In June 2025, the unemployment rate in Australia was 4.3 percent, lower than the pre-COVID-19 unemployment rate of around five percent. During 2020, the unemployment rate in Australia spiked to 7.6 percent amidst the country's second coronavirus wave. Unemployment and underemployment rates around the country In the middle of 2023, unemployment around the country hovered between 2.9 and 4.2 percent, with South Australia leading with the highest rate of people eligible to work jobs not currently employed. New South Wales, the country’s most populous state, reported the lowest rate of unemployment at the time. Underemployment, however, was highest in Tasmania, with the country reporting a national underemployment rate of over six percent in June 2023. Some of the leading difficulties people in Australia reported as barriers to finding a job or more hours included too many other applicants for available jobs, and a lack of necessary training, qualifications, or experience. Leading industries for employment in Australia Australia’s employment landscape is made up of a wide range of jobs; however, it is dominated by the services sector, which covers a range of industries, including healthcare, education, tourism, and professional services. Healthcare and social assistance remain the country’s leading employment industry, accounting for approximately 15 percent of employed persons. Employment industries varied between males and females , with the construction industry the most popular employment industry for males in 2022, while close to one-quarter of employed females worked in the healthcare and social assistance field.

In 2025, the number of employed persons in Australia totaled over 13 million. Over 15 percent of employed persons in Australia worked in the health care and social assistance industry. Meanwhile, the information media and telecommunications industry as well as electricity, gas, water and waste services ranked much lower in comparison, accounting for only 1.3 percent of employed people each at the time.

As of July 1, 2024 in Australia, the national weekly minimum wage was 915.90 Australian dollars for full-time award-free adult employees. This represents an hourly wage of 24.10 Australian dollars and continues the pattern of year on year growth. The weekly national minimum wage has increased by just over 200 Australian dollars since 2016.

Transport for NSW provides projections of employment at the small area (Travel Zone or TZ) level for NSW. The latest version is Travel Zone Projections 2024 (TZP24), released in January 2025.\r \r TZP24 replaces the previously published TZP22.\r \r The projections are developed to support a strategic view of NSW and are aligned with the NSW Government Common Planning Assumptions .\r \r TZP24 Employment Projections are for employed persons by place of work. They are provided by Industry using two breakdowns:\r \r *\t33 industry categories (equivalent to the ABS 1-digit Australia and New Zealand Standard Industrial Classification (ANZSIC) codes with the exception of Manufacturing which is at 2-digit level).\r \r *\t4 Broad Industry Categories (groupings of the above).\r \r The projections in this release, TZP24, are presented annually from 2021 to 2031 and 5-yearly from 2031 to 2066, and are in TZ21 geography.\r \r Please note, TZP24 is based on best available data as at early 2024, and the projections incorporate results of the National Census conducted by the ABS in August 2021.\r \r Key Data Inputs used:\r \r *\tTZP24 Workforce Projections\r \r *\tCensus 2021 Place of Work by Destination Zone - ABS\r \r *\tNSW Intergenerational Report - NSW Treasury\r \r *\tSA4 Employment by industry projections - Victoria University\r \r *\tFuture Employment Development Database (FEDD) - a custom dataset compiled by TfNSW between August 2023 and February 2024, that presents the number of jobs expected from major projects based on publicly available documents.\r \r For a summary of the TZP24 Projections method please refer to the TZP24 Factsheet .\r \r For more detail on the projection process please refer to the TZP24 Technical Guide .\r \r Additional land use information for population and workforce as well as Travel Zone 2021 boundaries for NSW (TZ21) and concordance files are also available for download on the Open Data Hub.\r \r Visualisations of the employment projections are available on the Transport for NSW Website .\r \r Cautions\r \r The TZP24 dataset represents one view of the future aligned with the NSW Government Common Planning Assumptions for population and employment projections.\r \r The projections are not based on specific assumptions about future new transport infrastructure, but do take into account known land-use developments underway or planned, and strategic plans.\r \r *\tTZP24 is a strategic state-wide dataset and caution should be exercised when considering results at detailed breakdowns.\r \r *\tThe TZP24 outputs represent a point in time set of projections (as at early -2024).\r \r *\tThe projections are not government targets.\r \r *\tTravel Zone (TZ) level outputs are projections only and should be used as a guide. As with all small area data, aggregating of travel zone projections to higher geographies leads to more robust results.\r \r *\tAs a general rule, TZ-level projections are illustrative of a possible future only.\r \r *\tMore specific advice about data reliability for the specific variables projected is provided in the “Read Me” page of the Excel format summary spreadsheets on the TfNSW Open Data Hub.\r \r *\tCaution is advised when comparing TZP24 with the previous set of projections (TZP22) due to addition of new data sources for the most recent years, and adjustments to methodology.\r \r Further cautions and notes can be found in the TZP24 Technical Guide.

