As rate rises squeeze hours and incomes for Australia’s shift workers, employers who prioritise stable, adequate schedules will be best placed to protect wellbeing and retention
When the Reserve Bank of Australia lifted interest rates for the first time since 2023, much of the discussion focused on inflation, demand and the broader economic outlook. These are important considerations, but they don’t fully capture where the impact is felt first.That happens at work.
For Australia’s shift-based workforce, a rate rise isn’t an abstract policy decision. It shows up quickly in higher rents, increased mortgage repayments and everyday expenses, placing more pressure on weekly income. For employees whose earnings depend on the hours they’re rostered, even small changes can have a meaningful effect.
At Deputy, we see these shifts play out in real time across millions of frontline roles. And the patterns emerging should prompt employers to pause and take notice.
A gradual tightening of available hours
Between October 2025 and January 2026, the total number of shifts worked declined by close to 8%, while total hours worked fell by just over 6%. January alone saw a further 1.5% month-on-month decline.
What’s important here is why this matters.
Average hours worked per employee have also fallen by around 8% over the same period. This suggests that workers are not choosing to work less; rather, fewer hours are being made available.
For HR leaders, this is an early indicator of what many employees are experiencing: a growing gap between the income they need and the hours they’re being offered.
Predictability has improved, but it’s not the full answer
One encouraging trend is that rosters are being published earlier. The average time between roster updates and shift start dates has increased from 5 days in mid-2025 to 7.5 days, giving employees greater advance notice and helping them plan ahead.
That kind of predictability matters. It supports work-life balance and reduces stress caused by last-minute changes.
While improved scheduling predictability helps employees plan ahead, it doesn’t solve the problem when total hours are declining. Workers may know their schedules earlier, but if those rosters offer fewer shifts overall, financial pressure remains.
For HR teams, this highlights an important distinction: predictability supports well-being, but adequacy supports financial security. Right now, many frontline workers need both.
Why more shift workers are considering second jobs
When hours with a primary employer decline, workers look for ways to close the gap. Historically, periods where wages lag behind living costs see an increase in employees holding multiple jobs, and the conditions for that are returning.
Even before the latest rate rise, around one in three workers in healthcare and retail relied on more than one role to maintain financial stability. Younger workers and women now make up nearly 60% of those juggling multiple jobs.
For employers, this isn’t just a workforce trend; it’s a retention risk. Employees managing multiple roles are more stretched, less available, and harder to engage over time, even when they remain committed to their work.
What can employers and HR leaders do?
In a tighter economic environment, it’s natural for businesses to review costs. But the organisations best placed to retain talent will be those that look at scheduling through a people lens, not just a financial one.
Clear access to hours, transparency around earnings, and the ability to pick up additional shifts when demand increases can make a meaningful difference. Simple tools, such as easier shift swapping, clearer visibility of upcoming work and smarter forecasting, help employees manage their finances without compromising operational needs.
For HR teams, this is about balancing flexibility with stability, and recognising that consistent hours are becoming an increasingly important part of the employee value proposition.
Stability as a people strategy
Australia’s frontline workforce isn’t facing a scheduling crisis so much as an adequacy one. As living costs rise, access to sufficient hours is becoming just as important as advance notice.
Employers who respond with transparency, consistency and genuine support will be better placed to retain skilled employees through this cycle. In today’s environment, stability isn’t just a financial concept; it’s a people strategy.
And for HR leaders, it may be one of the most effective tools available to support engagement, well-being and retention in the months ahead.
Emma Seymour is the CFO at Deputy
