The future of Allied Health in Australia and what needs to be done to make it a bright one

August 25, 2022

Stress is currently epidemic in the allied health sector — but that can change. 


Working in the healthcare industry can be rewarding and satisfying, but it can also be stressful. And that’s especially true right now when changes to the healthcare system have meant that those working in allied health employment are more likely to feel the strain than in years gone by.

 

As a result, allied health in Australia faces some challenges for future, as demand for these services increase – without keeping and attracting professionals the industry won’t keep up with demand, putting a bigger drain on our clinicians; If adequate changes occur, then the sector’s future will be bright — if they don’t occur, then it may not be too long before the best professionals look away from the allied health industry and to something less stressful. And that could have serious consequences, most notably a reduction in the quality of service for patients. 

 

The Problem

 

The principles behind NDIS — that it should be easy for people who need support to access the support they need — were solid enough, but it has resulted in unintended side effects. The most troubling of these side effects was the shift to billable hours. That sounds fine on paper, but it has meant that many allied healthcare providers have become too preoccupied with billable hours, which puts an extra level of pressure on employees, who don’t only have to meet those hours but also fill out much more paperwork than they’d like to. 

 

The Future 

 

Healthcare professionals are willing to endure acceptable levels of stress. It’s what they sign up for when they enter the profession. However, they’re not willing to accept problematic levels of stress — and not only are they not willing, but, at some point, they’ll be physically and mentally unable to do so. The number of allied health professionals experiencing burnout, a type of exhaustion resulting from excessive pressure, is rising all the time. 

 

It’s a condition that could have far-reaching impacts on the healthcare industry. If professionals are experiencing burnout, then they’ll leave the industry and look elsewhere. Plus, there’ll be fewer people willing to work in allied health because they know the risk of unacceptable stress levels is high. People are drawn to healthcare for noble reasons, but those reasons can’t overcome everything. 

 

And, of course, an industry that cannot attract and retain the best of the best will face an uncertain future. If the problem persists, then at some point, the quality of the care provided to patients will begin to suffer. 

 

The Solution

 

The problems surrounding allied health are plain to see. The question now is about what can be done to solve the issue. Of course, this is a big question, and there’s not one single answer — an overall rethink about the system and the pressure that’s being put on workers will be necessary. With that being said, there are most definitely things that NDIS providers should be looking to change about their operations.

 

And that all begins with how they work with and support their clinicians.

 

How Employers Can Retain Their Clinicians

 

Allied health providers will face major issues if their clinicians are continually leaving. Among all the other issues that this would cause, it would negatively impact their financial standing — it takes a lot to hire and train a new employee. Plus, if the job becomes so stressful, it’s possible that at some stage, there aren’t enough new clinicians to replace the number that are leaving.

 

The solution? Don’t give clinicians a reason to leave. If they’re going to quit their jobs, it should be for reasons other than workload, stress, and unhappiness. Below, we’ll take a look at some of the best methods for keeping your clinicians on board.

 

Job Security

 

People will be more likely to leave if they believe that they’re on a sinking ship. As with all workers, allied health employees want to have a sense of job security, especially during times such as now, when the global economy is going through a period of uncertainty. 

 

For both candidates and workers, job security is the number one priority. It can go a long way towards managing stress levels, too, since uncertainty surrounding the future of their job is one of the main causes of stress. The key to this is open communication — if their job is secure, then communicate it. 

 

Allied health workers should be comfortable in their position. If they have a salaried position that provides support, then they won’t be in a rush to look elsewhere.

 

Actively Fight Burnout

 

Allied health providers that just expect the issue of burnout to take care of itself will risk losing employees. The fact is that, under the current model, burnouts are on the rise — and if anything, the problem will get worse before it gets better. Providers should have a clear plan for how they will combat burnout.

 

The great thing about this approach is that none of the solutions are overly complicated. They just require a bit of care and energy. If your business has a well-being initiative, actively looks for signs of burnout in employees, and offers flexible work/life balance, then the risk of burnout will be dramatically decreased. 

 

A Sense of Community

 

Everything’s better together. Allied healthcare workers often enter the profession because they have a sense of community; they want to help other people live their best lives. It can be disappointing for them to learn that the organisation they’re working for does not seem to value community. You can foster a sense of community at your workplace by having a welcoming atmosphere, ensuring that employees know each other, and having regular check-ins, so that workers never fall into a sense of isolation.

 

Flexible Working

 

Finally, there’s flexible working. Everyone wants — or perhaps needs — to be in charge of their own time. While it’s unlikely that you can have your workers set their own schedules from top to bottom, it’s highly possible that you can offer a degree of flexibility and control over their time. 

 

Final Thoughts 

 

Today the future of allied health looks at risk, but there are ways to make it brighter. It all begins with allied health providers investing in their clinicians' well-being, and clinicians asking for more from their employers than they’ve currently been getting. 


