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Over the coming weeks hundreds of new Occupational Therapists Speech Pathologists and Physiotherapists will graduate across Australia and step into one of the most rewarding and high-impact career paths in community healthcare. It is an exciting time. Demand for Allied Health professionals continues to grow across metro, regional and remote Australia and 2025 is shaping up to be another strong year for graduates entering the workforce. Whether you are finishing your final placement or polishing your résumé understanding what the market looks like and how to navigate it can make a big difference as you begin your professional journey. Here at Curamoir our mission is to help new graduates find the right role with the right support in the right environment . Over the past months we have been speaking with employers graduates and industry leaders to map out the trends and opportunities. Here is what we have found and how you can get ahead. The 2025 Graduate Market in a Snapshot The broader healthcare and medical sector in Australia remains a major growth driver for employment. According to national workforce data, the number of registered Allied Health practitioners increased from 108,680 in 2013 to 180,924 in 2022, according to the Australian Institute of Health and Welfare Health Workforce report . Allied Health professionals now represent more than a quarter of the health workforce in Australia, as reported in the AIHW Health Workforce report . What does this mean for you as a new graduate Allied Health professional There is genuine opportunity with more roles and more employers investing in Allied Health. Employers are increasingly focused on supporting graduates through structured supervision and career pathways. Starting early in your planning process gives you a competitive edge because many providers begin hiring before the new year. Why It Is More Than Just Getting a Job Graduation is a milestone congratulations. But stepping into professional practice involves more than finishing your degree and ticking the application box. The jump from university and placement into a full-time role brings new expectations like client management documentation teamwork professional accountability and culture. We speak every week with graduates who say “I am excited but I am not sure where to start.” “Should I apply directly to organisations or work through an agency like you?” “How do I know which organisation is right for me?” “What is a realistic salary for a new graduate Occupational Therapist or Speech Pathologist?” Here are some things we have observed that actually make a difference Start exploring early Do not wait until after your last exam or placement to begin thinking about your first professional role. Explore options now talk to recruiters ask about employer support and culture. Early engagement gives you time to reflect and choose rather than having to accept the first available offer. Think about the environment you will perform in Role size, setting, supervision, and mentorship all matter. Some larger community and rehabilitation providers offer structured graduate programs with rotation training and peer support. Smaller community providers often offer strong supervision, mentoring, and variety early in your career. Consider your preferences for caseloads, location, and work life balance. Prepare beyond the application Your degree and placements prove you know the theory. Employers now want to hear how you handle real-world scenarios. How you communicate with clients how you adapt to unexpected changes how you reflect on your practice. We offer interview coaching question practice and feedback to help you feel ready. Understand your worth As a new graduate you may feel pressure to just get started but you deserve a role where you are valued. Look at more than base salary ask about supervision peer support professional development clear progression paths and organisation culture. We benchmark Allied Health salaries across Australia each year, using our own recruitment data and insights from hundreds of placements to give graduates a clear picture of what’s competitive. Look for long-term potential The first role shapes your career. Ask about mentoring performance reviews professional development allowance progression pathways. A role where you can grow matters more than one where you just fill in for twelve months. How Curamoir Supports Graduates We know how demanding it is finishing placements wrapping up study writing applications and imagining your next step. That is why our team focuses specifically on new graduate Allied Health professionals. Here are the ways we work with you Consultation and Career Guidance We go beyond introductions - we consult. We share insight on employers, supervision structures, caseloads, and long-term career pathways, so you can make informed choices that suit your goals. Applications and Offers We can manage applications on your behalf to save you time, and when an offer comes in, we negotiate on your behalf to make sure you start your career on the right terms. Streamlined applications : Submit your details once and we will connect you to multiple roles that match your skills and preferences. That frees you to keep focusing on finishing your studies and placements. Interview preparation : We coach you through common questions set up practice interviews and give feedback. Employer insights : We talk to the organisations we partner with about their culture supervision growth pathways, and values. We share this so you can visualise what it will be like before you commit. Offer guidance : We review your offer of employment ensure your remuneration is fair clarify benefits probation peer support and check you are stepping into a role where you are valued and supported. Whether you are looking for your first role or still weighing your options we are here to help. Where Opportunities Are Available Now We are part of a national network and currently recruiting for 2025 graduate roles in Occupational Therapy Speech Pathology and Physiotherapy across Australia. Aaron Byrne looks after Victoria, New South Wales, Australian Capital Territory, and Tasmania. Ellie Stephens covers Western Australia, South Australia, Queensland, and Northern Territory. We both work closely with our employer partners, exploring their support frameworks, caseload expectations, and graduate programs. When we recommend an employer, it’s because we’ve done our homework. If you are ready we’d love to chat about your goals and show you what is available early so you can make an informed decision. 