Supporting the Aged Care Workforce Through Change: What HR and L&D Leaders Need to Know

The aged care sector in Australia is undergoing one of the biggest transformations in its history. With the new Aged Care Act, the strengthened Quality Standards and the Support at Home program, the way services are delivered is shifting rapidly. For HR, People and Learning & Development leaders, the challenge is clear: how do we prepare and support frontline staff during this transition?

The reality for frontline workers

Anyone working in aged care knows the pressure staff are under. Carers and nurses are managing long rosters, often covering double shifts, while lifestyle and support staff are stretched across multiple responsibilities. On top of this, providers are asking them to complete mandatory training, onboarding programs and compliance updates.

For many, training feels like “one more thing” at the end of an exhausting day. It’s not uncommon to see staff racing through eLearning modules just to tick the box, or missing scheduled workshops because the floor simply can’t spare them. The result is disengagement, stress and in some cases, turnover from people who joined the sector to care, not to sit in front of a computer after hours.

Why the old model no longer works

Traditional training approaches were built for slower, more predictable times. Full-day workshops, long induction programs and annual refreshers assume that people have hours to dedicate to learning. In today’s aged care environment, that’s just not realistic.

Workers need learning that fits into the rhythm of their day. They need practical, relevant content that helps them deal with situations they face immediately: calming an anxious resident, managing challenging behaviours, documenting care notes correctly or recognising signs of burnout in themselves and others.

When learning is designed this way, it stops being a burden. It becomes something staff value because it makes their work easier and their stress lower.

Best practice for enabling staff learning

For HR and L&D leaders, there are some clear principles that help make this shift.

Keep it practical. Training should focus on problems staff face on the floor, not abstract theory. A ten-minute session on managing mealtime behaviours is more valuable than an hour of generic content.

Respect their time. Learning in shorter bursts that can be slotted into a shift is more effective than pulling staff off the floor for long sessions.

Balance compliance with wellbeing. Technical skills are essential, but so is emotional support. Helping staff build resilience and manage stress is just as important as training them on manual handling or infection control.

Show progress. Staff want to see that their learning is recognised and that it contributes to their growth. Tracking achievements and linking them to career pathways improves engagement and retention.

How Deelan helps

This is where Deelan.ai makes a difference. The platform was designed for the realities of care work. It allows HR and L&D teams to deliver short, role-specific learning that can be completed without disrupting shifts. Content covers both compliance and wellbeing, giving carers the skills they need while also supporting them to manage the emotional load of their roles.

Because it adapts to different job functions, managers can be confident that the right people are learning the right things at the right time. They also get real-time visibility of progress, so they can step in quickly where support is needed rather than chasing paperwork after the fact.

One provider we worked with was struggling with new starters leaving within the first three months. By redesigning induction into smaller, more supportive learning experiences that included stress management and communication skills, they reduced early turnover and helped staff feel more confident in their roles.

Building a culture of support

The aged care reforms are about raising the standard of care. But that won’t be achieved through compliance alone. It requires a workforce that feels supported, valued and capable.

For HR and L&D leaders, the opportunity is to use learning not just as a way to meet regulatory requirements, but as a way to strengthen culture. When training is seen as useful and supportive, staff are more engaged, retention improves and ultimately the people in care benefit.

Final word

The workforce is at the centre of aged care reform. Supporting them through this change means rethinking how we approach learning and development. Short, practical, supportive training — delivered in ways that fit into real working lives can reduce stress, improve confidence and prepare teams for the future.

With the right approach, and the right tools, training becomes more than compliance. It becomes a way of caring for the people who care every day.