The Royal Commission into Aged Care Quality and Safety marked a turning point for Australia’s aged care sector. Its final report, handed down in March 2021, delivered 148 wide-reaching recommendations, calling for a complete overhaul of the system to support better the rights, wellbeing, and dignity of older Australians.
Although established before the Commission’s final report, the Aged Care Workforce Industry Council (ACWIC) played a crucial role in advancing workforce reforms. In 2023, it released a set of final workforce recommendations to support implementation and sector-wide improvement.
These workforce priorities are designed to carry forward key elements of the Royal Commission’s vision, particularly in strengthening workforce capability and care quality. They provide a clear, actionable roadmap, especially for providers navigating the upcoming aged care reforms in 2025, including the transition to the Support at Home program.
With a greater focus on quality improvement in aged care, workforce planning, and national consistency, the ACWIC’s recommendations signal a shift toward more responsive, transparent, and people-first models of care. In this blog, we break down what the final report means in practice, what providers need to do now, and how to align your workforce strategy with the future of aged care in Australia.
The five priority recommendations at a glance
In its final report, the Aged Care Workforce Industry Council outlined five priority recommendations to help aged care providers build a stronger, more resilient and future-focused workforce. These are not just high-level ideas; they’re practical steps that can influence day-to-day operations, recruitment, reporting and service delivery.
Here’s a snapshot of each:
1. Workforce planning at the provider level
Providers are encouraged to develop tailored workforce plans that reflect the needs of their organisation and local community. This means taking a strategic look at the skills required, the number of staff needed and how to recruit and retain them, especially in areas facing shortages.
For many, this may involve rethinking rostering systems, building clearer career pathways or improving onboarding processes. Understanding current workforce trends can help providers create more targeted and future-ready workforce plans.
2. Leadership and culture improvements
Strong leadership is the foundation of high-quality care. This recommendation emphasises the importance of investing in leadership development at all levels and cultivating a workplace culture that is inclusive, safe, and supportive. For providers, this could mean offering targeted leadership training, embedding cultural safety principles in practice, and improving internal communication and team cohesion.
3. Implementation of the National Care and Support Workforce Strategy
The national strategy, released in 2022, aims to improve workforce capability across the care and support sectors. Providers are encouraged to align with this strategy by supporting skills development, enabling more secure work and promoting diversity in hiring. This alignment may affect how providers structure job roles, partner with training organisations or participate in national pilot programs.
4. Data transparency and use
Improving how workforce data is collected, analysed and shared is key to long-term planning and accountability. Providers will increasingly be expected to track data such as staff turnover, qualifications, and workforce gaps, and use this data to inform decision-making and drive continuous improvement. This may also mean contributing to sector-wide reporting and benchmarking initiatives.
5. Independent advisory body
The establishment of a permanent, independent workforce advisory body is intended to provide ongoing guidance and oversight of workforce reforms. For providers, this means being prepared for clearer expectations, evolving standards, and opportunities to engage with new tools or national frameworks developed by the advisory body.
Together, these five priorities are designed to help providers not only meet compliance obligations but also build a more capable, values-driven workforce that delivers high-quality care now and into the future.
What aged care providers need to do now
With the acceleration of aged care reforms and the impending launch of the Support at Home program, now is the time for providers to transition from awareness to action. The Aged Care Workforce Industry Council’s final recommendations aren’t just strategic ideals; they outline practical steps providers can start implementing today.
Here’s what aged care providers need to do now:
Develop workforce plans aligned with local community needs
Each provider faces different challenges depending on their size, location and client base. A strong workforce plan should reflect this, identifying current and future staffing needs based on the services you offer and the community you serve.
For example, rural providers may need to focus on growing a mobile or part-time workforce, while others may prioritise language diversity or specialist care roles. A localised, data-informed plan helps ensure you have the right people in the right roles, now and into the future.
Invest in leadership training and culturally safe care delivery
Building leadership capability across all levels, including managers, team leaders and senior carers, creates a stronger, more resilient workforce. This goes hand in hand with fostering a workplace culture that is respectful, inclusive, and culturally safe.
Practical steps include rolling out structured leadership development programs, engaging external cultural safety trainers and setting expectations around respectful communication and culturally responsive care. These investments not only support compliance but also directly improve staff morale and care quality.
Begin tracking and using workforce data more systematically
From staff turnover and retention to training records and shift coverage, the data you already collect can offer powerful insights into what’s working and what’s not. That’s why the role of learning management systems and other digital tools in aged care is more important than ever.
