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Trends in Retention and Attrition among Osteopaths in Australia: Insights from the Workforce Retention and Attrition Project
Journal article   Open access   Peer reviewed

Trends in Retention and Attrition among Osteopaths in Australia: Insights from the Workforce Retention and Attrition Project

Timothy Lathlean, Paul Orrock, Rebecca Malon, Timothy McNamara, Jade Tan, Rechu Divakar, Lee Barclay, Cathy Woodward and Eva Saar
International journal of osteopathic medicine, Vol.58, pp.1-9
12/2025
DOI: https://doi.org/10.1016/j.ijosm.2025.100793
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Published (Version of record) Open Access CC BY-NC-ND V4.0
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Published (Version of record) Open CC BY-NC-ND V4.0

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Abstract

Attrition Australia Osteopathy Health regulation Health workforce Regulated health workforce Retention
Objective: To identify factors associated with the retention and attrition of regulated osteopaths in Australia. Methods: An online survey of osteopaths and a retrospective analysis of 10 years of Australian Health Practitioner Regulation Agency (Ahpra) osteopath registration data. Results: Among surveyed osteopaths, 629 (79.2 %) intended to renew their registration, 85 (10.7 %) intended to leave, and 60 (7.6 %) were unsure. The most common reasons for staying registered included flexible work-life balance (73 %), enjoyment or fulfilling and meaningful work (69 %) and a sense of achievement (58 %). Main factors that would encourage osteopaths to stay were remuneration (60 %), opportunities for career progression (43.5 %) and a flexible work/life balance (28.2 %). Osteopaths with 5 or less years' experience and those that on casual/temporary contracts were more likely to leave. Analysis of Ahpra registration data from 2014 to 2023, showed that the number of registered osteopaths per 100,000 population increased by 57.0 %, but the number of new osteopaths entering or returning to the profession for each one that leaves decreased by 39 %, indicating higher overall numbers but lower replacement rates. Conclusions: While the overall number of osteopaths increased from 2014 to 2023, the replacement rate declined, highlighting concerns about potential workforce stability, particularly among osteopaths with 5 or less years' experience as well as those in casual or temporary employment. Addressing intrinsic workplace factors such as remuneration, opportunities for career progression and a flexible work-life balance may help to encourage more osteopaths to stay in the profession.

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