation with non-clinicians working the shortest hours.

Australia relies heavily on internationally recruited health professionals, in particular Medical practitioners. In 2013, 29% of Medical practitioners had received their training overseas, while from 2018 to 2022, around 32% of Medical practitioners were internationally trained. In 2022, Intensive Care Medicine (51%), Emergency Medicine (44%) and General Practice (42%) were the specialities with the highest proportion of health professionals who had received their training abroad (Figure 6). 

1. Overseas trained health workforce include New Zealand and Other overseas.

2. Not stated was also included in the total number of health workforce.

Source: Department of Health and Aged Care 2023a.

Australia ranked sixth highest of 38 countries in the Organisation for Economic Co-operation and Development (OECD) for the percentage of the medical workforce trained overseas (Figure 7) and 21st lowest in the OECD for the number of domestically trained doctors per capita (Go8 2023, OECD 2023).

Figure 7: Proportion of overseas trained doctors, by OECD country, 2021

The bar chart shows that in 2021, Australia is 6th highest in the OECD for percentage of medical workforce trained overseas.

Many people employed in the health sector work in occupations that are not registered by Ahpra and there are fewer available data for these groups. These members of the health workforce still play an important role in delivering health services to Australians and include, for example, dietitians, clerical workers, health information managers, welfare professionals, service workers, cleaners, and gardeners. Also, some health professionals (such as dieticians, audiologists, speech pathologists) are self-regulated by their professional association to ensure that high safety and quality standards are maintained.

According to the ABS Labour Force Survey – more than 2.1 million people reported working in the Health Care and Social Assistance industry in November 2022 (ABS 2024). 

The Department of Health and Aged Care and Jobs and Skills Australia have identified several challenges for the health workforce in Australia (Department of Health and Aged Care 2023c; JSA 2023). These challenges encompassed both current issues and those anticipated to impact the future workforce. 

The demand for the health workforce in Australia is influenced by various factors, reflecting the nation's evolving healthcare landscape and demographic changes. Some of the key contributors to the demand for healthcare professionals include:

It is crucial to monitor that the supply of healthcare professionals aligns with the evolving needs of the Australian population.

The Skills Priority List (SPL) 2023 report shows that more than 4 in 5 health professional occupations (82%) were in shortage in 2023. Workforce shortages exist in certain specialities, such as general practice, mental health, Registered Nurse occupations and specific allied health professions. Projected demand for healthcare services may also exacerbate shortages (JSA 2023). 

In the 2023 SPL period, the fill rate for Health Professionals was 44%, with 1.3 suitable applicants per vacancy. This was lower compared with the 2022–23 financial year's average fill rate of approximately 60% and an average of 2.3 suitable applicants per vacancy (Figure 8). The Survey of Employers who have Recently Advertised (SERA) data shows that the main reason for which an applicant was found unsuitable for the occupation is the lack of specific skills or experience (JSA 2023).

Moreover, Australia competes globally for healthcare professionals, leading to recruitment challenges and potential reliance on overseas-trained staff. Continued global competition may impact the ability to attract and retain healthcare professionals domestically.

Addressing these challenges requires a multifaceted and collaborative approach involving government agencies, healthcare institutions, educational providers and professional associations.

Health workforce reforms are essential for addressing future workforce demand and for building a more resilient, responsive and patient-centred healthcare system. Several health workforce reforms have been implemented in Australia such as:

The healthcare system was already facing challenges before the COVID-19 pandemic due to the demands of an aging population and individuals with progressively complex care needs. The COVID-19 pandemic exacerbated the impact of work and the work environment on the mental health and overall wellbeing of healthcare workers (Willis et al. 2021).

During the COVID-19 pandemic from 2020 to 2022, the annual growth rate in the number of Medical Practitioners saw a decline, reaching 3.2%, compared to the 3.6% growth experienced between 2013 and 2019. For Nurses and Midwives, the growth rate between 2020 and 2022 remained consistent with pre-pandemic trends (2.6%) (Department of Health and Aged Care 2023).

As shown in Table 3, there is fluctuation in the year on year annual change for each profession. Annual growth is calculated as the percentage change in the number of registered practitioners from the previous year.

The annual change for Medical Practitioners reached its peak in 2016 and 2017, and then held steady between 2018 and 2020. In 2021and 2022, the annual growth for Medical Practitioners declined compared to the previous year.

Nurses and Midwives had the lowest growth rates among all professions in most of the years, except for 2021, when they had the highest growth rate of 4.9%.

Note: In 2019, Paramedicine practitioners emerged as a new career path of registered health professionals in Australia as seen by the significant increase in registrations for Allied Health.

The growth rate in total FTE for the health workforce was higher during the pandemic period (3.9% between 2020 and 2022), compared with 3.4% between 2013 and 2019. This growth rate in total FTE during these pandemic years was mainly contributed by Nurses and Midwives (an FTE growth rate of 3.8% between 2020 and 2022) (Department of Health and Aged Care 2023a).

COVID-19 has shown the significance of prioritising the wellbeing of healthcare workers for the effective functioning of our health system. Failure to safeguard the wellbeing of healthcare workers may result in an unsustainable workforce, which will have wider implications for the quality and sustainability of all services provided within the health system (AHHA 2022).

Some positive work practices introduced during COVID-19 included:

• Creating a workplace that is psychologically safe and supportive of healthcare workers, to support their emotional wellbeing.
• Enhancing work conditions by improving job design, managing workloads, and ensuring there are enough workers.
• Using more digital tools to help healthcare workers connect better with patients and each other, making them more efficient and productive. For example, the Australian Government offered free online, tailored COVID-19 training to nurses which rapidly increased their nursing knowledge, skills and confidence.

The COVID-19 pandemic has emphasised the critical need for regular data collection on employee wellbeing in the workplace to inform decision-making processes. Monitoring employee wellbeing acts as an early alert mechanism enabling, organisations to advocate for the timely implementation of protective measures to prevent potential issues from arising (AHHA 2022).

Where do I go for more information?

For more information on the health workforce, see:

• Department of Health and Aged Care Health workforce data tool
• Medical Deans Australia and New Zealand Medical schools outcomes database reports

For more on this topic, see Workforce .

ABS (Australian Bureau of Statistics) (2023) Population , ABS, accessed 10 November 2023.

ABS (2024) Labour Force Australia , ABS, accessed 11 April 2024.

Ahpra (Australian Health Practitioner Regulation Agency) (2023) Who we are , Ahpra, accessed 1 November 2023.

