One of the questions I hear most often from experienced nurses, allied health professionals, and operations leaders considering a move into aged care management is some version of: "Is the pay actually there?" It's a fair question — and one that deserves a straight answer from someone who fills these roles for a living.
The honest answer is: yes, for senior and executive leadership roles, the salaries are competitive. They've also moved considerably over the past three years as aged care providers respond to the Royal Commission's recommendations, the Aged Care Act 2024 (which commenced 1 November 2025), and the tightest clinical leadership talent market the sector has seen in decades.
Before we get into the figures, a quick note on scope. If you've searched "aged care worker salary," you may be looking for frontline Personal Care Worker or Home Care Worker pay — that sits under the Aged Care Award MA000018, with rates starting around $24–$27 per hour for entry classifications (approximately $48,000–$53,000 annualised, plus the Fair Work Commission's ongoing pay equity adjustments). This guide focuses on the leadership tier above the frontline: the clinical managers, facility managers, DONs, and executives who carry the regulatory, operational, and governance weight of running aged care services.
Aged care leadership salary overview
The table below summarises typical total remuneration packages (base salary + super) for aged care leadership roles in Australia as at 2026. Figures reflect specialist recruiter market data from Patterson Recruitment's placements and market observations across 20+ years in the sector.
Ranges are indicative. They reflect variation by provider size, ownership type, location, and the complexity of the operating environment. Metro Melbourne and Sydney roles typically sit toward the upper end of each range.
Salary by role
Clinical Manager / Clinical Care Manager
The Clinical Manager oversees care planning, clinical governance, and compliance with the Strengthened Quality Standards across a residential facility or home care division. It's a role that demands both clinical credibility and management capability — and the market prices that combination accordingly.
Typical salary range: $100,000–$135,000 base + super.
AHPRA registration as a Registered Nurse is standard for most Clinical Manager roles in residential aged care. Providers in rural and remote areas frequently offer premiums above this range where clinical leadership supply is constrained.
Facility Manager / Residential Manager
The Facility Manager is the operational lead for a residential aged care home — accountable for workforce management, financial performance, resident experience, and compliance with the Aged Care Act 2024 and Quality Standards. In the post-Royal Commission environment, it's one of the most regulated management roles in Australia.
Typical salary range: $110,000–$150,000 base + super.
Facility size is the key driver within this range. A 60-bed regional home sits toward the lower end; a 120-bed metropolitan site with high-complexity needs reaches the upper end or beyond. Providers operating under enterprise agreements sometimes structure remuneration differently — always review total package, not base salary alone.
Director of Nursing / Director of Clinical Services
The Director of Nursing (DON) or Director of Clinical Services carries ultimate clinical governance responsibility for an aged care facility or group of facilities. AHPRA registration as an RN is non-negotiable, and many providers now seek postgraduate qualifications in healthcare management or clinical leadership at this level.
Typical salary range: $130,000–$170,000 base + super.
Because of the breadth of this role's responsibilities — and the personal accountability it carries under the Aged Care Act 2024 — demand for qualified DONs significantly outstrips supply. We're working on a dedicated guide to Director of Nursing salaries and career pathways; in the meantime, if you're a qualified DON exploring your market position, get in touch for a confidential conversation.
Quality & Compliance Manager
Since the introduction of the Strengthened Quality Standards (effective 1 November 2025), Quality & Compliance Managers have become essential infrastructure in any provider of meaningful scale. These roles carry responsibility for continuous improvement frameworks, audit readiness, incident management systems, and the provider's relationship with the Aged Care Quality and Safety Commission (ACQSC).
Typical salary range: $100,000–$130,000 base + super.
Salaries at the upper end of this range typically reflect experience in preparing for ACQSC site audits and demonstrated success navigating compliance notices or performance concerns. The regulatory complexity introduced by the new Act has raised the value — and the stakes — for this function.
People & Culture / HR Manager (aged care)
Workforce is the central challenge in aged care. AIHW data shows the aged care sector employs hundreds of thousands of workers across residential, home care, and flexible care settings — and demand is projected to grow substantially as Australia's population ages. HR and People & Culture professionals who understand the Aged Care Award, the EBA landscape, and the cultural dynamics of a predominantly care-focused workforce are genuinely sought after.
Typical salary range: $95,000–$135,000 base + super.
The upper end of this range reflects Head of People & Culture roles in mid-to-large providers, or P&C Business Partner roles in national groups. Smaller providers typically have a single HR Manager covering the full function.
Operations Manager / Regional Manager
Operations and Regional Manager roles span a cluster of facilities or a geographic region, typically managing multiple Facility Managers with P&L accountability and compliance oversight across the portfolio.
Typical salary range: $120,000–$170,000 base + super.
This role has grown in seniority since the Royal Commission as providers add oversight layers above individual facilities. Regional Managers covering five or more metro sites regularly sit above the published range.
CEO / Executive Director
The aged care CEO carries full accountability for clinical safety, financial sustainability, board and government relationships, and strategic direction. With the Aged Care Act 2024 now in full effect, it's a more complex and consequential executive role than it was five years ago.
