Why it’s draining your budget and what you can do about it

Did you know, It can cost up to 20% of a staff members annual salary to replace them.

That 20% IS NOT factored for in the NDIS Reasonable Cost Model.


Here’s what the data tells us:

•The NDIS workforce is expanding, but organisations are not retaining. The NDIS National Workforce Plan, states demand for support workers has doubled, yet turnover remains at crisis levels.
•The NDS State of the Sector 2024 Report suggest average turnover for casual staff is 24%
•The average cost of replacing a disability support worker is $8,000–$10,000, not including indirect costs like:
•Shift disruption
•Participant anxiety
•Lost knowledge
•Quality and safeguarding exposure

Frontline disability workers report burnout, lack of support, and unclear career progression as top reasons for leaving. (Source: Health Services Union & Per Capita 2023 report)


But turnover is more than just financial.

High turnover means:

•More recruitment → more admin time and costs
•More onboarding → more shadow shifts and double-handling
•Lower morale → remaining staff take on more, burn out faster
•More risk → inconsistent support means greater risk to participant wellbeing

But worst of all? It makes it impossible to build a culture of quality, because no one sticks around long enough to embed it.


In our sector, workforce shortages and participant safety go hand in hand.

High staff turnover isn't just a HR Problem. At's a Quality and Safeguarding risk. And one of the biggest risks facing your business.

Because staff don't leave jobs. They leave bad leadership.


Start focusing on what you can control.