AHHA (Australian Healthcare and Hospitals Association) (2022) Towards a thriving healthcare workforce ,  AHHA, accessed 31 January 2024.

AIHW (Australian Institute of Health and Welfare) (2018) Survey of health care: selected findings for rural and remote Australians , AIHW, Australian Government, accessed 11 November 2023.

AIHW (2023)   Medicare Benefits Scheme funded services: monthly data , AIHW, Australian Government, accessed 10 November 2023.

Department of Finance (2023) Independent review of health practitioner regulatory settings ,  Department of Finance, Australian Government, accessed 4 March 2024.

Department of Health and Aged Care (2021), Stronger Rural Health Strategy , Department of Health and Aged Care, Australian Government, accessed 31 October 2023.

Department of Health and Aged Care (2022a), Primary Health Care Reforms , Department of Health and Aged Care, Australian Government, accessed 31 October 2023.

Department of Health and Aged Care (2022b), National Aboriginal and Torres Strait Islander Health Workforce Strategic Framework and Implementation Plan 2021–2031 , Department of Health and Aged Care, Australian Government, accessed 28 February 2024.

Department of Health and Aged Care (2023a) Health workforce data tool , Department of Health and Aged Care, Australian Government, accessed 31 October 2023.

Department of Health and Aged Care (2023b) National Medical Workforce Strategy 2021-2031 , Department of Health and Aged Care, Australian Government, accessed 31 October 2023.

Department of Health and Aged Care (2023c) Health workforce , Department of Health and Aged Care, Australian Government, accessed 31 October 2023.

Department of Health and Aged Care (2024) Nurse Practitioner Workforce Plan , Department of Health and Aged Care, Australian Government, accessed 28   February 2024.

Go8 (Group of Eight Australia) (2022) Essential decisions for national success Securing the Future of Australia’s Medical Workforce , Group of Eight Australia, accessed on 22 November 2023.

JSA (Jobs and Skills Australia) (2023) Skills Shortages Analysis , Australian Government, accessed 20 November 2023.

MDANZ (Medical Deans Australia and New Zealand) 2023, National data report 2023 , MDANZ, accessed 15 November 2023.

OECD (Organisation for Economic Co-operation and Development) (2023) Health workforce migratio n , OECD, accessed on 25 November 2023.

Willis, K.; Ezer, P.; Lewis, S.; Bismark, M.; Smallwood, N. ‘Covid Just Amplified the Cracks of the System’: Working as a Frontline Health Worker during the COVID-19 Pandemic. Int. J. Environ. Res. Public Health (2021), 18 , 10178. https://doi.org/10.3390/ijerph181910178

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Summary Statistics, Nursing and Midwifery Professions

Summary tables were generated using a statistical package that uses different rounding methodologies to the Health Workforce Data Tool. Percentages and/or averages may differ slightly to those extracted from the Health Workforce Data Tool.

Registered and Employed in Australia 2019, 2023

* Based on single headcount

Registered and Employed in Australia, 2023

# Based on hours worked

* A health professional may be a Registered Nurse, Enrolled Nurse and/or Midwife at the same time and would be counted in each category they are applicable to, so totals may not equal the sum of its parts.

State and Territory, Registered and Employed in Australia, 2023

*Australia data includes those where State or Territory is unknown

Modified Monash Model (MMM), Registered and Employed in Australia, 2023

Average Registered Nurse (RN) Hourly Pay in Australia

The average hourly pay for a Registered Nurse (RN) is AU$36.10 in 2024

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Every stat tells a story.

A caring nation – 15 per cent of Australia’s workforce in Health Care and Social Assistance industry

One in seven people in the Australian workforce are working in the Health Care and Social Assistance industry, according to 2021 Census data released today.

Dr David Gruen AO, Australian Statistician said, “Census data provides government and community groups with crucial information about essential healthcare and welfare services.

“There are now over 1.7 million people working in Health Care and Social Assistance in Australia, of which 30 per cent are working in hospitals”.

Occupations that experienced strong growth include Aged and Disabled Carers (227,535 in 2021, up by 72 per cent since 2016), Occupational Therapists (19,429 in 2021, up by 57 per cent), and Audiologists and Speech Pathologists (13,613 in 2021, up by 49 per cent).

Census data also showed an increase in mental health professionals, with Psychologists and Psychiatrists both increasing over 40 per cent since 2016. 

The 2021 Census counted over 260,000 Registered Nurses. The occupation grew by 19 per cent between 2016 and 2021, exceeding the 13 per cent growth of the broader workforce.

“Census data shows over 40 per cent of Registered Nurses and Aged and Disabled Carers were born overseas, with almost 40,000 arriving since 2016. A 40 per cent share born overseas is significantly higher than the average across all occupations of 32 per cent born overseas,” Dr Gruen added. 

Nursing has overtaken Building as the third most common non-school qualification in Australia, behind Business and Management and Teacher Education. There are an additional 96,000 people with a nursing qualification, representing 19 per cent growth since 2016. Females hold 91 per cent of Nursing qualifications.

While females make up the majority of people employed as Registered Nurses (88 per cent) and Aged and Disabled Carers (77 per cent), the share of males working in these roles has increased a little since 2016. In 2021, 12 per cent of Registered Nurses were males, compared with 11 per cent in 2016. For Aged and Disabled Carers, the percentage of males increased to 23 per cent from 20 per cent.

The median weekly income for full-time male Registered Nurses is $1,802 compared to $1,631 for females. For Aged and Disabled Carers, the median weekly income for full-time males is $1,254 and $1,114 for females.

[1] nfd – means not further defined and indicates that the Census response did not have enough detail to classify the person into a finer detailed industry group.

Downloadable video quotes

Census data that we’ve released today tells us there are now over 1.7 million people working in the health care and social assistance industry, and 30 per cent of these workers are employed in our hospitals.

Occupations within the health industry with the strongest growth were Aged and Disabled Carers – up 72 per cent and Occupational Therapists – up 57 per cent.

We saw a significant increase in the number of mental health professionals as well, with Psychologists and Psychiatrists both growing over 40 per cent since 2016. 

The Census data has shown us that over 40 per cent of our Registered Nurses and Aged and Disabled Carers were born overseas, with almost 40,000 new arrivals since last Census working in these occupations.

Media notes

• When reporting ABS data you must attribute the Australian Bureau of Statistics (or the ABS) as the source.
• For media requests and interviews, contact the ABS Media Team via  [email protected]  (8.30am-5pm Mon-Fri).
• Search for 2021 Census data through the  QuickStats tool .

