With the new Aged Care Act coming into effect on 1 July 2025, Registered Nurses are not only in increased demand but are also taking on increasing responsibilities, putting pressure on nurse leaders to ensure continuous professional development.
As Registered Nurses (RNs) take on more responsibility in aged care, the need to ensure they get opportunities to develop and enhance their leadership skills has become more pressing.
Under sweeping changes introduced in the wake of the Royal Commission into Aged Care Quality and Safety, residential aged-care (RAC) facilities must have at least one RN on duty 24 hours a day, seven days a week. The requirement has been in place since July 2023; however, RAC facilities could apply for an exemption for up to 12 months to give them time to recruit 24/7 support. With the new Aged Care Act coming into effect on 1 July 2025, that requirement will be in force.
The Australian College of Nursing (ACN) , the nursing profession’s peak body, had long been advocating for RNs in aged care to be on duty around the clock, with former CEO Kylie Ward describing RNs’ roles as critical. RNs “provide expert clinical governance, leadership, and oversight for enrolled nurses and unregulated healthcare workers, who make up the majority of the aged care workforce,” she said.
Ensuring the best possible care
The 24/7 RN responsibility was enacted in response to the royal commission and in recognition of the integral role RNs play in aged care, with the aims of:
- Improving residents’ safety
- Giving residents better access to clinical care
- Reducing residents’ unnecessary trips to emergency departments.
The importance of RNs in caring for the ageing population is not lost on providers, with 86 percent having an RN on duty around the clock even before the government mandate. One year after introduction of the 24/7 RN responsibility, that figure rose to 92 percent.
As of 1 October 2024, aged-care providers must also provide each resident with 215 minutes of care per day, with at least 44 minutes of the time spent with an RN.
The ACN is one of three providers helping to build nursing capacity in aged care through the Commonwealth-funded Aged Care Transition to Practice (ACTTP). And even though two of the program’s streams focus on less experienced nurses — enrolled nurses (ENs) and RNs who have graduated within the previous two years — experienced RNs transitioning into aged care can also apply.
Leading the way in aged care
The RN’s role in aged care is extensive, including:
- Assessing and providing holistic care by evaluating residents’ physical, mental, emotional, and social needs
- Care planning by working with a multidisciplinary team including allied health professionals and general practitioners for the best outcomes
- Managing medication by ensuring safe delivery, monitoring side effects, and educating residents and caregivers about usage
- Advocating for residents by championing their rights and well-being
- Fostering a positive workplace by leading enrolled nurses and junior staff in providing safe and collaborative healthcare.
RNs often act independently in after-hours shifts, during which they have little or no clinical, family, or administrative support. To lead the provision of quality, evidence-based care 24/7, RNs need the support of nurse leaders and aged-care management.
RNs who work after hours in aged care have strong self-belief in their leadership abilities and competency skills, with 90 percent of those surveyed in a recent study reporting high levels of confidence. However, researchers found that levels of confidence were influenced by age and work experience, with older nurses who have at least 10 years of experience the most confident. The finding reinforces the importance of continuous mentoring and leadership development within the sector.
Establishing a culture of lifelong learning
Lifelong learning is a key factor in the ability of RNs to deliver the best care in any health environment — let alone an environment with complex health conditions that are often exacerbated by cognitive impairment.
Nurse leaders should ensure that skills and knowledge are up-to-date and support RNs with continuous learning. This includes offering point-of-care access to evidence-based best practices and clinical decision support that reflects Australia’s nursing protocols and guidelines. A culture of continuous learning will give RNs the confidence and competence to advance their nursing skills and ultimately improve the outcome of the residents in their care.
Recognition of the value that RNs and other skilled aged care workers bring is also crucial, and the Australian government has said RNs and other aged care workers will be receiving wage increases. This follows a decision by the Fair Work Commission and affects around 400,000 aged care workers. Some of those increases were implemented in March 2025 with more increases expected on 1 October 2025 and again on 1 August 2026.
Increased award wage incentives represent just one tool in the push to recruit, retain, and upskill nurses. Nurse leaders are integral not only to the onboarding of RNs in aged care through such programs as ACTTP and within facilities, but also to the identification and fostering of leadership potential in others.
Find out more about how Lippincott® Solutions can support nurses in Australia’s healthcare settings.