Typical salary range: $160,000–$280,000+ base + super.
Organisation size is the dominant variable. A single-facility NFP provider with $15–20M in revenue typically sits toward the lower end; a national group operating 20+ facilities may exceed the ceiling. NFP salary packaging applies on top of base — addressed in the next section.
Considering your next career move in aged care leadership? Patterson Recruitment works exclusively with NFP, aged care, and healthcare organisations across Australia. Register as a candidate to access leadership roles that match your experience — many of which are never publicly advertised.
Salary by provider type — NFP, private, and government
The ownership structure of an aged care provider materially affects how leadership roles are structured and remunerated. Understanding the differences helps you evaluate any offer accurately.
Not-for-profit providers
NFP aged care providers — which include charities, religious organisations, and community-based operators — make up the majority of residential aged care beds in Australia. The Productivity Commission's 2021 Report on Government Services and subsequent sector data confirm NFPs operate a significant portion of the sector, particularly in home care.
Base salaries at NFP providers are generally comparable to or slightly below equivalent private sector roles — but salary packaging changes the picture significantly for employees of registered Public Benevolent Institutions (PBIs).
NFP employees at PBI-endorsed organisations can package up to $15,900 per FBT year in general living expenses (rent, mortgage, groceries, bills) using pre-tax salary, plus a separate $2,650 for meal entertainment and holiday accommodation. For a Facility Manager earning $130,000, that packaging is worth approximately $5,000–$8,000 in additional after-tax income annually, depending on their marginal tax rate.
In practice, a $130,000 base salary at an NFP provider with full packaging can be worth the equivalent of $135,000–$138,000 at a private provider — without any increase in base pay. Always calculate your total effective remuneration, not just the headline base, when comparing NFP offers against private sector alternatives.
Private providers
Private for-profit aged care providers — including listed and unlisted groups — have been consolidating in Australia, particularly following the exit of smaller operators post-Royal Commission. They generally offer the highest base salaries for equivalent leadership roles and often have more structured remuneration frameworks tied to performance incentives.
Salary packaging is available to private employees in limited form (superannuation sacrifice, novated leasing), but not in the same volume or on the same terms as PBI-endorsed NFPs. Private providers typically compensate with slightly higher base salaries and, at executive level, performance bonuses and long-term incentive structures.
Government providers
State government-operated aged care services operate under public sector enterprise agreements, which provide structured pay scales, transparent progression, and strong leave and super entitlements. Salaries are generally competitive at clinical leadership levels but can lag behind private and NFP operators at CEO and executive level, where government EA bands can cap remuneration below market rates for high-complexity roles.
Government providers offer strong job security and defined contribution superannuation (12% compulsory from 1 July 2025, sometimes above-award), which carries real economic value alongside the base salary.
Factors affecting aged care leadership salaries
Salary ranges are a starting point, not a fixed number. In my experience placing aged care leaders across Australia, these are the factors that consistently move candidates up or down within any given range.
Facility size and census. A 60-bed home is a fundamentally different operating environment from a 150-bed high-complexity facility. Providers calibrate leadership remuneration to the scope and complexity of what they're asking someone to manage.
Location. Metro Melbourne and Sydney consistently sit toward the top of each range. Regional and rural providers frequently pay premiums for clinical leadership roles where supply is constrained — particularly for RN-registered positions.
Regulatory complexity and history. Leaders with a track record of navigating ACQSC compliance notices or turning around clinical governance command a premium. The specialisation has real market value in a post-Royal Commission environment.
AN-ACC and funding expertise. Leaders who understand the AN-ACC funding model — and can manage the connection between resident classification, care planning, and provider revenue — are measurably more valuable than those who don't. It's a genuine salary differentiator for Clinical Manager and DON roles.
Workforce scale and multi-site scope. Regional Managers overseeing 200+ workers across multiple sites earn above the ranges published here. The complexity premium grows with the scale of the portfolio.
The post-Royal Commission salary landscape
If you've been in aged care leadership for any length of time, you know that the sector has been through a reckoning. The Royal Commission into Aged Care Quality and Safety delivered its final report in 2021, and the years since have brought sustained legislative and regulatory reform — culminating in the Aged Care Act 2024, which commenced 1 November 2025.
What's that meant for leadership salaries? In short: sustained upward pressure.
The Strengthened Quality Standards — also effective from 1 November 2025 — have raised the governance bar for every registered provider. Standard 3 (Care and Services) and Standard 5 (Clinical Care) now require demonstrably qualified and experienced leadership across clinical, governance, and operations functions. Providers can no longer meet compliance obligations with thin management layers or underqualified leaders in senior roles.
This has increased demand for genuinely experienced aged care managers at a time when supply hasn't kept pace. The AIHW's Aged care data insights report and Department of Health workforce projections both point to a growing gap between the number of qualified aged care leaders available and the number providers need as the sector expands to serve Australia's ageing population.