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What are the pay rates for nursing in Australia?

Interested in nursing in australia, but would like to know what to expect in terms of salary.

Determining pay can be tricky, and it’s not because it’s a secret of any sort – it’s because there are so many variables taken into consideration. Every state in Australia has its own Award system based on your nursing level and years of experience. Registered Nurses (RNs) in Australia earn an average salary of $65,000 per year ( HealthTimes ). However this number can vary, particularly for Agency nurses who will usually earn a higher hourly rate than their permanent counterparts. This variation in pay is due to the lack of certainty of ongoing work for agency/casual nurses, and to counteract the fact that they do not receive benefits that permanent nurses do, such as paid holiday and sick leave.

Source: HealthTimes

What factors determine the rate of pay?

In addition to experience and seniority, there are various other factors that are taken into account when determining pay. These include;

Location: Which Australian state will you be nursing in? And are you going to be nursing in a rural area or a city? Each Australian state has its own Award system/pay rates, and working in a rural or remote area can attract incentives such as relocation assistance and help with housing. Day of the week: Weekends and public holidays may attract a higher rate of pay. Distance to work: In some instances you can be incentivised to accept a shift that is further than usual, and can be paid a travel allowance. Overtime: If you work overtime, your pay will increase accordingly depending on overtime allowances. Specialisation: Different specialities may attract a different rate of pay. Public/Private Hospital: The rate of pay in the public system is governed by a set Award, whereas a private hospital may offer a higher rate of pay depending on what has been negotiated. Experience: Last but not least, as previously mentioned, pay increases as your nursing grade and experience does.

Don’t forget

In light of the fact that experience is the number one factor determining pay, it is important that you don’t forget to bring your Statements of Service from the hospitals you have previously worked in. This will help ensure you are paid accurately, based on the accumulative hours you have worked.

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Nurses’ Salaries in Australia: Latest Data

Introduction.

Nurses’ salaries in Australia play a crucial role in the healthcare system, ensuring high-quality care for patients. Discussing the latest data on nurses’ salaries is essential to understand the current state of the profession and address any disparities. The importance of discussing the latest data on nurses’ salaries cannot be overstated. Nurses are vital members of the healthcare workforce, providing critical care to patients across the country. Understanding their compensation levels is crucial to ensuring fair and competitive wages that reflect their expertise and dedication. By examining the latest data on nurses’ salaries, we can identify any gaps or discrepancies that may exist within the profession. This information allows policymakers, healthcare institutions, and nursing organizations to address these issues and work towards a more equitable compensation system. Moreover, analyzing the latest data on nurses’ salaries provides valuable insights into the overall health of the nursing workforce. Adequate compensation is vital to attracting and retaining skilled nurses, ensuring a robust and sustainable healthcare system for the future. By delving into the latest data, we can also gain a deeper understanding of the factors that influence nurses’ salaries. This knowledge can inform policy decisions, recruitment efforts, and professional development initiatives to enhance the nursing profession and support its growth. Basically, discussing the latest data on nurses’ salaries in Australia is essential for a comprehensive understanding of the profession’s current state and addressing any disparities that may exist. Adequate compensation is crucial to attract and retain skilled nurses, ensuring high-quality care for all patients.

Overview of nursing salaries in Australia

Registered nurses in Australia earn varying salaries depending on several factors such as their experience level, location, specialization, and more. Understanding the average salaries in this profession is essential for both aspiring nurses and current practitioners.

Average salaries for registered nurses

Registered nurses in Australia earn a median annual salary of AUD 67,000 to AUD 95,000. However, this can vary significantly based on various factors.

Factors influencing nurses’ salaries

The salary of a registered nurse can be influenced by several factors, including:

• Experience level: Nurses with more experience tend to earn higher salaries compared to those who are new to the profession.
• Location: Salaries can differ based on the geographical location. Nurses working in metropolitan areas often earn higher salaries compared to those in rural or regional areas.
• Specialization: Certain nursing specializations, such as nurse anesthetists or nurse practitioners, may command higher salaries due to their advanced skill set and increased responsibilities.
• Educational qualifications: Nurses with advanced degrees or additional certifications may earn higher salaries compared to those with basic qualifications.
• Additional responsibilities: Nurses who take on additional responsibilities, such as management roles or teaching positions, may receive higher salaries.
• Industry demand: The demand for nurses in specific areas or specialties can also impact salary levels.

Comparison of nursing salaries with other healthcare professions

While nursing salaries in Australia are generally competitive, they may vary compared to other healthcare professions. Here is a comparison:

• Doctors: Doctors typically earn higher salaries compared to registered nurses due to their extensive education and specialized skills.
• Pharmacists: Pharmacists also tend to earn higher salaries compared to nurses because of their specialized knowledge in medications and pharmacy management .
• Physiotherapists: Physiotherapists have different salary scales depending on their experience and area of expertise, but their average salaries are often similar to that of registered nurses.
• Occupational therapists: Similar to physiotherapists, occupational therapists generally have comparable average salaries to registered nurses.
• Medical laboratory scientists: Medical laboratory scientists may earn similar salaries as registered nurses, but it can vary based on experience and level of specialization.

Understanding the overview of nursing salaries and how they compare to other healthcare professions in Australia is crucial for both nurses and those considering a career in the healthcare industry.

Ultimately, nurses in Australia have the opportunity to earn competitive salaries, and factors such as experience, specialization, and location play a significant role in determining their earnings.

It is essential for aspiring nurses to research and consider these factors when planning their career path and salary expectations in order to make informed decisions.

Read: Top Skills Needed for Healthcare Administrators

Latest data on nurses’ salaries in Australia

According to the most recent research and surveys, here is a summary of the latest data on nurses’ salaries in Australia.

Key findings and trends

• The average salary for nurses in Australia is $68,000 per year.
• Nurses with more experience and specialized skills tend to earn higher salaries.
• Salaries vary depending on the location of the nurse’s workplace, with higher wages in metropolitan areas.
• Nurses working in private hospitals generally earn more than those in public hospitals.
• Nurses in managerial or leadership roles earn higher salaries compared to those in entry-level positions.
• The gender pay gap still exists in the nursing profession, with male nurses earning more than their female counterparts.

