Work & Family

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Why are family-friendly workplaces good business in aged-care?

The shortage of nurses has meant that health services worldwide are experiencing difficulty in attracting and retaining skilled and qualified nurses. Because work in aged-care is physically and emotionally demanding and award rates of pay have fallen behind those covering public hospital work, it is particularly hard to attract skilled nurses to this sector.

Many nurses leave the public hospital system because the rotating roster system means that they are unable to get predictable shifts and the flexibility needed to balance their work and family commitments. Some turn to, or return to, aged-care on the basis that it offers that flexibility and generally does not depend on a rotating roster system. Most nursing and other employees currently working in aged-care have caring responsibilities and value the flexibility available in some aged-care workplaces, together with the opportunity for a predictable pattern of work.

Aged-care employers who can offer flexibility and working arrangements which help employees to balance work and family commitments can maximize their chances of recruiting and retaining employees.

Employers also need to be aware of, and comply with, state and federal legislative provisions that make unlawful any direct or indirect discrimination against employees on the basis of their family responsibilities and promote work practices that help employees to balance their work and family responsibilities ².