No data about this have been found. However, there was a huge increase in the rate of people working as carers for older people between 2007 and 2017 (growth of more than 500% – from 5,263 to 34,051 registered informal care workers) (Brazilian Ministry of Economy, 2018). Qualitative research shows that people working in care homes are generally undervalued and underpaid (Salcher et al., 2015). However, there is a general lack of national and representative data on this topic in Brazil.

References:

Brazilian Ministry of Economy. (2018). RAIS 2018. http://www.rais.gov.br/sitio/index.jsf

Salcher, E. B. G., Portella, M. R., & Scortegagna, H. de M. (2015). Cenários de instituições de longa permanência para idosos: Retratos da realidade vivenciada por equipe multiprofissional. Revista Brasileira de Geriatria e Gerontologia, 18, 259–272. https://doi.org/10.1590/1809-9823.2015.14073

Hong Kong is facing a shortage of LTC staff in professional positions such as nurses, occupational therapists, and physiotherapists, as well as non-professional / frontline positions such as health workers and personal care workers (Working Group on Elderly Services Programme Plan, 2017). With the funding of health care services under the Food and Health Bureau and the funding for LTC services under the Labour and Welfare Bureau, compartmentalised arrangement has led to frequent loss of nursing and allied health staff in LTC to acute care facilities due to the lack of promotion prospects for these professional staff. The lack of medical staff in LTC facilities has also resulted in frequent visits to high cost hospital admissions of residents in long-term care institutions (Yuen, 2014). Moreover, Hong Kong is facing a severe problem of workforce shortage of doctors and nurses. In 2016, the number of doctors and nurses per 1,000 population (1.91 and 7.14) is relatively low when compared to other developed countries such as Singapore (2.31 and 7.20), Japan (2.52 and 9.06), and the UK (2.81 and 9.87) (Legislative Council Secretariat, 2018).

The staff vacancy rate in elderly care homes had soared from about 11% to 18% in 2017 (Zhao, 2019). The number of vacancies in elderly care services nearly tripled to 2,630, accounting for 10% of overall available positions in 2018 (Legislative Council Secretariat, 2019, August 16). The required actual manpower for nursing homes, residential care activities, and social work activities altogether was projected from 43,500 in 2017 to 56,900 in 2027. The projected average annual rate of change is +2.7% (Census and Statistics Department, 2019d). To attract more LTC workforce, the Social Welfare Department has launched the Navigation Scheme for Young Persons in Care Services (the Navigation Scheme) starting from July 2015 to encourage young people to join the elderly and rehabilitation care services. As of December 2018, a total of 1,018 trainees have been recruited by service operators of the Navigation Scheme. It is expected that a total of 1,200 training places will be provided in five years starting from 2020-2021 (The Government of the Hong Kong SAR, 2019, April 3).

References:

Census and Statistics Department. (2019d). Report on Manpower Projection to 2027. Retrieved from https://www.statistics.gov.hk/pub/B1050016E2019XXXXE0100.pdf

Legislative Council Secretariat. (2018). Research Brief Issue No. 2 2017 – 2018 – The 2018-2019 Budget. Hong Kong: Legislative Council, HKSAR Retrieved from https://www.legco.gov.hk/research-publications/english/1718rb02-the-2018-2019-budget-20180412-e.pdf.

Legislative Council Secretariat. (2019, August 16). Supplementary Labour Scheme. Retrieved from https://www.legco.gov.hk/research-publications/english/1819issh29-supplementary-labour-scheme-20190816-e.pdf.

The Government of the Hong Kong SAR. (2019, April 3). LCQ8: Manpower situation of the elderly service sector [Press release]. Retrieved from https://www.info.gov.hk/gia/general/201904/03/P2019040300679.htm

Working Group on Elderly Services Programme Plan, Elderly Commission of Government of Hong Kong SAR,. (2017). Elderly Services Programme Plan. Hong Kong: Elderly Commission of Government HKSAR Retrieved from https://www.elderlycommission.gov.hk/en/download/library/ESPP_Final_Report_Eng.pdf.

Yuen, P. P. (2014). Financing Health Care and Long-term Care in a Rapidly Ageing Context: Assessing Hong Kong’s Readiness. Public Policy and Administration, 17(1), 56-64.

Zhao, S. (2019). Hong Kong welfare secretary says elderly care homew will not turn to foreign domestic helpers to fill the labout shortage. South China Morning Post. Retrieved from https://www.scmp.com/news/hong-kong/hong-kong-economy/article/2189344/hong-kong-welfare-secretary-says-elderly-care-homes

India has seen a considerable rise in the number of formal caregivers (home-based attenders) as it has turned into a commercial venture (UNESCAP, 2016). However, patterns of vacancies and workforce turnover have not been documented. 

References:

UNESCAP. (2016). Long-term Care of Older Persons in India. Available from: https://www.unescap.org/resources/long-term-care-older-persons-india

No information available.

No data was sourced.

There is no specific information on staff providing LTC. Information available focuses on general health care providers.

No data available.

The Aged Residential Care Industry Profile 2019/20 by the NZ Aged Care Association (NZACA) reported an annual care staff turnover of ~25%, ranging from 33% of registered nurses to 17% of enrolled nurses and 23% of carers (NZACA, 2020). Reported vacancies were 7.5% for registered nurses and 3.2% for caregivers. Home support worker annual turnover is estimated at 30% (Etū, n.d.).

References:

Etū. (n.d.). Let’s bring this home. Available from: https://www.etu.nz/wp-content/uploads/2019/09/Lets-bring-this-home-Home-Support-September-2019.pdf.

NZACA. (2020). Aged Residential Care Industry Profile 2019/20. NZACA.

Although no information was found that addresses staff vacancies within the long-term care system directly, the South African human resources for health (HRH) in general are characterised by attrition driven by factors such as poor workplace conditions, workload, workplace insecurity and morale, relationship with management, and risk to personal safety and health (DOH, 2011; Rawat, 2012). The Department of Health reported a staff turnover rate of up to 80% in some provinces (DOH, 2011; Rawat, 2012). Attrition of trained healthcare professionals are believed to be underestimated at 25% annually (excluding the 6% that is due to retirement, death and change in profession) (DOH, 2011).

References:

DOH. (2011). HUMAN RESOURCES FOR HEALTH SOUTH AFRICA (HRH) Department of Health. Available from: http://www.hst.org.za/publications/NonHST Publications/hrh_strategy-2.pdf

Rawat, A. (2012). Gaps and shortages in South Africa’s health workforce. Backgrounder, 31(June), 1–8. https://doi.org/10.13140/RG.2.1.4424.0805