Analysis and implications

The data indicates that nursing as a profession in Australia offers relatively competitive salaries. However, there are certain factors that contribute to the variability in wages. Nurses with extensive experience and expertise are more likely to secure higher-paying positions, highlighting the importance of ongoing professional development. The disparity in salaries between private and public hospitals suggests that nurses working in private healthcare settings may have better pay opportunities. This could be due to the higher profitability of private hospitals compared to public ones. The gender pay gap issue is a crucial concern within the nursing profession and requires further attention. Efforts should be made to address the underlying factors contributing to this disparity and ensure equal pay for equal work. It is essential for policymakers and healthcare organizations to acknowledge the importance of fair remuneration and provide adequate salary structures for nurses. This not only serves as a means to attract and retain qualified professionals but also acknowledges their valuable contribution to healthcare. To improve transparency and support nurses in negotiating their salaries, clear guidelines and industry standards should be established. Additionally, regular updates on salary data and industry trends can empower nurses to advocate for fair compensation. To sum it up, the latest data on nurses’ salaries in Australia reveals various key findings and trends. While nursing offers competitive salaries on average, there are significant variations influenced by experience, skills, location, and sector. Addressing the gender pay gap and promoting equitable remuneration will be vital in ensuring the sustainability and attractiveness of the nursing profession.

Read: Salary Guide: Healthcare Admins in Australia

Regional variations in nursing salaries

Overview of how nursing salaries vary across different states or territories.

Regional variations in nursing salaries are a significant aspect of the nursing profession in Australia. The country’s vast geographic size and diverse population distribution contribute to differences in salaries across different states and territories.

Factors contributing to the regional variations (cost of living, demand for nurses, etc.)

Several factors influence regional variations in nursing salaries. One such factor is the cost of living in each state or territory. Areas with higher costs of living often offer higher salaries to compensate for the increased expenses. Conversely, regions with lower costs of living may have lower nursing salaries.

Demand for nurses also plays a role in regional salary variations. States or territories with a higher demand for nurses may offer higher salaries to attract and retain qualified professionals. On the other hand, areas with lower demand may have lower salary ranges.

Examples of states with higher or lower nurse salaries and potential reasons behind the differences

Examples of states with higher nursing salaries include New South Wales, Victoria, and the Australian Capital Territory. These regions are home to major cities like Sydney, Melbourne, and Canberra, which have higher costs of living. The higher demand for healthcare services and competition in these metropolitan areas also contribute to higher nursing salaries. Conversely, states like Tasmania and South Australia have reported lower nursing salaries. These regions have a lower population density and, therefore, a lower demand for nurses. The reduced competition and lower cost of living in these areas could explain the lower salary ranges. Another important factor is the level of education and experience. Nurses with higher qualifications or specialized skills can expect higher salaries regardless of the state or territory they work in. Furthermore, nurses working in remote or rural areas may receive additional incentives or benefits to compensate for the challenges of working in these locations. It is crucial to note that regional variations in nursing salaries can also impact workforce distribution. Higher salaries in certain states or territories may attract nurses from other regions, leading to imbalances in healthcare staffing. This situation can particularly affect rural or remote areas, where attracting and retaining healthcare professionals are already challenging. Efforts have been made to address these disparities and ensure a fair and equitable distribution of nursing professionals across Australia. Various incentives and initiatives have been put in place to attract and retain nurses in regional and remote areas. These include financial incentives, training programs, and professional development opportunities. In essence, regional variations in nursing salaries exist across different states and territories in Australia. Factors such as the cost of living, demand for nurses, and individual qualifications play a significant role in these variations. Understanding these differences is crucial for policymakers, healthcare organizations, and nurses themselves to ensure fair compensation and a balanced distribution of nursing professionals across the country.

Read: Healthcare Admin Roles: What You Need to Know

Specialization and its impact on nursing salaries

Explanation of how specialization can affect nurses’ salaries.

Specialization plays a crucial role in determining the salaries of nurses in Australia. Nurses who have specialized in a specific field tend to earn higher salaries compared to those with a general nursing degree. This is because specialized nurses possess specialized skills and knowledge that are in high demand.

Discussion of high-demand specializations and their impact on earning potential

High-demand specializations have a significant impact on earning potential for nurses. These specializations are usually in areas where there is a shortage of skilled professionals, resulting in higher salaries. Furthermore, these specializations often require additional training and education, which adds value to the nurse’s skill set and justifies higher compensation. Australia has several lucrative nursing specializations that offer excellent earning potential. One of the most sought-after specializations is nurse anesthetist. Nurse anesthetists are responsible for administering anesthesia to patients undergoing surgical procedures. Due to the high level of skill required and the critical nature of their role, nurse anesthetists command high salaries. Another high-paying specialization is nurse practitioner. Nurse practitioners have advanced clinical training, allowing them to diagnose illnesses, prescribe medications, and provide primary care to patients. With the increasing need for primary care providers, nurse practitioners are in high demand, and their salaries reflect this demand.

Overview of the most lucrative nursing specializations in Australia

Other lucrative nursing specializations in Australia include critical care nursing, pediatric nursing, and psychiatric nursing. Critical care nurses work in intensive care units and handle critically ill patients. Pediatric nurses specialize in caring for children, while psychiatric nurses focus on mental health care. These specializations are highly valued due to the specialized knowledge and skills they require, resulting in higher salaries. Furthermore, nurses who choose to specialize in specific areas within these fields can also command higher salaries. For example, a nurse specializing in neonatal critical care or cardiac critical care can earn more than a general critical care nurse. This is because they have acquired additional expertise and experience in a specific subfield, making them highly sought-after. In review, specialization has a significant impact on nursing salaries in Australia. Specialized nurses are in demand and possess valuable skills and knowledge, resulting in higher earning potential. Various high-demand specializations, such as nurse anesthetist and nurse practitioner, offer lucrative salaries. Additionally, specializations within these fields can further enhance earning potential. As the demand for specialized healthcare professionals increases, nurses with specialized skills will continue to enjoy higher salaries.

Read: A Day in the Life of a Healthcare Admin in Australia

Career Progression and Salary Growth for Nurses

Explanation of how nurses’ salaries can increase over time.

Nurses are an integral part of the healthcare system in Australia, and as such, it is important for them to be compensated fairly for their hard work and dedication. Fortunately, the salaries for nurses can increase over time as they gain experience and expertise in their field.

Opportunities for career advancement and salary growth (e.g., becoming a nurse practitioner, nurse manager, etc.)

There are several opportunities for career advancement and salary growth for nurses in Australia. One such opportunity is becoming a nurse practitioner, which involves further education and training to provide advanced care and treatment to patients.

