Reflecting on a Year Like No Other in Aged Care

What a year it’s been in the Aged Care sector. I’m certainly not the first to say that none of us could have predicted how 2020 has played out. It’s been a year that’s presented many challenges and heartache. I’d like to take this opportunity to share with you some of my reflections as I look back on a year that’s been like no other.


The key challenges we’ve faced over the past 12 months have been up-skilling new team members and protecting the safety of our team, while successfully allocating nursing staff to 95% of nursing shifts in areas that were impacted by bush fires earlier in the year and then COVID-19. 


During the period of the fires, our team were asked to head to Bateman’s Bay and Dalmeny to lend their support. At one of the local nursing homes the fire got to the back door of the facility. Another nursing home was evacuated into the one we were assisting. Staff were dealing with lots of issues, including no power, no phones and lots of emotions. Some of our staff were there for up to four days. 

How the Health Staffing Team Managed 2020’s Challenges

Chelsea joined us in March and was promoted to Head of Allocations in May. She and the team adapted very quickly to delivering our services in a home office environment that required new ways of communicating with each other and new protocols, systems and procedures to protect the safety of our staff, clients and their patients. As demand for our staffing has increased throughout the year, Chelsea has continued to play a key leadership role, and is now Health Staffing's Business Manager.


At the same time, our nursing staff had to decide whether they were prepared to work in the front line during COVID-19. The commitment we saw from so many of our staff was a credit to them, ensuring that shifts were filled and facilities were able to continue to provide the level of care required during this difficult period.

 

An essential part of how we have managed these challenges since December is providing our dedicated staff with our Employee Assistance Program, We also provided the promise for those in the frontline that they would still be paid if they were exposed to COVID-19 and had to self isolate. This was before this was a mandatory requirement by the government.


We remained committed to supporting the local community during the fires by organising a donation drive for non perishable items for those impacted by the fires, with a drop off point being at our office in Nowra. 

To ensure team morale remained high at a difficult time, we celebrated International Women's Day, and all of the women in the head office at Nowra had the opportunity to come to work in their own style. This meant not wearing uniforms, providing the opportunity to express individuality with our clothing that day. A lovely lunch was a highlight of the day!

Our Response to COVID-19

Staff are regularly reminded of the importance of washing their hands and using PPE during each shift. We continue to work closely with clients to protect their residents within each facility. At the start of the pandemic, if staff had travelled overseas recently they were not sent out on a shift for 16 days after returning to Australia. 


The team have been incredible and everyone has remained positive.

 

We adapted our business model in terms of service delivery and went through a facelift with new marketing strategies being rolled, and increased our marketing communication via a monthly email newsletter, starting in January, at the height of the bush fires. If you’d like to receive our monthly updates, please sign up here.


We also sponsored ACSA’s NSW Financing Tomorrow’s Aged Care Sector Symposium, a 3 day virtual conference at the start of June. 

When COVID-19 hit we were required to adapt our business model and move our staff from the office to working from home. Due to an investment in laptops and the tenacity of both Chelsea and Shay, the office team were able to time this transition in a way that had no disruption to our service delivery. As a result of their commitment to clients and our nursing staff during this period, we have seen an increase in loyalty from our clients and an increase in request for shifts, with as many as 31 shifts being placed in a day at the start of July. 

Please follow our company page here on LinkedIn.


Resilience was a Key Factor in Navigating 2020


In February 2020 NPAworldwide (a global recruitment network) asked its members around the globe to nominate other members who have done outstanding things for the community. I was very proud to be nominated by several Australian members as having done a wonderful job providing community support during the recent bush res.


There was a seamless transition from the office to working from home and we were able to deliver the same high level of customer service, including the allocation of as many shifts as possible in as little time as possible in a completely new, and unusual work environment versus the normal and established office set up. 


To support the teams continued growth at this difficult time we invested in professional development including: 


  • Pearl Mentoring Program with the RSCA (Recruitment Industry peak body) Recruitment Pathways Program with Career Lasso
  • HR Traineeship with TAFE NSW
  • Social Media training with Think Bespoke

I was thrilled when Health Staffing was recognised as a Finalist for Resilience in Business in the Illawarra Business Awards 2020.



Thank you to my family, my hard working team and all of our clients for your ongoing support in 2020. From our family to yours, wishing you a Merry Christmas and a safe and joyful 2021.