Techsalerator’s Job Openings Data in Oceania provides a detailed and comprehensive dataset designed to offer businesses, recruiters, labor market analysts, and job seekers a clear view of employment opportunities across the Oceania region. This dataset aggregates job postings from a diverse range of sources on a daily basis, ensuring users have access to the most current and extensive collection of job openings available in Oceania.

Key Features of the Dataset: Broad Coverage:

The dataset consolidates job postings from a variety of sources including company career pages, job boards, recruitment agencies, and professional networking platforms. This extensive coverage ensures that users receive a wide array of job opportunities from multiple channels. Daily Updates:

Job posting data is updated daily, providing users with real-time insights into the job market. This frequent updating ensures that the information is current and reflects the latest job openings and market conditions. Sector-Specific Data:

Job postings are categorized by industry sectors such as technology, healthcare, finance, education, hospitality, and more. This segmentation allows users to analyze trends and opportunities within specific sectors. Regional Breakdown:

The dataset includes detailed information on job openings across various countries and territories within Oceania. This regional breakdown helps users understand job market dynamics and opportunities in different geographic locations. Role and Skill Insights:

The dataset provides information on job roles, required skills, qualifications, and experience levels. This feature helps job seekers find opportunities that match their expertise and aids recruiters in identifying candidates with the desired skill sets. Company Information:

Users can access details about the companies posting job openings, including company names, industries, and locations. This data is useful for understanding which companies are hiring and where the demand for talent is high. Historical Data:

The dataset may include historical job posting data, enabling users to analyze trends and changes in the job market over time. This feature supports trend analysis and longitudinal studies. Oceania Countries and Territories Covered: Countries: Australia Fiji Kiribati Marshall Islands Micronesia (Federated States of) Nauru New Zealand Palau Papua New Guinea Samoa Solomon Islands Tonga Tuvalu Vanuatu Territories: American Samoa (U.S. territory) French Polynesia (French overseas collectivity) Guam (U.S. territory) New Caledonia (French special collectivity) Northern Mariana Islands (U.S. territory) Wallis and Futuna (French overseas collectivity) Benefits of the Dataset: Effective Recruitment: Recruiters and HR professionals can use the dataset to identify hiring trends, understand competitive hiring practices, and refine recruitment strategies based on real-time market insights. Labor Market Analysis: Analysts and policymakers can leverage the dataset to study employment trends, identify skill gaps, and evaluate job market opportunities across different regions and sectors. Job Seeker Support: Job seekers can access a comprehensive and updated list of job openings tailored to their skills and preferred locations, improving the efficiency and effectiveness of their job search. Workforce Planning: Companies can gain valuable insights into the availability of talent in various countries and territories, assisting with strategic decisions related to market expansion and talent acquisition. Techsalerator’s Job Openings Data in Oceania is a crucial resource for understanding the diverse job markets across the region. By providing up-to-date and detailed information on job postings, it supports informed decision-making for businesses, job seekers, and labor market analysts.

The Employment Pathway Fund is a major element of the Job Services Australia service delivery model. It is a flexible pool of funds, which JSA providers use to assist job seekers to overcome their …Show full descriptionThe Employment Pathway Fund is a major element of the Job Services Australia service delivery model. It is a flexible pool of funds, which JSA providers use to assist job seekers to overcome their vocational and non-vocational barriers to employment. These reports examine the use of the Employment Pathway Fund by JSA providers in the first two years of the Job Services Australia contract period from July 2009, including how Employment Pathway Fund expenditure is being targeted and looking in more detail at some common types of assistance.

Between 1975 and 2024, the mean weekly earnings of male full-time employees in Australia have exceeded those of their female equivalents. In August 2024, at 1,789 Australian dollars, the mean weekly earnings of a male full-time employee in Australia was 191 Australian dollars more than an equivalent female's weekly earnings, at 1,598 Australian dollars.