Another option for career advancement is becoming a nurse manager, where nurses can take on leadership roles and oversee the operations of a healthcare facility or department. This role comes with increased responsibilities and often a higher salary.

Overview of the potential timeline and steps for nurses to progress in their careers

So, what is the potential timeline and steps for nurses to progress in their careers and increase their salaries?

The first step towards career progression for nurses is acquiring the necessary qualifications. This typically involves completing a Bachelor of Nursing degree and obtaining registration with the Australian Health Practitioner Regulation Agency (AHPRA).

Gaining Experience

After completing their education, nurses can start gaining experience in their chosen field. This may include working in different healthcare settings, such as hospitals, clinics, or community health centers. The more experience they gain, the better their chances of progressing in their careers.

Specialization

Nurses can choose to specialize in a particular area of healthcare, such as critical care, mental health, or aged care. By gaining specialized knowledge and skills, nurses can become more valuable in their field and may be eligible for higher paying positions.

Advanced Practice

Nurses who want to further advance their careers can consider becoming a nurse practitioner. This involves completing a Master of Nursing (Nurse Practitioner) degree and gaining endorsement from the Nursing and Midwifery Board of Australia (NMBA). Nurse practitioners have the authority to diagnose, treat, and prescribe medication to patients, which often comes with a higher salary.

Leadership Roles

Nurses with excellent leadership skills and a desire to take on more responsibility can pursue roles such as nurse manager or nurse educator. These positions involve overseeing teams of nurses, managing budgets, and coordinating patient care. They often come with a higher salary and opportunities for career growth .

Continuing Professional Development

Regardless of the career path nurses choose, it is important to engage in continuing professional development (CPD). This involves attending workshops, conferences, and courses to update skills and knowledge. CPD can boost career prospects and potentially lead to salary increases.

Lastly, nurses in Australia have various opportunities for career progression and salary growth. By gaining experience, specializing, pursuing advanced practice, taking on leadership roles, and engaging in CPD, nurses can increase their earning potential and contribute to the quality of healthcare in the country.

You Might Also Like: Brisbane’s Top Surgical Clinics: An Overview

This blog post examined the latest data on nurses’ salaries in Australia. We highlighted the importance of staying updated with this information in order to make informed decisions about our careers. By regularly accessing the latest data, nurses can ensure they are being compensated fairly for their skills and experience. Furthermore, we emphasized the need for nurses to explore specialization and career progression as a means to enhance their earning potential. By acquiring additional qualifications and skills, nurses can position themselves for higher-paying roles and advance in their profession. It is crucial for nurses to stay informed and proactive in managing their careers. By remaining up to date with the latest data on salaries, nurses can advocate for fair compensation and identify opportunities for growth. Taking advantage of specialization and career progression can not only increase earning potential but also lead to greater job satisfaction and fulfillment. In the end, nurses should prioritize staying updated on salaries, explore specialization, and pursue career progression to maximize their earning potential and achieve success in their chosen field. Only by being proactive and well-informed can nurses ensure they are fairly compensated for their valuable work.

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Nurse Salary Australia: Official Pay Rates

In 2024, the average salary for a registered nurse in Australia is $86,861.

How much does a nurse make in Australia?

The average salary for a registered nurse is $86,861 per year or $43.81 per hour . Graduate positions start at $72,118 annually, while experienced clinical nurses earn up to $107,382 per year.

Average registered nurse salary: $86,861 per year | $7,238 per month | $3,329 per fortnight | $1,665 per week | $334 per day | $43.81 per hour.

Nurse salary in Australia after tax

For the 2023-24 financial year in Australia, a nurse earning an average annual taxable income of $86,861 can expect an after-tax salary of $66,427 . This estimate includes income tax of $18,697 and a Medicare levy of $1,737. On top of the salary, the employer pays a compulsory superannuation contribution of $9,555 towards retirement savings.

How Much Do Nurses Get Paid in Australia?

Nurses across Australia enjoy consistently solid pay rates. Entry-level positions range from $67,759 in Victoria to $80,342 in Queensland, with a national average of $72,118. By the fifth year, nurses can expect to earn between $82,109 in Tasmania and $95,469 in Queensland, with the average across Australia rising to $86,861.

Table 1. Nurse salaries in 2024

Updated: 13 November 2023. Averages for Australia are weighted by state populations. Hourly rates assume 38 hours per week. 'Clinical Nurse' salaries are the top rates for a level above a regular RN, corresponding with 'Clinical Nurse Specialist' in NSW and VIC, Level 2 RNs in WA and the ACT, a Grade 4 Nurse in TAS, and Nurse 3 in the NT.

Sources: NSW Public Nurse Award 2023 ,   VIC Nurse Enterprise Agreement 2020-24 , QLD Nurse Certificate Agreement 2022 , WA Nurse Salary Adjustments 2023 , SA Nurse Enterprise Agreement 2022-25 , TAS Nurses and Midwives Salary Rates , ACT Public Sector Nurse Agreement , NT Public Nurses 2022-26 Agreement

At the top end of the pay scale, highly experienced nurses earn from $96,428 per year in Tasmania to $113,556 in New South Wales. They are recognised as 'Clinical Nurse Specialists' in NSW and Victoria, 'Clinical Nurses' in Queensland and South Australia, 'Level 2 Registered Nurses' in Western Australia and the ACT, 'Grade 4 Nurses' in Tasmania, and 'Nurse 3' in the Northern Territory.

What Is the Highest-Paid Nurse in Australia?

The highest paid nurse in Australia is Nurse Practitioner (NP). The salary for an experienced NP reaches an average maximum of $143,509 across Australia. NPs are the highest paid nurses who engage in clinical nursing practice. However, higher salaries are attainable in senior corporate and executive roles.

Table 2. Nursing jobs ranked by highest salary, 2024

* Maximum salary for a nurse with 10+ years of experience. Figures for Australia are averages, weighted by state populations. Averages may be based on figures for NSW, VIC, and QLD only. Source: Highest Paid Nurses in Australia (Ranked)

Following nurse practitioners are nurse unit managers, clinical nurse consultants, and nurse educators. Salaries in these positions are similar to one another, around $10k below that for an NP. Thus, as well as nursing practice, RNs can achieve high salaries by advancing into management, clinical consultancy, and nurse eduction roles.

For most job classifications, the highest-paid nurses live and work in Queensland. While nursing pay rates are broadly similar across Australia, the Queensland Government lifted salaries and offered incentive bonuses to encourage healthcare professionals to move to Queensland, especially rural areas.