News & Insights

Check Our Latest Resources

June 12, 2026
Understanding the challenges, strengths, and support needs of people living with PWS Prader–Willi Syndrome (PWS) is a rare, complex genetic condition that affects many areas of a person’s life, including physical health, development, behaviour, and emotional wellbeing. While it’s often associated with eating and weight, PWS is much more than this, and understanding the whole picture is key to supporting individuals and their families well. PWS occurs when specific genes on chromosome 15 do not function as they should. This happens very early in development and is usually completely out of anyone’s control. It is not caused by anything a parent did or didn’t do, and in most cases it is not inherited. Although PWS is considered rare, families living with it are navigating its impacts every day. The condition is lifelong, and support needs often change as the person grows. Early signs and development Many children with PWS are identified in infancy. Babies often have very low muscle tone, which can make them appear “floppy.” Feeding can be difficult at first, with poor sucking and slow weight gain. Some babies may need extra feeding support during this stage. As children grow, the presentation of PWS changes. Muscle tone usually improves, but new challenges emerge. One of the most well‑known features of PWS is hyperphagia , a persistent and overwhelming sense of hunger that develops in early childhood. People with PWS do not experience fullness in the same way others do, which means food can become a constant focus without careful management. Alongside this, children may experience developmental delays, learning differences, short stature, and delayed puberty. Behavioural and emotional regulation can also be challenging, particularly during times of change, stress, or unmet expectations. Behavioural and emotional considerations People with PWS often thrive on routine, predictability, and clear boundaries. When these supports are in place, many individuals do very well. When they aren’t, anxiety, distress, or challenging behaviours can increase. Some common behavioural features include: Strong need for routine and consistency Difficulty coping with change or uncertainty Emotional outbursts linked to anxiety or frustration Repetitive or compulsive behaviours, such as skin picking These behaviours are not about “choice” or poor parenting. They are closely linked to how the brain processes information, stress, and impulse control in PWS. Health considerations Because of differences in metabolism, muscle mass, and hunger regulation, people with PWS are at higher risk of obesity and related health conditions if food access is not carefully managed. This can include diabetes, sleep apnoea, and cardiovascular issues. Hormonal differences are also common and may affect growth, bone health, puberty, and energy levels. Many individuals benefit from ongoing medical monitoring and treatment, including growth hormone therapy, which can support muscle tone, strength, and overall health. Support across the lifespan There is no cure for Prader–Willi Syndrome, but early, consistent, and coordinated support makes a significant difference . Support often includes: Clear structure around meals and food access Allied health supports such as speech therapy, occupational therapy, and physiotherapy Behaviour support that focuses on predictability, emotional regulation, and skill‑building Medical care from paediatricians, endocrinologists, and other specialists Strong collaboration with families, schools, and support workers As individuals move into adolescence and adulthood, planning for independence, supported living, employment, and community participation becomes especially important. Families and the invisible work Families supporting someone with PWS often carry a significant, ongoing load. Managing food environments, advocating for understanding in schools and services, navigating systems like the NDIS , and planning for the future requires constant attention and emotional energy. This work is often invisible to others, but it is essential. Families are experts in their child, and their knowledge and insight should always be valued and respected. Prader–Willi Syndrome and the NDIS In Australia, PWS is recognised as a lifelong condition under the NDIS . Many individuals require ongoing supports related to daily living, behaviour support, therapies, and community participation. Because PWS is rare and sometimes misunderstood, families may find themselves needing to explain the condition and its risks repeatedly. Strong, informed advocacy and clear documentation are often key to securing appropriate and responsive supports. Why awareness matters Greater awareness of Prader–Willi Syndrome helps reduce stigma, improves understanding, and leads to better outcomes. When professionals, communities, and systems understand that PWS is a complex neurological and genetic condition — not simply an issue of eating — support becomes more compassionate, effective, and sustainable. With the right structure, understanding, and support, people with PWS can live meaningful, connected lives, and families can feel less alone in the journey.
June 12, 2026
One thing we see time and time again in behaviour support is that the most effective plans aren’t created in isolation, they’re built together. That’s really what co-design is about. It’s not just a buzzword. It’s making sure the people who know the participant best are actively involved in understanding what’s going on and shaping what we do next. This becomes especially important during formulation. So, what’s a formulation session? A formulation session is where we slow things down and try to make sense of behaviour as a team. Rather than jumping straight into “how do we stop this?”, we take a step back and ask: What might this behaviour be communicating? When does it tend to happen? What seems to make things better or worse? It’s not about getting a perfect answer on the day. It’s about building a shared understanding that we can keep refining over time. Why co-design actually matters in practice Everyone comes into a formulation session with a different perspective. Families and carers often bring the history and the day-to-day reality Support workers see what happens in the moment Support Coordinators are looking at the bigger system and consistency Practitioners bring a framework to help organise it all If we don’t bring those views together, we end up with gaps or plans that look good on paper but don’t quite work in real life. When people are properly involved in the process, there’s usually better buy-in, more consistency, and less reliance on reactive strategies. What we’re trying to do in these sessions At its core, formulation is about understanding patterns. We might map things out simply: What’s happening before the behaviour? What does the behaviour actually look like? (clearly and without labels) What tends to happen afterwards? From there, we start looking at possible reasons—or functions—behind the behaviour. For example, is the person: trying to communicate something? overwhelmed or dysregulated? trying to get away from something? seeking connection or something preferred? There’s rarely just one answer, and that’s okay. What matters is that the team has a shared way of making sense of it. Making it useful, not just theoretical A good formulation should actually help guide what we do next. That’s where co-design really makes a difference. It keeps strategies grounded in reality: Will this work in the home or school environment? Is it something staff feel confident to try? Does it fit with the participant’s preferences and goals? If the answer is no, then we adjust it. That flexibility is part of the process. A few things that help sessions run well From experience, formulation sessions tend to be most useful when: People bring specific examples , not just general concerns There’s space for different viewpoints , even if they don’t fully align We focus on patterns over time , not one-off incidents The tone stays curious rather than critical Even small shifts in language can help, moving away from “non-compliance” and towards “what might be driving this?” Co-design takes a bit more time upfront, but it makes everything else easier. When a team has a shared understanding of behaviour, support becomes more consistent, more proactive, and more aligned with the person’s needs. And ultimately, that’s what we’re aiming for, support that actually makes sense in the person’s world, not just in a report. Have you attended a formulation session with your Behaviour Support Practitioner ? Book one now.
June 12, 2026
By Anupama Diddee Behaviour Support Practitioner, Clinical Lead - Infant, Youth & Schooling Informed Practice at helpz