SA1 based data for Industry of Employment by Occupation, in General Community Profile (GCP), 2016 Census. Count of employed persons aged 15 years and over. G53 is broken up into two sections (G53a-G53b) this section contains 'Total Occupation Managers' - 'Total Total'. The data is by SA1 2016 boundaries. Periodicity: 5-Yearly. Note: There are small random adjustments made to all cell values to protect the confidentiality of data. These adjustments may cause the sum of rows or columns to differ by small amounts from table totals. For more information visit the data source: http://www.abs.gov.au/census.

SA1 based data for Industry of Employment by Occupation, in General Community Profile (GCP), 2016 Census. Count of employed persons aged 15 years and over. G53 is broken up into two sections (G53a-G53b) this section contains 'Agriculture forestry and fishing Occupation Managers' - 'Inadequately described Not stated Total'. The data is by SA1 2016 boundaries. Periodicity: 5-Yearly. Note: There are small random adjustments made to all cell values to protect the confidentiality of data. These adjustments may cause the sum of rows or columns to differ by small amounts from table totals. For more information visit the data source: http://www.abs.gov.au/census.

Employment in the Australian coal mining industry has fluctuated in recent times, standing at approximately 45.9 thousand as of June 2024. The mining industry has traditionally been a dominant contributor to the Australian economy. In recent times, however, coal mining has faced criticism from environmental groups due to combustion emissions. Australian coal market The gross value added by the coal mining industry amounted to almost 47 billion Australian dollars in 2020. Royalties and taxes collected by the Australian government from this industry currently make a significant contribution to the livelihood of Australians. Australia has become one of the largest producers as well as net exporters of coal in the world. While the production volume of coal is high, most of the coal produced in the country is exported. Its major export markets include Japan, China, South Korea, and India. Is the industry cooling? While coal is the primary fossil fuel used in energy generation in Australia, renewable energy sources are becoming more popular across the country. Public support for coal-fired power stations has been dwindling. Recently, an Australian judge has ruled against the establishment of a new coal mine due to its potential impact on the environment. Consumption of Australian coal has been declining over the past decade, as newer, cleaner forms of energy are becoming more readily available.

LGA based data for Industry of Employment by Occupation, in General Community Profile (GCP), 2016 Census. Count of employed persons aged 15 years and over. G53 is broken up into two sections (G53a-G53b) this section contains 'Agriculture forestry and fishing Occupation Managers' - 'Inadequately described Not stated Total'. The data is by LGA 2016 boundaries. Periodicity: 5-Yearly. Note: There are small random adjustments made to all cell values to protect the confidentiality of data. These adjustments may cause the sum of rows or columns to differ by small amounts from table totals. For more information visit the data source: http://www.abs.gov.au/census.

GCCSA based data for Industry of Employment by Occupation, in General Community Profile (GCP), 2016 Census. Count of employed persons aged 15 years and over. G53 is broken up into two sections (G53a-G53b) this section contains 'Total Occupation Managers' - 'Total Total'. The data is by GCCSA 2016 boundaries. Periodicity: 5-Yearly. Note: There are small random adjustments made to all cell values to protect the confidentiality of data. These adjustments may cause the sum of rows or columns to differ by small amounts from table totals. For more information visit the data source: http://www.abs.gov.au/census.

The workforce dataset contains monthly workforce sizes from July 2005 to June 2018 in the eight Australian capital cities with estimated stratification by indoor and outdoor workers. It is included in both csv and rda format. It includes variables for:

Year Month GCCSA (Greater Capital City Statistical Area, which is used to define capital cities) Date (using the first day of the month) fulltime: Fulltime workers parttime: Parttime workers n. Overall workers outorin. Estimated indoor or outdoor status

This data are derived from the Australian Bureau of Statistics (ABS) Labour Force, Australia, Detailed, LM1 dataset: LM1 - Labour force status by age, greater capital city and rest of state (ASGS), marital status and sex, February 1978 onwards (pivot table). Occupational data from the 2006, 2011 and 2016 Census of Population and Housing (ABS Census TableBuilder Basic data) were used to stratify this dataset into indoor and outdoor classifications as per the "Indooroutdoor classification.xlsx" file. For the Census data, GCCSA for the place of work was used, not the place of usual residence.

Occupations were defined by the Australian and New Zealand Standard Classification of Occupations (ANZSCO). Each 6-digit ANZSCO occupation (the lowest level classification) was manually cross-matched with their corresponding occupation(s) from the Canadian National Occupation System (NOC). ANZSCO and NOC share a similar structure, because they are both derived from the International Standard Classification of Occupations. NOC occupations listed with an “L3 location” (include main duties with outdoor work for at least part of the working day) were classified as outdoors, including occupations with multiple locations. Occupations without a listing of "L3 location" were classified as indoors (no outdoor work). 6-digit ANZSCO occupations were then aggregated to 4-digit unit groups to match the ABS Census TableBuilder Basic data. These data were further aggregated into indoor and outdoor workers. The 4-digit ANZSCO unit groups’ indoor and outdoor classifications are listed in "Indooroutdoor classification.xlsx."

