EOFY Trends in Social Care: What the Data Reveals About the New Financial Year Ahead

EOFY Trends in Social Care: What the Data Reveals About the Year Ahead
Insights for Domestic & Family Violence, Child, Youth & Family, and Mental Health Services

As we close out the 2023–24 financial year, the social care sector—particularly across domestic and family violence (DFV), child, youth and family (CYAF), and mental health services—is reflecting on a period marked by sustained demand, evolving funding priorities, and significant workforce challenges.

EOFY presents more than just a financial checkpoint. It is a strategic opportunity for service providers to evaluate workforce capacity, review program performance, and prepare for the year ahead with clarity and intention.

FY24 in Review: Sector-Wide Pressures and Shifts

Domestic & Family Violence (DFV):
The past year saw a notable increase in DFV referrals, driven by heightened awareness, socio-economic pressures, and systemic barriers to housing and safety. Services across New South Wales operated at or beyond capacity, with demand far outpacing workforce availability. Culturally safe, trauma-informed practitioners—particularly those with Aboriginal or CALD backgrounds—remain critically underrepresented in frontline roles.

Child, Youth & Family (CYAF):
CYAF programs, especially those focused on early intervention, family preservation, and Out-of-Home Care (OOHC), continued to experience significant workforce attrition. Many services reported high caseloads, burnout among caseworkers, and challenges in recruiting for specialised roles, particularly in regional and remote areas.

A major development in NSW was the recommissioning of Family Preservation funding, which has created both opportunities and uncertainty for many providers. While the recommissioning process is designed to strengthen outcomes and align services with evolving policy priorities, it has also prompted a period of transition for organisations and staff navigating changes to program delivery, funding models, and contractual arrangements.

Mental Health Services:
The mental health sector continues to face a dual challenge: increased service demand and a shrinking workforce pool. Waitlists grew across youth, NDIS-funded, and community mental health programs. While peer support and recovery-based models gained traction, recruiting qualified staff with the right blend of clinical and community expertise remains a key obstacle.

What the Data Tells Us About FY25

Emerging insights and sector data provide clear signals about what’s ahead:

• Recruitment Pressure Will Persist:
  With new funding announcements—including the recommissioning of Family Preservation in NSW—and program renewals on the horizon, many organisations will need to scale their teams quickly. Attracting skilled staff—particularly for DFV, CYAF, and mental health roles—will remain a sector-wide priority.

• Retention Will Be Just as Critical as Recruitment:
  As burnout and workforce fatigue continue, organisations must invest in meaningful staff support—such as supervision, flexible work arrangements, clinical debriefing, and pathways for professional growth.

• Lived Experience and Cultural Capability Are In-Demand:
  Funding bodies and service users alike are calling for diverse workforces. Candidates with lived experience, cultural knowledge, and multilingual capacity are essential to delivering inclusive, effective services.

• Funding Certainty Will Shape Workforce Stability:
  Short-term contracts and pilot programs remain a deterrent for many jobseekers. Providers offering more stable, long-term roles are more likely to attract and retain experienced professionals.

What This Means for Employers and Jobseekers

For Employers:
Now is the time to review your workforce strategy. Ensure your employee value proposition (EVP) speaks to flexibility, wellbeing, and inclusion. Build partnerships with universities, TAFEs, and community networks to support long-term recruitment pipelines, and consider recruitment marketing tailored to the values and motivations of today’s workforce.

For Professionals in the Sector:
Whether you work in case management, counselling, outreach, or program coordination—this is an ideal time to explore new opportunities. With a strong focus on trauma-informed practice and culturally responsive care, your skills and experience are highly sought after across DFV, CYAF, and mental health programs.

Final Thoughts

The end of the financial year offers an important moment to pause, reflect, and realign. For the social care sector, FY25 will require a renewed focus on workforce sustainability, inclusive hiring, and responsive service delivery.

The recommissioning of Family Preservation funding in NSW is a reminder that change in policy and funding brings both challenge and opportunity. By drawing on the lessons of the past year—and investing in people and partnerships—organisations can build stronger, more resilient teams equipped to meet the complex needs of our communities.