The Growing Demand for Care Workers in Australia

March 30, 2026
Why the country’s fastest-growing sector is facing a critical workforce shortage Australia is facing an unprecedented challenge in care — a data-driven crisis that is rapidly reshaping the healthcare landscape. As demand for aged care and disability support accelerates, the supply of qualified care workers is struggling to keep pace. The result? A “perfect storm” where providers are under pressure, workers are stretched thin, and the need for sustainable solutions has never been greater. The Care Crisis: A Sector Under Pressure The care and support sector is now Australia’s largest employing industry , accounting for over 16% of the national workforce . Yet despite its size, demand continues to surge at a pace the system is not fully prepared for. Aged care and disability support roles are projected to be among the fastest-growing occupations over the next decade , driven by both demographic and policy changes. Simply put: more Australians need care than ever before — and that number is only rising. A Demographic Shift Driving Demand At the heart of this demand is a significant and accelerating demographic shift. Australia’s population aged 65 and over is expected to increase by more than 2 million (67.8%) between 2024 and 2044 The number of Australians aged 85+ — those with the highest care needs — will grow by 67% between 2024 and 2035 The number of people requiring care is projected to rise from 1.5 million today to 2.5 million by 2050 This ageing population is not just growing — it is living longer, often with more complex health needs that require consistent, skilled support. At the same time, the expansion of the National Disability Insurance Scheme (NDIS) continues to increase demand for qualified disability support workers, further intensifying pressure on the system. The Workforce Shortage Crunch While demand accelerates, workforce supply is falling behind. Australia could face a shortfall of 400,000 aged care workers by 2050 The NDIS sector alone requires an additional 128,000 workers by mid-2025 Staff turnover remains high, with attrition rates between 17% and 25% in disability support roles This shortage is not just about numbers — it’s about sustainability. High turnover, burnout, and ongoing recruitment challenges are making it increasingly difficult for providers to maintain consistent, high-quality care. Why Agencies Like Health Staff Australia Are Essential In this high-pressure environment, healthcare providers are realising they cannot solve workforce challenges alone.  This is where specialist staffing agencies like Health Staff Australia (HSA) play a critical role.

Checklist: How to Prepare for Your First Role as a Support Worker

March 2, 2026
Starting your first role as a support worker is an exciting step in your healthcare career. At Health Staff Australia, we understand that stepping into a new environment — whether in aged care, disability support or community services — can feel both rewarding and overwhelming. The key to success lies in preparation, professionalism and the right mindset. Before your first shift, it’s important to ensure all compliance requirements are completed and up to date. This typically includes your National Police Check, Working With Children Check (if required), NDIS Worker Screening Check where applicable, current First Aid and CPR certification, relevant qualifications, immunisation records, proof of ID and your right to work documentation. Having your paperwork organised not only prevents delays but also demonstrates reliability and readiness from day one. Understanding your role is equally important. Take time to carefully review your employment contract, position description and any client care plans provided. Familiarise yourself with workplace policies, reporting structures and documentation procedures. If you are unsure about any aspect of your responsibilities, clarify this with your consultant or supervisor before your first shift. Confidence comes from knowing exactly what is expected of you. Practical preparation can significantly reduce first-day nerves. Confirm your shift time and location, plan your travel route in advance and allow extra time for unforeseen delays. Lay out your uniform the night before and pack essentials such as photo identification, a notebook, pen and water bottle. Presenting yourself professionally and arriving early sets a strong first impression with both colleagues and clients.  Refreshing key skills ahead of your assignment can also make a difference. Reviewing manual handling techniques, infection control practices, documentation standards and effective communication approaches will help you feel competent and capable. Even experienced support workers benefit from revisiting best-practice guidelines before entering a new workplace.
February is often called the month of love — a time to reflect on connection, kindness and care for

Supporting Independence: Encouraging Daily Living Skills with Care, Compassion and Love

February 2, 2026
Independence Looks Different for Everyone Living independently is something many people take for granted. For individuals living with disability, mobility challenges or learning difficulties, independence may look very different — and that’s okay. Some clients live in their own homes with regular support visits, while others live in supported or community accommodation. No matter the setting, independence isn’t about doing everything alone. It’s about having choice, control and the right level of support to live a fulfilling life. Daily living skills can include: Preparing meals Managing medication Personal care and hygiene Using public transport Attending appointments Engaging in social and community activities With the right support, these everyday tasks become opportunities for growth, confidence and connection. Why Supporting Independence Matters When individuals feel empowered to make decisions and participate in daily life, their wellbeing improves significantly. Independence helps reduce anxiety, strengthens self-esteem and encourages community participation. Without consistent and thoughtful support, individuals may experience increased stress, vulnerability or social withdrawal. In some cases, a lack of appropriate guidance can place people at risk of exploitation or unsafe situations.  That’s why providing reliable, person-centred support is so important — especially in home care environments.