ANZSCO occupations associated with both indoor and outdoor listings were classified based on the more common listing, with indoors being selected in the event of a tie. The cross-matching of ANZSCO and NOC occupation was checked against two previous cross-matches used in published Australian studies utilising older ANZSCO and NOC versions. One of these cross-matches, the original cross-match, was validated with a strong correlation between ANZSCO and NOC for outdoor work (Smith, Peter M. Comparing Imputed Occupational Exposure Classifications With Self-reported Occupational Hazards Among Australian Workers. 2013).

To stratify the ABS Labour Force detailed data by indoors or outdoors, workers from the ABS Census 2006, 2011 and 2016 data were first classified as indoors or outdoors. To extend the indoor and outdoor classification proportions from 2005 to 2018, the population counts were (1) stratified by workplace GCCSA (standardised to the 2016 metrics), (2) logit-transformed and then interpolated using cubic splines and extrapolated linearly for each month, and (3) back-transformed to the normal population scale. For the 2006 Census, workplace location was reported by Statistical Local Area and then converted to GCCSA. This interpolation method was also used to estimate the 1-monthly worker count for Darwin relative to the rest of Northern Territory (ABS worker 1-monthly counts are reported only for Northern Territory collectively).

ABS data are owned by the Commonwealth Government under a CC BY 4.0 license. The attached datasets are derived and aggregated from ABS data.

This web map contains layers that contain some of the more commonly used variables from the General Community Profile information from the Australian Bureau of Statistics 2021 census. Data is available for Country, Greater Capital City Statistical Area (GCCSA), Local Government Area (LGA), Statistical Area Level 1 (SA1) and 2 (SA2), and Suburb and Localities (SAL) boundaries.The General Community Profile contains a series of tables showing the characteristics of persons, families and dwellings in a selected geographic area. The data is based on place of usual residence (that is, where people usually live, rather than where they were counted on Census night). Community Profiles are excellent tools for researching, planning and analysing geographic areas for a number of social, economic and demographic characteristics.Download the data here.Data and Geography notes:View the Readme files located in the DataPacks and GeoPackages zip files.To access the 2021 DataPacks, visit https://www.abs.gov.au/census/find-census-data/datapacksGlossary terms and definitions of classifications can be found in the 2021 Census DictionaryMore information about Census data products is available at https://www.abs.gov.au/census/guide-census-data/about-census-tools/datapacksDetailed geography information: https://www.abs.gov.au/statistics/standards/australian-statistical-geography-standard-asgs-edition-3/jul2021-jun2026/main-structure-and-greater-capital-city-statistical-areas: 2021 Statistical Area Level 1 (SA1), 2021 Statistical Area Level 2 (SA2), 2021 Greater Capital City Statistical Areas (GCCSA), 2021 Australia (AUS)https://www.abs.gov.au/statistics/standards/australian-statistical-geography-standard-asgs-edition-3/jul2021-jun2026/non-abs-structures: 2021 Suburbs and Localities (SAL), 2021 Local Government Areas (LGA)Please note that there are data assumptions that should be considered when analysing the ABS Census data. These are detailed within the Census documents referenced above. These include:Registered Marital StatusIn December 2017, amendments to the Marriage Act 1961 came into effect enabling marriage equality for all couples. For 2021, registered marriages include all couples.Core Activity Need for AssistanceMeasures the number of people with a profound or severe core activity limitation. People with a profound or severe core activity limitation are those needing assistance in their day to day lives in one or more of the three core activity areas of self-care, mobility and communication because of a long-term health condition (lasting six months or more), a disability (lasting six months or more), or old age. Number of Motor VehiclesExcludes motorbikes, motor scooters and heavy vehicles.Please note that there are small random adjustments made to all cell values to protect the confidentiality of data. These adjustments may cause the sum of rows or columns to differ by small amounts from table totals.Source: Australian Bureau of Statistics

As of 2023, approximately 865 thousand people working in the construction industry in Australia were employees. A further 278 thousand people working in the industry were independent contractors. Across the vast majority industries, employees were the most common form of employment.

