The evolving role of registered nurses in aged care
What the 1 November reforms really mean forRNs and providers
The aged care sector has just seen one of its most foundational shake‑ups indecades. With the commencement of the Aged Care Act 2024 and accompanyingstaffing and care‑minute reforms on 1 November 2025, the role of the registered nurse (RN) in residential aged care is different. For you as an RN, for providers recruiting RNs, and for our clients (aged care homes), this is a moment to pivot rather than assume continuity.
Here's what you need to know...
1. What’s changed for RNs from 1 November
Several of the reforms shift both expectations and obligations for RNs. Key changes affecting the RN role include:
- 24/7 RN requirement
As of 1 November, every residential aged care home must have a registered nurse on‑site at all times, unless a formal exemption is granted.
Providers running co‑located services (multiple “homes” sharing a single RN) now must treat each as a separate home for RN coverage purposes.
If a home doesn’t comply, it may create regulatory risk, increased audit focus,and reputational risk. - Care inutes targets
The funding model for residential aged care has been updated. The number ofrequired care minutes per resident per day (including those delivered by RNs)has been strengthened.
For instance, one provider source cites 44 minutes of RN time per resident perday as the new benchmark.
The role of the RN must move from “on call” to “proactive and measurable daily care contributor”. - Raised professional expectations under the new Act
Under the new Aged Care Act and its regulatory framework:
RNs and aged‑care workers must ensure they uphold the new Statement of Rights,which emphasises dignity, person‑centred care and choice.
Whistle‑blower protections are stronger, and RNs as senior clinical staff must be confident about raising concerns and being accountable.
Screening and qualification requirements are tighter; RNs will increasingly be viewed as leadership anchors in each home.
2. What this means for RNs - assumptions worth testing
It’s tempting to assume the reforms simply mean “more RNs = better care”. But there are assumptions that need challenging:
- Assumption: Staffing levels automatically improve.
While the 24/7 RN requirement is clear, it doesn’t guarantee the RN will have the tools, support staff or time to execute meaningful care. If providers hire just to tick the box, RNs may still struggle with under‑resourcing. - Assumption: RNs will be able to focus only on clinical care
With the RN requirement in every home, many RNs will find themselves stretched across compliance, leadership, documentation and supervision – not just bedside care. That could dilute direct resident interaction. - Assumption: Funding will match expectations.
The home must meet higher standards, but often funding lags. RNs might face pressure from providers to meet targets without clear plan or support. The risk: burnout or care quality slipping. - Assumption: The RN role becomes uniform across homes.
Reality: The reforms apply differently depending on provider size, rural, surban, co‑located service status, and existing skill mix. The RN experience will vary widely.
3. What providers must do - and how this changes RN work environment
From the provider side, the implications are:
- Recruitment, onboarding and upskilling
Providers must ensure adequate RN staffing and the right competencies. They’ll likely need to invest in training, mentoring and retention strategies for RNs. - Operational changes
Each home must treat itself as separate for nurse coverage. This may mean restructure, new rosters, additional management time. RNs will increasingly be part of the operational leadership team rather than purely clinical. - Performance measurement
The introduction of audited “Care Minutes Performance Statement” and provider audit obligations means RNs will be part of performance data collection, quality assurance, incident management and possibly workforce modelling.
For RNs this means familiarity with metrics, data collection and liaising with management/regulatory teams. - Cultural shift toward resident‑rights and person‑centred care
The new Act places older people’s rights at the centre. RNs will need to leadby example in delivering care that emphasises autonomy, informed decision‑making and diversity.
4. How these reforms reshape the aged care landscape - and how HealthX can help
The 1 November reforms represent more than a compliance shift - they’re a cultural reset for the entire aged care sector. They redefine how quality is measured, how leadership operates at the frontline, and how providers must plan their workforce to deliver safe, person-centred care.
For providers, it means moving from reactive staffing to deliberate workforce planning that ensures every home is covered by skilled, confident RNs 24/7. For RNs, it means stepping into stronger leadership roles where clinical judgement, documentation, and accountability carry new weight.
At HealthX, we’re working directly with providers to meet these new standards through:
- Strategic workforce modelling - helping providers forecast and roster to meet care-minute and 24/7 RN requirements.
- Sponsorship and recruitment pathways - connecting qualified international RNs ready to relocate and contribute to compliant, high-performing teams.
- Ongoing support and onboarding - ensuring RNs and providers understand their obligations, maintain documentation standards, and build long-term workforce stability.
These reforms were designed to lift quality and accountability - but they also demand smarter systems, not just more staff. Our role is to help both nurses and providers adapt efficiently, maintain compliance, and keep resident care at the centre of every decision.
5. Final word
The reforms coming into effect on 1 November 2025 mark a meaningful pivot inaged care. For registered nurses the message is clear: you’re not just ashift‑filler anymore. You’re clinical leader, compliance guard, rights‑championand care minutes contributor.
For providers the mandate is also clear: you must support RNs to succeed inthis expanded role. If not, you risk not only compliance failure butreputational damage and staff attrition.
If you’re positioning a service (or recruiting an RN), treat this moment withboth urgency and honesty. The homes that win will be those who actually respondto the reform - not just claim to.