The result is a market where the best aged care leaders — facility managers with clean compliance records, DONs with AN-ACC experience, CEOs who've successfully led providers through regulatory reform — have genuine pricing power. Providers are increasingly willing to negotiate to secure them.
There's also a broader recognition taking hold that aged care leadership has been chronically undervalued relative to the regulatory complexity and human consequences of the role. A Facility Manager in aged care carries greater accountability than most equivalent-paid roles in the private sector. The market is beginning to reflect that.
Hiring aged care leaders for your organisation? Patterson Recruitment specialises in executive and senior leadership recruitment for aged care, NFP, and healthcare organisations across Australia. Book a consultation with Gab or call 0416 170 100 to discuss your next hire.
Frequently asked questions
What is the average salary for an aged care facility manager in Australia?
Based on Patterson Recruitment's market observations across 20+ years in the sector, Facility Managers and Residential Managers in Australian aged care typically earn between $110,000 and $150,000 in total remuneration (base + super). The mid-point for a single-site metropolitan facility with 80–120 beds sits around $125,000–$135,000. Smaller or regional facilities generally sit lower; multi-site roles with P&L accountability reach above the published ceiling.
Does aged care salary packaging apply to leadership roles?
Yes — salary packaging applies based on the organisation's tax status, not the seniority of the role. If your employer is a registered Public Benevolent Institution (PBI) endorsed by the ATO, you can package up to $15,900 per year in general living expenses plus $2,650 in meal entertainment, regardless of whether you're a frontline worker or a CEO. This is one of the most compelling financial benefits of working with NFP aged care providers, and it meaningfully changes the comparison between NFP and private-sector offers at leadership level.
Does a Director of Nursing earn more than a Facility Manager?
In most cases, yes — a Director of Nursing (DON) or Director of Clinical Services typically earns $130,000–$170,000 compared to a Facility Manager's $110,000–$150,000. However, in some provider structures the roles overlap in remuneration, particularly where a Facility Manager holds both clinical and operational accountability. The title conventions vary considerably across providers. We're publishing a dedicated Director of Nursing salary guide shortly — register your interest and we'll share it when it's live.
How does home care leadership pay compare to residential aged care?
Home care leadership roles — including Home Care Package coordinators, Area Managers, and Regional Managers in home care — generally sit 10–15% below equivalent residential aged care leadership salaries, reflecting the different regulatory environment and workforce structure. Home care Area and Regional Manager roles typically range from $95,000–$135,000 depending on the portfolio size. The recent launch of the Support at Home program — which commenced alongside the Aged Care Act 2024 on 1 November 2025 — is reshaping how home care providers structure their operations, and senior leadership roles in this space are evolving accordingly.
What qualifications do aged care managers need?
For clinical leadership roles — Clinical Manager, Director of Nursing, Director of Clinical Services — AHPRA registration as a Registered Nurse is standard and often mandatory under the Aged Care Act 2024. Postgraduate qualifications in healthcare management, aged care, or clinical leadership are increasingly expected at DON and executive level. Facility Manager and Operations Manager roles may not require clinical registration, but providers increasingly prefer leaders with a clinical background given the governance weight these roles now carry. Quality & Compliance Managers benefit from experience with ACQSC audit processes and ISO/NSQHS-aligned frameworks.
How has AN-ACC affected aged care manager salaries?
The AN-ACC funding model (live from October 2022) tied provider revenue directly to clinical assessment and resident classification. Leaders who understand AN-ACC — and can align care planning with funding requirements without compromising care quality — negotiate above the published ranges for Clinical Manager and DON roles. In my experience, it's one of the clearest salary differentiators in the current market for clinical leadership candidates.
Related reading
- Clinical Manager aged care: the role, the pathways, and the salary
- Aged care workforce challenges: what providers need to know
- Purpose-driven career guide: is aged care leadership right for you?
- Aged care recruitment: how Patterson Recruitment can help
Sources
- Aged Care Act 2024 — Federal Register of Legislation
- New Aged Care Act commences 1 November 2025 — Australian Government Department of Health and Aged Care
- Strengthened Aged Care Quality Standards — Australian Government Department of Health and Aged Care
- Aged Care Award MA000018 — Fair Work Ombudsman
- Nurses Award MA000034 — Fair Work Ombudsman
- Aged care data snapshot — Australian Institute of Health and Welfare (AIHW)
- Australian National Aged Care Classification (AN-ACC) — Department of Health and Aged Care
- Salary packaging for not-for-profit employees — Australian Taxation Office
- FBT concessions for not-for-profit organisations — Australian Taxation Office
- Report on Government Services — Productivity Commission
- Aged Care Quality and Safety Commission — ACQSC
- Patterson Recruitment specialist recruiter market data, based on 20+ years of aged care and NFP leadership placements across Australia.
This guide is current as at May 2026. Salary figures are indicative benchmarks for the Australian market and may vary by organisation size, ownership type, location, and individual experience. Figures represent total remuneration (base salary + superannuation) unless otherwise noted. Always verify salary packaging entitlements with your employer's HR team or salary packaging provider.