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IT Staffing Market Size 2024-2028

The IT staffing market size is forecast to increase by USD 96.8 billion at a CAGR of 8.5% between 2023 and 2028. The market is experiencing significant shifts as businesses increasingly rely on technology and data-driven recruitment strategies. Expanding collaborations between organizations and freelance workers are driving market growth, as digital transformation continues to reshape industries. To address this issue, recruitment marketing strategies, such as employer branding and HR payroll, are gaining popularity. However, the scarcity of skilled professionals poses a challenge. Human cloud services are also gaining traction, offering businesses access to a flexible workforce. Ethical data use is a critical consideration in these efforts, as intelligent algorithms and telecommunications enable more efficient job recruitment processes. By staying abreast of these trends and implementing effective recruitment strategies, businesses can navigate the market and secure the talent they need to thrive.

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The market is undergoing significant changes due to the integration of advanced technologies. These innovations are revolutionizing HR activities, enabling organizations to recruit, retain, and manage IT professionals more effectively. Advanced technologies, such as AI and advanced analytics, are transforming the recruitment process. HR departments are leveraging AI to screen resumes, identify top candidates, and streamline interview scheduling. AI-powered chatbots are also being used to engage with candidates and answer their queries, providing a more personalized and efficient experience. Moreover, IT decision makers are increasingly adopting cloud services for their HR functions.

Moreover, cloud-based HR analytics tools enable organizations to gain insights into workforce productivity, performance, and retention. These tools help IT organizations make data-driven decisions, optimize their workforce, and improve overall business outcomes. The demand for cybersecurity professionals is also driving the market in the US. With the increasing number of cyber threats, organizations are investing in securing their digital assets. As a result, there is a growing need for skilled cybersecurity professionals to protect against these threats. The digitization of HR functions is also leading to the automation of routine HR tasks, freeing up HR staff to focus on more strategic initiatives.

Furthermore, this trend is particularly relevant in the context of remote work and hybrid models, which have become increasingly common due to the pandemic. However, the market in the US is facing talent shortages, particularly in niche areas such as AI and cybersecurity. To address this challenge, organizations are focusing on diversity, equity, and inclusion initiatives to broaden their talent pool. They are also investing in candidate experience to attract and retain top talent. Leading companies in the market are also offering professional services to help organizations navigate these changes. For instance, Bullhorn for Salesforce is a popular solution that streamlines hiring processes and improves talent acquisition.

Market Segmentation

The market research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD billion' for the period 2024-2028, as well as historical data from 2018-2022 for the following segments.

Type

  Temporary staffing
  Permanent placement
  Contract staffing
  Outsourced recruitment
  Executive search


End-user

  Information technology
  BFSI
  Telecommunication
  Manufacturing
  Others


Geography

  North America

    Canada
    US


  Europe

    Germany
    UK
    France


  APAC

    China
    India
    Japan


  South America



  Middle East and Africa

By Type Insights

The temporary staffing segment is estimated to witness significant growth during the forecast period. The market in the US is experiencing shifts in response to emerging technologies and evolving business needs. Temporary staffing, a flexible employment model, plays a crucial role in this sector, enabling organizations to access skilled professionals for short-term assignments and adapt to project demands. The total number of temporary IT positions also saw a decline of 12.5% between these years. Automation, cloud services, and cybersecurity are key areas driving the demand for skilled employees in the IT industry.

Furthermore, as digitization continues to transform businesses, companies require professionals with expertise in these areas to maintain and optimize their technology infrastructure. Software developers and remote IT operations specialists are also in high demand, as organizations increasingly rely on technology to support their operations. Talent inventory

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Staffing Services Market Size 2024-2028

The staffing services market size is forecast to increase by USD 236.6 billion at a CAGR of 6.53% between 2023 and 2028. The market is experiencing significant growth, driven by several key factors. Firstly, the increasing demand for jobs in the labor market continues to fuel the need for staffing services. Secondly, the trend towards remote work and hybrid models has created new opportunities for staffing firms to provide flexible workforce solutions. Lastly, regulatory compliance is a mandatory consideration for staffing services, ensuring adherence to labor laws and industry standards. These factors, among others, are shaping the market landscape and presenting both opportunities and challenges for staffing providers. By staying abreast of these trends and regulatory requirements, staffing firms can effectively meet the evolving needs of their clients and candidates.

