ECEC workforce report reveals pay, conditions and retention challenges

A national report examining pay and conditions in early childhood education and care has highlighted persistent workforce challenges, reinforcing concerns about retention, quality and long-term sector sustainability.

The research was commissioned by all Australian Governments as part of the National Children’s Education and Care Workforce Strategy and conducted by Macquarie University, led by Professor Sheila Degotardi with Professors Rebecca Mitchell and Louise Thornthwaite, on Early Childhood Education and Care Pay Conditions and Research, provides one of the most comprehensive analyses of educator experience, remuneration and working conditions in recent years.

Conducted in 2023 and now published, the report highlights that educator pay is one of several factors influencing workforce attraction and retention. It was delivered by the Macquarie University Early Childhood Education Research Centre in collaboration with the Health at Work Research Centre, with input from sector organisations including Community Early Learning Australia, Early Childhood Australia and United Workers Union.

The findings point to a set of interconnected structural pressures shaping the early childhood education and care (ECEC) workforce, with implications for service delivery, regulatory compliance and quality outcomes.

The report confirms that low pay remains a key challenge across the sector. However, it also finds that wages alone are not sufficient to stabilise the workforce.

Educators identified a combination of factors influencing their decision to remain in, or leave, the sector, including workload pressures, limited non-contact time, unclear career pathways and variable leadership capability. 

These findings indicate that workforce sustainability depends on a broader set of conditions, not pay in isolation.

The research identifies consistent patterns across jurisdictions and service types, indicating that workforce challenges are systemic rather than isolated.

Key drivers of attrition include:

• high workloads linked to documentation, compliance and staffing shortages
• limited access to non-contact time
• expectations exceeding available support
• lack of clear progression pathways
• inconsistencies in training quality and job readiness

These factors operate together, increasing pressure on educators and contributing to ongoing workforce instability. 

The findings reinforce the connection between workforce conditions and quality outcomes under the National Quality Framework.

High turnover, workforce fatigue and staffing pressures can affect continuity of care, supervision and educators’ capacity to engage effectively with children.

This positions workforce stability as a key factor in delivering safe, consistent and high-quality education and care.

While the report highlights significant challenges, it also identifies conditions that support educator retention.

Educators are more likely to remain in the sector where they experience:

• supportive and stable leadership
• protected non-contact time
• professional autonomy and trust
• access to meaningful professional development
• clear and achievable career pathways

These findings highlight the importance of organisational leadership, culture and workforce planning in supporting retention. 

The report positions workforce sustainability as both a provider-level and system-level responsibility.

For approved providers, this includes:

• adopting structured workforce planning approaches
• investing in leadership capability
• ensuring workloads are manageable and sustainable

At a policy level, the findings support the need for coordinated national action, including:

• addressing pay and funding settings
• strengthening training and qualification pathways
• reducing administrative burden
• improving alignment across workforce, regulatory and funding frameworks

The research contributes to a growing evidence base highlighting the central role of workforce conditions in shaping the performance of the ECEC sector.

It indicates that addressing pay, conditions and professional recognition will be critical to improving retention, supporting quality outcomes and ensuring the sector can meet future demand.

As reform discussions continue, the report provides a clear signal that workforce challenges are structural and require coordinated, long-term responses.

To read the full report, visit Early Childhood Education and Care Pay and Conditions Research.

Research authors: Professor Sheila Degotardi; Professor Rebecca Mitchell; Professor Louise Thornthwaite; Associate Professor Jun Gu; Associate Professor Yuanyuan Gu; Associate Professor Kompal Sinha; Dr Natalie Brand; Dr Tamara Cumming; Dr Li Kan; Dr Maria Lobytsana; Dr Jennifer Chelsea Veres; Dr Dandan Yu; Mr Nyamdavaa Byambadorj.