The Australian Allied Health, Social and Community Services and Nursing workforce continued to change significantly throughout 2025. Candidate expectations shifted, demand increased, compliance pressures strengthened and regional areas continued to face ongoing staffing challenges. Providers who adjust early will be in the strongest position as 2026 approaches. Below is a closer look at what shaped the workforce in 2025 and how these patterns will influence the year ahead. Candidates Are Asking For More Clinicians across Allied Health, Social and Community Services and Nursing have been clear about what they want. Competitive pay, real flexibility, transparency and balance were the most consistent drivers of candidate behaviour in 2025. The sector now employs more than 2.3 million Australians within Health Care and Social Assistance . With so many career options, candidates engaged strongly with roles that offered choice, clarity and realistic workloads. Flexibility played a major role. Predictable rosters, part time options, compressed weeks and structured shift patterns attracted higher interest than traditional schedules. When providers communicated clearly and moved quickly, engagement increased significantly. Graduates Want Structured Support Graduates and early career professionals entering the workforce in 2025 expected meaningful onboarding, ongoing supervision and clear development pathways. These expectations are shaping how providers build entry level programs across Allied Health, Social and Community Services and Nursing. Australia has approximately 456,000 aged care workers across residential and community programs . Many of these roles rely on strong supervision and structured development. This reinforces the importance of clear support pathways for graduates stepping into Aged Care, Allied Health or Community roles. Recent national workforce reviews highlight the same pattern. The Draft National Allied Health Workforce Strategy emphasises the need for stronger transition support for graduates and structured development at every career stage, noting that supervision is critical for capability and retention. The federal Scope of Practice Review also found that early career health professionals are more likely to stay when roles provide consistent supervision, mentoring and predictable workload support rather than ad-hoc assistance. Workforce findings specific to rural and regional settings reinforce this. A 2025 review of Allied Health professionals in remote areas reported that access to senior supervision, structured guidance and local career progression are key factors influencing retention for early career clinicians. Across the year, graduate retention improved when providers offered consistent check ins structured guidance clear progression steps visible support realistic expectations The difference was clear. When graduates felt guided, they stayed. When support was inconsistent or unclear, they moved on quickly.  Regional and Remote Workforce Pressure Continued Regional and remote staffing pressure remained one of the most visible challenges in 2025. National data shows that around 7 million Australians which is roughly 27 to 28% of the population live in rural or remote areas where access to health and community services is consistently lower than in major cities. This creates ongoing difficulty for providers trying to fill roles across Allied Health, Social and Community Services and Nursing. Workforce planning updates released in 2025 highlight the same pattern. There are persistent shortages across multiple clinical disciplines in regional areas and limited local workforce pipelines to meet demand. More providers shifted to flexible models, including FIFO schedules, block rotations and travel supported placements. These options were especially effective in Allied Health, Social and Community Services and Nursing, where clinicians responded strongly to predictable rosters and structured support. Roles that highlighted community impact, lifestyle benefits and balanced scheduling attracted more interest than those that focused solely on financial incentives. Compliance and Quality Are Influencing Workforce Demand Compliance and quality became central to workforce planning in 2025. With updated aged care legislation and stronger national expectations, providers increased demand for Care Managers, Quality Leaders, Governance Specialists and senior Coordinators. The focus on strengthened governance is consistent with national updates across the health workforce reform agenda . Providers that invested early in quality and governance roles found themselves better positioned for audits, risk oversight and service delivery. These organisations also became more appealing to clinicians. Many people now choose employers with strong quality systems and clear leadership. Confidence in compliance is increasingly linked to workforce attraction. Mental Health Capability Is Becoming Essential Demand for mental health capability increased across all three sectors. Community programs, aged care, disability services and multidisciplinary teams required clinicians with strong psychosocial and mental health experience. National planning resources such as the Health Workforce Data portal show sustained demand for mental health professionals across the country. Providers strengthened capability by hiring Mental Health Nurses, Mental Health Social Workers and Mental Health OTs or by creating blended roles and upskilling pathways for existing staff. Strong mental health capability helped teams manage more complex presentations and provide integrated support across programs. Clinicians Are Moving More Freely Across Settings Mobility across Allied Health, Social and Community Services and Nursing grew noticeably in 2025. Clinicians shifted into new settings at a higher rate than the years before. For example Aged care nurses transitioned into community roles Emergency nurses moved into remote area nursigivng Allied health professionals explored contracting for greater flexibility and earning potential With more than 920,000 registered health practitioners in Australia , professional mobility is high. Providers who recognised transferable skills rather than seeking narrow experience matches were more successful. Internal mobility pathways became a valuable retention strategy. When clinicians could move between programs without leaving the organisation, overall retention improved. Faster Hiring Has Become a Clear Advantage Recruitment speed had a major impact on outcomes in 2025. Providers who responded quickly secured talent, while slow processes led to the loss of strong applicants to faster moving organisations. Employment in Health Care and Social Assistance grew by approximately five percent over the year to August 2025 as reported on Jobs and Skills Australia . With increased demand, candidates expect timely communication and simple recruitment steps. The strongest hiring results came from processes that featured shortlisting within days straightforward interviews consistent communication rapid decision making streamlined compliance checks Partnerships with specialist agencies also improved speed and quality of placements, particularly in hard to fill roles. Looking Ahead to 2026 The patterns seen in 2025 are unlikely to ease in the year ahead. Candidate expectations will remain strong. Early career professionals will continue to seek structured development. Regional and remote areas will face ongoing workforce gaps. Compliance and quality will sit firmly at the centre of workforce planning. Mental health capability will continue to expand and mobility across clinical settings will remain high. Providers who adapt early, modernise their workforce models and align with what clinicians expect will be well positioned for 2026. Curamoir partners with organisations across Allied Health, Social and Community Services and Nursing to support permanent recruitment, contractor solutions and workforce planning. If you are preparing for the year ahead, get in touch with our team today.
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.
​The healthcare, allied health, and social care sectors are crucial and rapidly growing industries in Australia. Whether you're an experienced professional or just starting out, finding your way through these fields can be challenging. With a high demand for skilled professionals, competition is tough, but the opportun
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