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The market encompasses various types of employment arrangements including Contract Staffing and Temporary Staffing. Recruitment agencies play a vital role in providing Employees for businesses, especially for Skilled Candidates who are in high demand. Fixed-term Contracts, Casual Work, and Seasonal Work are common staffing solutions for businesses with fluctuating Workforce Requirements. Online Recruitment has become increasingly popular due to its Cost-effective Hiring benefits and the ability to access a vast Talent Pool. In today's business environment, Staffing Services have become essential for various industries, especially Healthcare, where staff shortages can have serious consequences. Unemployment rates and Business activity influence the demand for Staffing Services. Staffing factoring services and Online factoring platforms offer financial solutions to help businesses manage cash flow during Client payment delays and High client turnover. FinTech companies are revolutionizing the Staffing Services industry with Automated processes, Digital payment solutions, and Blockchain technology. Non-recourse factoring is a popular financing option for businesses. The Staffing Services Market is also witnessing the emergence of Cross-Border Recruitment, Job Opportunities, and Talent Mobility. Job Vacancies and Staffing Needs continue to shape the market, with detailed Job Descriptions guiding the recruitment process.

Market Segmentation

The market research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD billion' for the period 2024-2028, as well as historical data from 2018-2022 for the following segments.

Type

  Temporary staffing
  Permanent placement
  Contract staffing
  Outsourced recruitment
  Executive search


End-user

  Information technology
  Healthcare
  Manufacturing
  Finance and accounting
  Others


Geography

  North America

    US


  Europe

    Germany
    UK


  APAC

    Japan


  South America



  Middle East and Africa

By Type Insights

The temporary staffing segment is estimated to witness significant growth during the forecast period.The temporary staffing sector holds a substantial share in The market in 2023. This segment caters to the temporary hiring demands of organizations due to short-term projects or seasonal fluctuations. Temporary staffing encompasses a range of jobs, from entry-level positions to specialized roles, across industries such as healthcare, manufacturing, IT, and finance. Key players in The market, including ManpowerGroup, Randstad N.V., and Adecco Group, provide temporary staffing solutions for various industries. ManpowerGroup simplifies the recruitment process for firms of all sizes with their hassle-free temporary staffing offerings. Randstad N.V. Offers flexible hiring options, enabling companies to optimize hiring costs and efficiently onboard skilled professionals in response to changing business and client needs for a limited period.

Financial services, such as recourse factoring, can support staffing agencies in managing their working capital requirements during the staffing process. Regulatory oversight ensures that these services are provided ethically and in compliance with industry standards.

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The Temporary staffing segment accounted for USD 192.90 billion in 2018 and showed a gradual increase during the forecast period.

Regional Insights

APAC is estimated to contribute 33% to the growth of the global market during the forecast period. Technavio's analysts have elaborately explained the regional trends and drivers that shape the market during the forecast period.

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In North America, the market experienced significant growth in 2023, with a

As of May 2024, approximately 68 percent of employed persons working in the professional, scientific, and technical services industry in Australia had a tertiary education. Employed persons working in the construction industry were the least likely to have a tertiary education.

This dataset presents the results of the Wave 4 of the Longitudinal Workers Survey of Retrenched Automotive Workers. Participants in our longitudinal workers survey had jobs which were earmarked for retrenchment leading up to the closure of assembly plants operated in Australia by General Motors Holden, Toyota Motor Company, and Ford. Participant contact information was passed on to the research team at the University of South Australia by the government partners of the project. All participants in Wave 4 had participated in the Wave 1 survey and most in at least the Wave 2 or 3 survey. The study was developed to investigate the efficacy of private and public investments in pre-retrenchment counselling and training, by collecting data to help understand: which factors affect decisions to exit or stay in the labour market; which factors improve the chances of employment; which factors shorten the spell of unemployment; and the intermittency of careers and labour branching processes.

Between March 2024 and March 2025, wages in Australia declined by around 0.6 percent. Wage growth in recent years has been relatively low in comparison to previous years, in particular in December 2020, which only saw a wage growth of 1.3%. Inflation and CPI outstripping wages While wages have increased in Australia, they have still not matched the rate of inflation, which was sitting at 2.4 percent at the end of 2024, down from a high of 7.8 percent at the end of 2022. The high cost of goods has also put pressure on the public, with the Consumer Price Index standing at around 139.4 points, compared to a base year of 2011-12. Rent is on the rise As with many around the world, Australians are also feeling the costs of rent increases. The majority of people in Australia perceive that the cost of rent has risen significantly in their local area. This in turn has seen the government expenditure on rental assistance continue to be high, with around 4.7 billion Australian dollars spent to assist the Australian public in maintaining their housing needs.