2025 Graduate Referral Program If you know someone finishing their Allied Health degree in Occupational Therapy or Speech Pathology who graduates in 2025 and is looking for their first professional role we have a referral program Refer a new graduate and when they start a role through Curamoir you and the graduate will both receive $500 in vouchers . It is that simple. A great way to help your network and be rewarded. Focus on the Right Fit Not Just the First Offer There is a lot of excitement about starting your career and rightly so. But the smartest move is not always to accept the first job that comes along. It is to choose a role where you will learn be supported and feel valued . Starting in the right place gives you a strong foundation. If you are ready to begin the next chapter of your professional life let’s talk. Connect with us:  Aaron Byrne Senior Recruitment Consultant – Curamoir aaron.byrne@curamoir-hr.com.au (Victoria, New South Wales, Australian Capital Territory, and Tasmania) Ellie Stephens Senior Recruitment Consultant – Curamoir ellie.stephens@curamoir-hr.com.au (Western Australia, South Australia, Queensland, and Northern Territory)

On 1 November 2025, the new Aged Care Act comes into effect. It is the most significant reform the sector has seen in decades, shifting the focus towards a rights based framework that prioritises older Australians while demanding greater accountability from providers. It was originally scheduled to commence on 1 July, but a strategic delay was introduced to allow both providers and facilities adequate time to prepare, ensuring the focus is on sustainability rather than just compliance. The reform follows findings from the Royal Commission into Aged Care Quality and Safety , which made it clear that the existing framework was no longer fit for purpose. The new Act has been designed to address these shortcomings and create a system that is easier to navigate, fairer for individuals, and more robust in its regulation of providers. A Clearer Framework for Rights and Responsibilities At the heart of the new Act is the recognition of the rights of people accessing aged care. From 1 November, providers will need to show not only that they are delivering safe and effective care but also that they are respecting the autonomy, dignity, and choices of those in their care. This is a cultural shift. Care models and organisational practices will need to be examined to ensure they support decision making, provide culturally safe experiences, and uphold fairness and transparency. For providers, this means embedding these principles into every layer of the organisation from governance and leadership through to the frontline delivery of care. The Regulatory Shift The new Act also reshapes the role of the Aged Care Quality and Safety Commission . The Commission will have broader and more proactive powers, enabling stronger supervision and quicker intervention when issues arise. For providers, this translates into: A clearer and more comprehensive set of obligations Greater scrutiny of governance and risk management practices Increased expectations around compliance systems and documentation Those who take a reactive approach are likely to feel the pressure of this change. Those who act early to align with the new framework will be better positioned to operate confidently in the new environment. The Workforce Challenge One of the most immediate impacts for providers will be on their workforce. The Act creates obligations that cannot be met without well trained and values driven teams. Frontline staff will need to understand new approaches to decision making, cultural safety, and consumer rights. This means investment in training, but it also means ensuring the right people are in the right roles. Providers will need strong recruitment and retention strategies to build capability and stability within their teams. Without this, the gap between legislative expectations and service delivery could quickly widen. As a healthcare recruitment agency working with providers across Australia, Curamoir sees this as the critical area where support is needed most. Workforce readiness will determine how successfully providers can navigate the change. Recruiting professionals who not only have the skills but also align with the values of rights based care will be central to long term success. Operational and Financial Impacts Beyond workforce, providers will also face operational changes. The introduction of a single entry system and a streamlined assessment process should improve access for older Australians, but it will require providers to adapt their systems and workflows. There will also be new reporting requirements, which means governance frameworks must be reviewed and updated. Many providers will need to invest in technology, compliance processes, and internal capability to meet these standards. Financially, the sector may feel short term strain as these changes are implemented. However, the reforms also create opportunities to improve efficiency, build trust with consumers, and strengthen long term sustainability. What Providers Should Do Now With the Act going live on 1 November, the next few weeks are critical. Providers should be: Reviewing compliance frameworks against the new obligations. Engaging boards and leadership teams to ensure they understand their responsibilities. Strengthening governance and risk management processes. Investing in workforce training focused on rights based care, cultural safety, and decision making. Reviewing recruitment and retention strategies to secure the workforce needed to meet higher expectations. Communicating proactively with residents, families, community nursing clients, and staff to explain what the changes mean. Preparation now will help providers avoid disruption and move into the new era with confidence. Looking Ahead The introduction of the new Aged Care Act represents a reset for the sector. It is not just about compliance but about embracing a new culture of care that puts rights at the centre, demands accountability, and rewards quality. Providers who act early and invest in people, governance, and systems will be the ones who lead in aged care. At Curamoir, we see this reform as an opportunity to raise standards across the country and we are committed to supporting providers in building strong, capable teams that can deliver under the new framework. If your organisation is preparing for the new Aged Care Act and you need support with workforce planning, recruitment, or building capability within your teams, Curamoir can help . Our consultants work with aged care providers across Australia to source professionals who can deliver high quality care in line with the new expectations. Get in touch with Curamoir today to discuss how we can support your organisation in this next chapter for aged care.