Related: Master of Nursing Salary in Australia

Payscale for Nursing in Australia

The payscale for nursing in Australia is shown in Table 3. Around 9 in 10 nurses in Australia are registered nurses. For each year of service up until around the 8th year, public sector nurses receive a pay rise determined by state-level enterprise bargaining agreements.

Table 3. Registered nurse basic salary by years of service, 2024

Updated: 15 November 2023. These annual salaries apply at the start of 2024. New pay rates are typically applied annually, with the timing of changes varying by state or territory.

Note that further pay increases are possible by advancing to higher classifications, although the terminology varies by state and territory. Terms for the next level up beyond Registered Nurse include Clinical Nurse Specialist and RN Level 2.

• Australian employers are required to contribute superannuation payments to individual workers' retirement savings.
• Permanently employed nurses in Australia are entitled to four weeks of annual paid leave each year.
• Postgraduate qualification allowances for nurses are available across Australia. They range from $3,253 yearly for a Graduate Certificate in Nursing  to $4,312 for a  Graduate Diploma and $5,331 for Masters of Nursing .

Additionally, pay allowances are available for factors such as shift work, non-standard working hours, casual employment, meal allowances, etc. Payments vary according to each state or territory's agreement.

Related: Nursing Certification Programs in Australia

Increase Your Pay With Online Courses

Nurses around Australia are doing online courses to advance their careers and earn higher salaries. Study part-time online while working full-time. There are no exams. Graduates are eligible for qualification allowances (extra income) and higher-paying jobs.

JCU Online - Graduate Certificate of Nursing

The Graduate Certificate of Nursing from James Cook University is a part-time, 8-month course. It's designed for nurses seeking career growth. Specialise in advanced practice, education, or leadership. Start dates are available six times a year. The program paves the way for higher positions and a master's degree.

UTS Online - Graduate Certificate in Advanced Nursing

UTS Online's Graduate Certificate in Advanced Nursing prepares registered nurses for specialist and senior roles. Topics include specialty clinical practice and applied pathophysiology. UTS is ranked first in Australia for nursing academic reputation. Completing this certificate offers a pathway to a Master of Advanced Nursing.

SCU Online - Graduate Certificate in Mental Health Nursing

The Graduate Certificate in Mental Health Nursing from SCU Online is a flexible, 8-month part-time course. It's aimed at registered nurses looking to step into mental health nursing, guiding them towards credentialing. To join, you'll need to be a Division 1 Registered Nurse with access to a mental health practice setting.

Related: Postgraduate Nursing Courses Online

2023 Aged Care Provider Workforce Survey

On this page:

Australia’s aged care workforce

Aged care workforce by job role, aged care workforce by age and gender.

Aged care workforce employment status

Key findings:

The 2023 Aged Care Provider Workforce Survey (the Survey) was commissioned by the Australian Government Department of Health and Aged Care (the Department). The 2023 Survey follows five previous reports conducted to examine the aged care workforce published in 2003 1 , 2007 2 , 2012 3 , 2016 4 and 2020 5 . These reports provide benchmark data to inform the Australian Government and the aged care sector on the size and growth of the workforce and the attributes and skills of the workforce which are central to the delivery of quality aged care services.

For more information on the aged care workforce visit the Department of Health and Aged Care website .

Data collection and response rates

The 2023 Survey provides information on the size, composition and characteristics of the aged care workforce in residential aged care and in-home care settings. The Survey captures information across five key industry service care types:

• Residential Aged Care (RAC) services,
• the Home Care Packages Program (HCPP),
• the Commonwealth Home Support Programme (CHSP),
• the Multi-Purpose Services (MPS) Program and,
• the National Aboriginal and Torres Strait Islander Flexible Aged Care (NATSIFAC) Program.

Information was collected from in-scope active registered services which employed direct care staff (nurses, personal care workers or allied health staff) and had one or more eligible aged care clients during the reporting period. Services were asked to provide information relevant to the first fortnightly pay period in March 2023.

The sampling design involved 3,000 services who were invited to participate in the Survey, and of those invited 1,401 services provided submissions giving an overall response rate of 47%. Submissions were received from:

• 598 RAC services (56% of 1,065 RAC services selected);
• 360 HCPP services (46% of 778 HCPP services selected);
• 321 CHSP services (34% of 941 CHSP services selected);
• 93 MPS program services (54% of 173 MPS services selected) and
• 29 NATSIFAC program services (67% of 43 services selected).

For further information on data collection and survey methods, view the 2023 Aged Care Provider Workforce Survey Summary report or view the 2023 Aged Care Provider Workforce Survey Data Quality Statement .

In 2023, an estimated 549,000 people were employed across the five service care types. Of these employees, an estimated 414,000 (75%) were direct care workers, comprised of nurses, personal care workers, and allied health professionals. The 135,000 (25%) staff not employed in direct care roles were employed in ancillary positions, administrative, management and other roles.

Of the five service care types surveyed, the majority of direct care workers were employed in residential care services (52%) followed by home care (31%), and home support (15%) services.

• Personal care workers (including assistants in nursing and formal traineeship roles), comprise the majority of the direct aged care workforce (78%), followed by registered nurses (12%), allied health professionals (5%) and enrolled nurses (5%).
• In residential aged care services, an estimated 72% (156,000 employees) of direct care workers were personal care workers, 17% (36,900 employees) were registered nurses and 7.8% (17,000 employees) were enrolled nurses.
• Of the remaining service care types, home care services had the highest proportion of direct care staff who were personal care workers (89%), followed by NATSIFAC Program services (80%) and home support services (79%)
• In the Multi-Purpose Services (MPS) Program, an estimated 70% of direct care staff were nurses (registered nurses, enrolled nurses or nurse practitioners), 27% were personal care workers and 5% were allied health professionals.

The majority of the aged care workforce in 2023 were women. Across all service care types, an estimated 253,000 (85.8%) nursing and personal care staff identified as women, 41,500 (14.1%) identified as men and 120 staff (0.1%) specifying ‘other’.

Across all service care types, 43% of nursing and personal care staff in 2023 were aged 45 years and older.

• Across all service care types, 43% of nurse practitioners, 31% of registered nurses, 46% of enrolled nurses, 44% of personal care workers (including Assistant in nursing) and 63% of personal care workers (formal traineeship) were aged 45 years and older.
• The most common age range for registered nurses working in residential aged care services was 25–34 years (39%), whereas registered nurses in home care services were most commonly aged 35–44 years (33%).

