DAMA: Transforming Aged Care Recruitment in Australia

Australia’s ageing population has led to an unprecedented demand for aged care services. This surge necessitates a robust workforce of skilled nurses and healthcare professionals. However, many aged care providers face significant challenges in recruiting and retaining staff, especially in regional and remote areas. The traditional visa sponsorship processes often involve high costs and stringent eligibility criteria, further exacerbating the workforce shortage. In this context, the Designated Area Migration Agreement (DAMA) emerges as a pivotal solution to bridge the gap between demand and supply in the aged care sector.

Understanding DAMA: A Tailored Approach to Migration

A Designated Area Migration Agreement (DAMA) is a formal arrangement between the Australian Government and designated area representatives, such as state or territory governments or regional bodies. This agreement allows employers in specific regions to sponsor overseas workers for positions that are otherwise challenging to fill with local talent. By offering variations to standard occupations and skills lists, as well as concessions to visa requirements, DAMAs provide flexibility to address unique labour market conditions in regional areas. (Home Affairs – DAMA)

Key Features of DAMA Beneficial to Aged Care Providers

1. Wage and Levy Concessions One of the primary barriers to hiring overseas workers is the financial burden associated with employer-sponsored visas. DAMAs address this by allowing lower wage thresholds compared to standard visa programs and offering concessions on the Skilling Australians Fund (SAF) levy. This reduction in costs makes sponsorship more accessible, particularly for smaller aged care providers operating on tight budgets.
2. Expanded Occupation Lists Standard skilled migration occupation lists can be restrictive, limiting the roles available for sponsorship. DAMAs, however, cover a broader range of healthcare roles, including aged care nurses, personal care assistants, community support workers, and enrolled nurses. This expansion provides aged care providers with greater flexibility in workforce planning, allowing them to address specific staffing needs effectively.
3. English Language and Age Concessions Strict English language proficiency and age requirements under standard visa rules often hinder the recruitment of qualified international nurses. DAMAs offer concessions by lowering the required scores for language proficiency tests and extending the maximum age limit beyond 45 years for skilled workers. These adjustments enlarge the pool of eligible candidates, enabling providers to tap into a more diverse workforce.
4. Streamlined Visa Processing the DAMA framework is designed to reduce processing delays, resulting in faster visa approvals and a simplified application process. This efficiency minimizes administrative burdens on employers and allows for quicker onboarding of overseas nurses, ensuring that aged care facilities can maintain adequate staffing levels without prolonged vacancies.
5. Pathways to Permanent Residency Staff turnover is a persistent challenge in the aged care sector.
   Many international workers seek job stability and opportunities for permanent residency (PR). DAMAs often provide direct pathways to PR, enhancing retention rates and contributing to long-term workforce stability. This benefit not only aids in retaining skilled staff but also fosters a committed and experienced workforce within aged care facilities.

DAMAs in Action: Regional Implementations

As of March 2025, there are 13 DAMAs operating across various regions in Australia, each tailored to address specific labour shortages. Notable examples include:

• Northern Territory DAMA: Covers a wide range of occupations, including those in the aged care sector, to support remote communities.
• Far North Queensland DAMA: Facilitates the recruitment of aged care professionals to meet the growing demands in the region.
• South Australia Regional DAMA: Offers comprehensive concessions, including age and wage adjustments, benefiting aged care providers.
• Great South Coast DAMA (Victoria): Targets workforce shortages in regional aged care facilities, ensuring communities receive necessary care services.

These agreements exemplify how DAMAs are strategically implemented to bolster the aged care workforce in regions facing significant shortages. (Home Affairs – DAMA Regions)

Recent Enhancements to DAMAs

In March 2025, significant enhancements were announced for the Townsville and North Queensland DAMA. These updates include the addition of 14 new occupations and adjustments to income thresholds, age, and English language requirements. Such modifications aim to address labour shortages in various industries, including aged care, and have been met with strong support from business owners in the region. (Courier Mail – DAMA Updates)

Steps to Engage with DAMA for Aged Care Recruitment

For aged care providers considering leveraging DAMA to address staffing challenges, the following steps outline the engagement process:

1. Determine Eligibility Confirm that your facility is located within a DAMA-approved region. Each DAMA has specific geographical boundaries, and eligibility is contingent upon operating within these designated areas.
2. Assess Workforce Requirements Identify the specific roles and number of international nurses or healthcare professionals needed. A thorough assessment ensures that the recruitment aligns with both immediate and long-term staffing strategies.
3. Seek Endorsement from the Designated Area Representative (DAR) Obtain endorsement from the DAR in your region. This step is crucial, as the DAR evaluates the genuine need for overseas workers and ensures that efforts to recruit locally have been exhausted.
4. Apply for a Labour Agreement Once endorsed, submit a labour agreement request through the Department of Home Affairs’ ImmiAccount. This agreement outlines the terms under which your facility can sponsor overseas workers.
5. Nominate and Sponsor Candidates After approval, proceed to nominate and sponsor qualified international candidates for the identified positions. Ensure compliance with all visa requirements and provide necessary support to the candidates throughout the process.

Nursiecare Recruitment: Bridging the Gap

Navigating the complexities of DAMA and international recruitment can be challenging. Nursiecare Recruitment specializes in connecting aged care employers with skilled international nurses, offering services that include:

• Comprehensive Recruitment Solutions Assisting both overseas and domestic candidates in finding suitable aged care roles.
• Visa Sponsorship Guidance Helping aged care providers through the DAMA endorsement and sponsorship process.
• Long-Term Workforce Planning Supporting aged care facilities in retaining international talent and ensuring workforce sustainability.

Final Thoughts: DAMA is the Future of Aged Care Recruitment

With workforce shortages continuing to impact aged care, international recruitment through DAMA offers a real, practical solution for employers looking to hire skilled overseas nurses.

Why Aged Care Employers Should Act Now:

• DAMA provides cost-effective sponsorship options
• The program allows faster visa approvals and reduced paperwork
• It’s the best way to attract, sponsor, and retain skilled overseas nurses for long-term workforce stability

Ready to Explore DAMA Sponsorship for Your Aged Care Facility?

Contact Nursiecare Recruitment today to learn how we can assist with your aged care recruitment needs.

Disclaimer: This information is intended for general guidance only and does not constitute legal or migration advice. For detailed visa eligibility and requirements, consult a registered migration lawyer or visit immi.homeaffairs.gov.au.