Navigating the Aged Care Candidate Shortage in Regional Australia: Causes, Impacts, and Solutions

Introduction

Across regional Australia, aged care providers are reaching breaking point. Many facilities face empty rosters, escalating burnout, and the constant fear that essential services may not be delivered. The workforce shortage is no longer a distant policy concern—it is a daily operational crisis affecting vulnerable older Australians.

Australia’s aged care workforce crisis has evolved into a long-term, structural system failure. While shortages exist nationwide, the impact is disproportionately severe in regional and remote areas where workforce supply is thin, training pathways are limited, and competition from hospitals and metropolitan employers intensifies recruitment struggles.

Amid this urgent environment, Brightstar Nursing Australia has emerged as a modern, agile staffing partner. Established in 2021, the organisation supports aged care providers by supplying qualified Registered Nurses (RNs), Assistants in Nursing (AINs), and Personal Care Assistants (PCAs), along with training, onboarding, and compliance support.

This blog examines the underlying causes, real-world impacts, and emerging solutions surrounding the regional aged care workforce shortage in Australia. It also demonstrates how staffing partners like Brightstar Nursing Australia are helping facilities navigate this challenging landscape.

Background and Context

Historical Development

Australia’s aged care workforce has faced instability for decades. Persistent low wages have made recruitment difficult, while high casualization has resulted in unstable work patterns and high turnover. Training pathways have struggled to keep pace with sector expansion, leaving many providers without access to a steady pipeline of qualified candidates. Simultaneously, demographic ageing has dramatically increased demand for care, and the sector is now expected to deliver improved staffing ratios and higher care standards.

Current Relevance

What was once viewed as a cyclical labour shortage is now a deeply embedded, structural issue. According to national analysis from CEDA, regional areas are under particular strain as they face barriers uncommon in cities—limited education infrastructure, insufficient accommodation for workers, and smaller local talent pools.

National reforms such as the Aged Care Act 2024 and new workforce programs aim to alleviate pressures, yet implementation challenges persist. Providers, workers, and government stakeholders are still grappling with how to balance immediate staffing needs with long-term sustainability.

Main Body

Workforce Shortage: Scope and Severity

Australia requires more than 35,000 additional aged care workers annually simply to meet current care needs. Without intervention, the country is projected to face a shortfall of nearly 400,000 workers by 2050.

Below is a simplified projection for context:

**Workforce Projections Table**
Current workforce:	~500,000
Additional workers required by 2050:	400,000+
Annual requirement to bridge gap:	35,000+
Forecast RN shortage by 2035:	79,473
FTE nurses needed specifically in aged care:	17,551

These figures reflect a sector rapidly expanding in demand but with inadequate workforce supply mechanisms to match.

Regional and Remote Challenges

Regional aged care providers face intensified workforce pressure due to geography and systemic limitations. High turnover, difficulty attracting candidates, scarce housing, and limited access to local training all work against sustainable staffing.

In February 2026, the federal government launched a program targeting the recruitment of 4,000 additional regional personal care workers. While promising, such programs take time to translate into real workforce availability, and providers are left managing gaps in the meantime.

These challenges are well documented by sector leaders and policy analysts, offering valuable insights into systemic pain points.

Expert Insights

Annie Butler, Federal Secretary of the ANMF, emphasised in late 2025 that safe workloads are the key to retaining staff—especially nurses overwhelmed by chronic understaffing.

CEDA has been similarly direct: the Aged Care Act 2024 cannot succeed without substantial workforce strengthening, including migration reforms to widen the talent pool. Workforce analysis in 2026 further confirms a rising need for capable, compassionate workers prepared to build long-term careers in aged care.

Latest Statistics and Provider Impact

Demand for residential care beds is projected to grow from 200,000 to 410,000 by 2044. Home care packages are expected to rise from 1.1 million to 1.82 million during the same period. These increases directly correlate with the ageing population and higher care expectations.

Staff shortages lead to burnout, temporary service closures, and compromised safety. Providers report reduced capacity to accept new residents and increased pressure on existing teams.

Debates and Controversies

Migration pathways remain a contentious issue. The Aged Care Industry Labour Agreement has seen uptake below 4%, and personal care workers do not meet the skilled visa wage threshold of $76,515—despite being among the most urgently needed workers.

Another major debate centres on working conditions. Aged care is one of Australia’s most casualised sectors. Some argue that domestic training could fill shortages, yet projections clearly show it is not sufficient on its own.