Start by reviewing the workforce data you currently gather and consider how it could be used more effectively to inform planning, improve efficiency, or highlight risk areas. Over time, consistent data practices will also support external reporting, benchmarking and funding decisions as national expectations evolve.
Prepare for national consistency and standards.
With a new independent advisory body set to oversee aged care workforce strategy, providers can expect increased consistency in workforce-related standards, expectations and accountability.
Preparing now means staying informed, keeping policies up to date and engaging with sector guidance as it becomes available. Taking early steps to align with national frameworks will make future transitions smoother and demonstrate your commitment to continuous quality improvement in aged care.
By acting early and proactively, providers can stay ahead of regulatory changes while creating stronger, safer and more supportive environments for both staff and clients.
Implications for Home Care and Support at Home
For in-home care providers, the upcoming Support at Home reforms represent both a significant shift and a valuable opportunity. As the aged care system moves toward more flexible, person-centred services, providers will need to adapt quickly to remain compliant and competitive.
Embracing mobile, flexible workforces
The move toward more reablement-focused care and greater client independence means providers will increasingly rely on mobile teams who can deliver services across homes and communities.
This requires precise workforce planning, including travel logistics, scheduling, and safety, especially in regional and remote areas. Investing in well-structured mobile care teams, backed by responsive rostering systems and real-time communication tools, will be essential.
Integration with allied health
Support at Home places a stronger focus on allied health services, particularly in preventative and restorative care. In-home providers should begin exploring partnerships with physiotherapists, dietitians, occupational therapists and other allied health professionals.
Whether employed directly or through referral networks, integrating these services into care plans will become a key expectation, especially for clients with complex or changing needs.
Digital tools and remote communication
As face-to-face team meetings and on-site supervision become less frequent, digital capability becomes critical. Staff need to be confident using mobile apps, secure messaging platforms, telehealth tools and digital care plans.
Providers should prioritise training in these areas, not just for compliance, but to ensure frontline staff feel supported, connected and confident in delivering care remotely. To maintain a connected, confident workforce, it’s essential to adopt remote team training strategies that support both communication and skill development.
Challenges and opportunities in aged care
The aged care sector is no stranger to workforce challenges, and staffing shortages remain one of the most pressing concerns for providers nationwide.
However, the Aged Care Workforce Industry Council’s recommendations offer a structured path forward, turning today’s challenges into tomorrow’s strategic advantage.
Addressing ongoing workforce shortages
Many providers continue to face difficulties attracting and retaining qualified staff, especially in remote and specialised roles. The emphasis on provider-level workforce planning, cultural safety and leadership development aims to address these shortages by creating more supportive, values-driven workplaces. Better planning can help identify local talent gaps, while a focus on training and culture can improve retention and reduce burnout.
Gaining a competitive edge through early action
Providers who act early on these recommendations are more likely to stand out in a competitive workforce market. A clear workforce plan, strong leadership pipeline and commitment to culturally safe practice can make a significant difference when it comes to recruiting and keeping skilled staff. Beyond recruitment, these investments translate into better care outcomes, stronger client relationships and a more resilient organisation.
Smoother accreditation and future readiness
As reforms continue to unfold, providers can expect increased scrutiny of their workforce practices through quality audits and accreditation processes. Proactively aligning your operations with national priorities, such as using workforce data and adopting training standards, will support compliance and reduce the risk of last-minute scrambles during regulatory reviews. Incorporating eLearning can help reduce compliance issues and ensure your workforce is always audit-ready and aligned with sector expectations.
The road ahead won’t be without challenges. Still, for providers willing to plan and invest in their people, this period of reform offers a rare opportunity to reset, rebuild and lead.
Turning aged care reform into action
The Royal Commission laid the foundation. The Aged Care Workforce Industry Council built the bridge. Now, it’s up to providers to walk the path.
These final workforce recommendations are more than another layer of reform; they’re an opportunity to reshape how aged care is delivered across Australia. With clear guidance on workforce planning, leadership, data and cultural safety, providers can create more capable, connected and client-focused teams.
Rather than waiting for new requirements to become urgent, now is the time to build a proactive strategy. One that not only meets future compliance standards but improves quality of care, staff wellbeing and long-term sustainability. Whether you’re delivering residential or in-home care, investing early in workforce development will ensure you’re ready not just to meet expectations, but to exceed them.
Digital platforms can play a critical role in this transformation. A purpose-built learning management system like iinduct can help you train, track and upskill your workforce with ease, while care management software can support better planning, documentation and communication across your organisation.
Ready to strengthen your workforce strategy? Book a demo with iinduct today and explore how our tools can support your compliance, training and care delivery goals.