Aged care workforce by employment status

Aged care workforce staff can be employed in permanent positions (full-time or part-time), casual or fixed term contract positions as well as indirectly employed (agency/labour hire, subcontractor, independent contractor or other employment arrangements).

• An estimated 242,000 (58%) of the direct care workforce were employed in permanent positions. Of these, 206,000 (85%) staff were employed in part-time positions. Of the remaining direct care workforce, 28% were employed in casual or fixed term contract positions and 13% were indirectly employed.
• Across all service care types, 63% of management and administrative staff were employed in permanent full-time positions.

Across service care types, residential aged care services had the highest proportion of direct care staff employed in permanent positions (70%) followed by MPS (64%) and NATSIFAC services (57%).

For more information see the 2023 Aged Care Provider Workforce Survey Summary Report .

1. Richardson S and Martin B (2004) T he care of older Australians, a picture of the residential aged care workforce , National Institute of Labour Studies, Flinders University, accessed 30 March 2024.

2. Martin B and King D (2008) Who Cares for Older Australians? A Picture of the Residential and Community Based Aged Care Workforce, 2007 , Commonwealth of Australia, accessed 30 March 2024.

3. King D, Mavromaras K, He B, Healy J, Macaitis K, Moskos M, Smith L and Wei Z (2012) The Aged Care Workforce, 2012 , Australian Government Department of Health and Ageing, Australian Government, accessed 30 March 2024.

4. Mavromaras K, Knight G, Isherwood L, Crettenden A, Flavel J, Karme T, Moskos M, Smith L, Walton H and Wei, W (2017) The Aged Care Workforce, 2016 , accessed 30 March 2024.

5. Australian Government Department of Health (2021) 2020 Aged Care Workforce Census Report , Australian Government, accessed 30 March 2024.

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Grey nurse shark

Striving for the grey nurse shark’s recovery in queensland.

The grey nurse shark  , is a docile species, faced with threats from fishing and slow breeding rates, needs support for a sustainable future.

Species overview

The grey nurse shark is often dubbed the Labrador of the sea and is not considered a threat to people.

The grey nurse shark has cultural, spiritual, and ecological significance for many First Nations peoples. This significance varies among different communities.

Also known as the spotted ragged-tooth or sand tiger shark, this distinctive fish lives in the shallow coastal waters from the surf zone down to 200m. In South East Queensland, there are 4 aggregation (hang-out) sites and 1 known gestation site at Wolf Rock in the Great Sandy Marine Park. Marine park zones and grey nurse shark designated areas now protect these sites.

The Australian east coast grey nurse shark population is a genetically isolated population, estimated to be no more than 2,000 individuals, with a breeding population (males and females) thought to be about 400 sharks.

Historically, commercial and recreational fishers targeted grey nurse sharks for their fins, liver oil and jaws. They are also frequently caught as bycatch in commercial fisheries, by recreational fishers and in shark control programs. Combined with their slow breeding rate, this puts their long-term survival at risk.

Ecology and behaviour

An apex predator, the grey nurse shark plays a role in maintaining the health and balance of marine ecosystems by feeding on fish, squid and octopus, smaller sharks, rays and crustaceans. By preying on weak, sick, or injured individuals, the sharks contribute to the overall health of fish populations, encouraging the survival of the fittest.

Sharks have the same five senses as humans and a sixth one—electroreception. The underside of the grey nurse shark's snout is dotted with pores, each leading to an organ (the ampullae of Lorenzini) that can detect electricity. They can use all six senses to detect and attack prey at close range.

Scientists think some sharks use electroreception to navigate using the earth's magnetic field. The shark acts as an electrical conductor moving through the earth’s magnetic field and generating an electrical field. While not yet proven, scientists also believe some sharks may move or migrate at times by responding to changes in this field.

The grey nurse shark has two buoyancy adaptations that enable it to hover almost motionless above the sea floor:

• A large, oily liver. Shark oil is lighter than seawater, making the shark more buoyant.
• The grey nurse shark also swallows air at the surface and holds it in its stomach.

Grey nurse sharks are ovoviviparous. After the eggs are fertilised, the young develop in egg cases within each uterus in the female. They have no placental connection and hatch inside the female at about 55mm long. The young eat the unfertilised eggs and their siblings. After 9–12 months, 2 young are born, 1 from each uterus.

Characteristics

Grey nurse sharks:

• grow to a maximum length of 3.2m
• mature at 1.9–2.2m (6-7 years for males) and 2.2–2.6m (9–10 years for females)
• only breed every 2–3 years (females)
• are counter-shaded, with a dark grey to bronzy colour upper and a pale lower
• have rows of fang-like, sharp teeth
• have a heterocercal (a tail with a long upper lobe and a shorter lower lobe) with a characteristic subterminal notch
• have an oily liver occupying a large proportion of its body cavity.
• Commercial and recreational fishing
• Shark control equipment
• Marine pollution.

What’s being done?

Since 2001, and in support of the National Recovery Plan for the species, we have been involved in monitoring and conservation initiatives including:

• Conducting surveys and acoustic telemetry (using acoustic tags and receivers) to identify whether locations where grey nurse sharks have been recorded are aggregation sites, including in the Great Barrier Reef Marine Park (since 2024).
• Conducting acoustic telemetry at Wolf Rock (since 2015) and Flat Rock, Henderson Rock and Cherubs Cave (since 2017) to understand how the sharks use these areas.
• Supporting the development of a citizen science program for the grey nurse shark.
• Developing a regional management strategy for the Great Sandy Marine Park.
• Supporting Sea World to rescue, rehabilitate, tag and release injured sharks.
• Coordinating research to investigate the impacts of scuba divers on grey nurse sharks at Wolf Rock and Flat Rock.
• Collaborating with Sea World, Australia Zoo, The University of Queensland, The University of the Sunshine Coast, and the IMOS Qld Acoustic Array to:
• use satellite and acoustic telemetry to find other aggregation sites in Queensland, particularly gestation sites
• increase the number of grey nurse sharks with internal long-life acoustic tags for ongoing monitoring.
• Sharing research and monitoring data to inform planning and reviews of marine parks and protected areas, including grey nurse shark designated areas and overlapping marine national parks zones. In marine national park zones and designated grey nurse shark areas, fishing is prohibited, and diving and other human activities are restricted.
• Sharing our research and monitoring data to inform recovery actions, including minimising, where possible, the impacts of fishing and the shark control program on the grey nurse shark.

Who is helping?