Comparison of Staffing Pathways

Domestic Training Pipeline:

Valuable for long-term workforce building but limited by training capacity and length.

Migration and Labour Agreements:

Critically needed but hampered by salary thresholds and administrative complexity.

Staffing Agencies:

Provide rapid solutions but can unintentionally increase sector casualisation.

The challenge is balancing these pathways into a coherent workforce strategy that meets both immediate and future needs.

Brightstar Nursing Australia: A Frontline Staffing Partner

Brightstar Nursing Australia, established in 2021, offers practical staffing support aligned with current workforce challenges. The company provides RNs, AINs, and PCAs to facilities nationwide, along with e-learning support, compliance assistance, and fast-track onboarding.

Their model offers flexibility to both workers and providers—an important consideration for regional services facing unpredictable demand.

With this context, providers and job seekers can take actionable steps to navigate the current landscape.

How-To Guide

How Regional Providers Can Strengthen Recruitment Outcomes

Regional providers can improve recruitment success through community-led approaches. Partnering with local schools, TAFEs, and community organisations allows the creation of talent pipelines grounded in regional identity. Providers can also implement hybrid rosters to appeal to workers seeking stability or family-friendly schedules.

Proactive workforce planning is essential—anticipating shortages before they disrupt services.

Tips for Attracting Candidates to Regional Roles

Highlighting lifestyle benefits such as cost of living, outdoor attractions, and community connection can help draw candidates from metropolitan areas. Offering relocation assistance or onsite accommodation can significantly improve recruitment outcomes. Applicants also respond positively to clear communication about organisational culture and support systems.

Common Mistakes

Relying solely on last-minute recruitment often leads to chronic understaffing. Underestimating onboarding support can also result in turnover, especially for workers unfamiliar with regional environments.

Alternatives and Variations

Some providers have adopted blended workforce models that combine permanent staff with agency support. Additionally, multi-site roles that rotate between nearby communities can make regional careers more appealing by offering variety and stability.

FAQ Section

Why is recruitment more difficult in regional Australia?

Regional providers operate within smaller labour markets, with fewer local training institutions and limited access to support services.

Are regional workers paid more?

Not universally. While some facilities offer incentives, pay scales typically align with national or enterprise agreements.

What reforms could influence staffing from 2026 onward?

Adjustments to the Aged Care Act 2024, workforce funding programs, and staffing ratio requirements are expected as the government monitors sector implementation.

Can technology help reduce shortages?

Yes. Digital onboarding, remote supervision tools, and telehealth can alleviate pressure, though they cannot fully replace in-person care.

How can international candidates access regional roles?

Through employer-sponsored visas or labour agreements, though current wage thresholds limit eligibility for many personal care roles.

Challenges and Solutions

Main Challenges

Aged care faces wage competition from health sectors, high turnover, regional access issues, and skill mix imbalances. Migration barriers and limited training capacity further complicate workforce supply.

Solutions

A holistic approach is required—improving training pipelines, reforming migration pathways, enhancing wages and working conditions, and implementing targeted regional programs.

Ethical Considerations and Best Practices

Responsible recruitment must avoid exploitation and ensure transparency. Providers should ensure equitable access to staff, uphold safe workloads, and maintain appropriate skill mixes. Ethical staffing also prioritises fairness for both metro and regional communities.

Success Stories or Testimonials

Though 2026 testimonials are limited, providers commonly report that agency support enables continuity during peak shortages. One regional facility, for example, used an agency-based blended model to maintain staffing during an extended period of local workforce attrition. Another provider noted improved resident satisfaction after securing consistent PCA coverage via agency staff.

Tools, Equipment, and Resources

Helpful tools for providers include digital learning platforms, workforce planning templates, and compliance tracking systems.

Digital learning platforms for staff training
Workforce planning templates
Compliance tracking systems
Contract personal care assistant opportunities
Career development resources

Conclusion

Australia’s aged care workforce crisis is structural, long-standing, and especially severe in regional areas. Meeting the needs of an ageing population requires a coordinated strategy involving improved working conditions, expanded training, migration reform, and flexible staffing options.

While long-term solutions continue to evolve, staffing partners like Brightstar Nursing Australia provide critical support to ensure continuity of care. Their role helps providers bridge immediate gaps while the sector works toward sustainable workforce growth.

Blog

Regional Aged Care Crisis: 400K Workers Needed by 2050