• The University of the Sunshine Coast (USC)

USC researchers survey grey nurse shark populations at Wolf Rock and Flat Rock.

Another USC research team investigates the perspectives of grey nurse shark tourism operators in Southeast Queensland.  USC researchers also partner with us to help analyse and publish peer-reviewed papers using acoustic and satellite telemetry data.

Sea World staff rescue and care for stranded, injured and sick grey nurse sharks. They partner with us on the grey nurse tagging program.

• Biopixel Oceans Foundation

Foundation staff assist with capturing grey nurse sharks for acoustic and satellite telemetry.

• Australian Institute of Marine Science (AIMS)

AIMS leads the Integrated Marine Observing System (IMOS) Queensland acoustic telemetry array, dedicated to observing and monitoring the marine environment.

• Great Barrier Reef Marine Park Authority (GBRMPA)

GBRMPA partners with us to investigate the use of the Great Barrier Reef by grey nurse sharks and is a member of our grey nurse shark research, monitoring and conservation management working group (Grey Nurse Shark Recovery Group).

• Commonwealth Department of Climate Change, Energy, the Environment and Water

The department is a member of our Grey Nurse Shark recovery group.

• Queensland Department of Agriculture and Fisheries (DAF)

DAF is a member of our Grey Nurse Shark Recovery Group.

• Grey Nurse Shark Watch

This Queensland-based citizen science project collects data and photos of grey nurse sharks from recreational divers for research and monitoring projects.

• Dive and tourism operators

Responsible operators working in grey nurse shark areas assist with shark monitoring, research and rescues.

• NSW Department of Primary Industries

We have a data-sharing agreement with this department to inform monitoring and conservation activities for the east coast.

How you can help

• Report sick and injured grey nurse sharks immediately by calling 1300 130 372.
• Respect grey nurse shark designated areas and do not:
• touch or feed a grey nurse shark
• dive between 6pm and 6am
• chase, harass or interrupt swimming patterns or interfere with a shark's natural behaviour
• attempt to block cave entrances or gutters or entrap grey nurse sharks
• use mechanical or electro-acoustic apparatus including, but not limited to, scooters, horns and shark-repelling devices
• dive in a group of more than 10 people.
• If you accidentally catch a grey nurse shark while fishing:
• remain calm and ensure your safety
• keep the shark in the water, if possible, to avoid causing it undue stress
• use a dehooking device to remove the hook safely, or if this is impossible, cut the line as close to the hook as possible
• release the shark promptly and gently
• if the shark is entangled and can’t be released call the 24/7 Shark Control Program Hotline on 1800 806 891.
• If you are a recreational diver, share your shark photos and encounters with Grey Nurse Shark Watch program.

More information

• Species profile (Qld, Wildnet)
• Recovery Plan for the Grey Nurse Shark (Australia)
• Grey nurse shark research projects
• Marine park zones and designated areas
• Shark Control Program

• Candidate settings

Registered Nurse Yamba LMT

• 4 Freeburn Street , Yamba, NSW, Australia, 2464
• Full time permanent
• Closing on: Sep 23 2024
• Higher hourly rates (to $51.15 p/h) and twice as much salary packaging as hospitals
• Full time to suit your hours 
• Development/leadership opportunities; supportive multi-disciplinary team

Nestled amidst serene gardens near the marina, Uniting Caroona Yamba comprises 5 distinct households, including a secure Memory Support Unit for people living with dementia, each with between 15 and 22 residents. Our Uniting Household Model of Care empowers our residential care teams with the freedom to support our residents in ways that help them maintain a sense of meaning and purpose in their day.

What you’ll be doing in this role

• You will be a clinical leader in the service and you will develop, deliver and evaluate resident care plans to meet the individual needs of our residents
• You’ll need sharp clinical assessment skills and will take the lead in providing clinical services
• You’ll liaise with medical and allied health professionals and residents’ family members to advocate for clients’ quality of life
• Supervise and support our Personal Care Workers

Our Uniting Household Model of care empowers our residential care teams with freedom to support our residents in ways that help them maintain a sense of meaning and purpose in their day.

Being a Registered Nurse with Uniting means you need to practice in a holistic way, using your critical decision-making skills to lead the team.

The best part is you get to know each resident and become a fundamental part of their life. You support not only their clinical care, but you play an important role in making sure the care provided meets their individual goals. Are you ready to make the biggest impact of your professional career?

What we offer you

• Above-award pay rates (up to $51.15 ph) and maximum allowable salary packaging to pay less tax (additional $18,550 tax-free plus regional benefits plus parking)
• Work-life balance with regular shifts and flexible start/finish times to suit you
• A commitment to offer opportunities to grow your career and leadership skills
• Support to develop the skills you need to grow into a Service Manager, Deputy Service Manager, Clinical Nurse Educator as well as other clinical practice, corporate and leadership roles.
• You’ll become part of a community of clinical practitioners that supports you in the continuous development of your clinical practice
• We are open to sponsoring you to work in Australia

For more information on the benefits of being a registered nurse at Uniting, visit our nurse benefits page

Our people are at the heart of everything we do, and we support them to grow and develop to be their best through our strong commitment to learning, flexibility, great benefits and a positive culture of teamwork and cooperation. Together, we can build a better future for the people and communities we serve, and for you.

Who we’re looking for

• You’ll have previous registered nursing experience in aged or community care, or a passion to begin a career in aged care if you have nursing experience in the wider health sector
• You’ll be adaptable, empathetic, resourceful, a great time manager, and be able to live Uniting’s everyday values of being compassionate, respectful, imaginative, and bold
• You’ll be committed to contemporary aged care nursing practice.
• You’ll hold a nursing degree with current AHPRA registration.

What to expect

Please know that employment with Uniting requires:

• A National Police Check
• Reference checks
• APHRA registration checks
• Online medical check
• Covid vaccination is strongly encouraged but not mandatory

How to apply

• If you see yourself in this role, we’d love to hear from you
• Just click on the ‘Apply now’ button, fill out your details and submit.

Once you apply, we’ll keep you up to date on how your application is progressing.

We encourage applications from people who identify as Aboriginal or Torres Strait Islander.

About Uniting Aged Care

Uniting is one of the largest and most trusted not-for-profit providers of aged care in Australia. Each year, we support more than 7,000 residents in over 70 aged care homes throughout NSW and the ACT. We actively advocate for the right of every senior to age in comfort and dignity, wherever and however they live. We value diversity and always welcome everyone, exactly as they are.

Job reference number:   505779

You'll now be directed to a page to complete your application.

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