Advocacy Sector Workforce Survey 2025  

Every year, the NCDA checks in with the people at the heart of individual disability advocacy, the workforce. In August 2025, we ran our third annual Advocacy Sector Workforce Survey to better understand what’s changing, what’s improving, and where pressure is building across the sector. 

The results tell a familiar but important story. Advocacy workers remain deeply committed to their role, but rising demand, funding uncertainty, and ongoing workforce strain continue to test the sector’s sustainability. 

Who took part? 

This year, 140 advocacy workers completed the survey, representing around 35% of the estimated workforce. We also heard from 48 individual disability advocacy organisations. Responses came from every state and territory. 

A changing workforce profile 

The workforce is becoming more experienced. Fewer people are new to the sector, and one in five have been in the sector for 10 years or more.   

Most workers (79%) are in permanent roles, but the increase in contract positions highlights ongoing funding instability. Advocacy remains a highly skilled profession, with nearly two-thirds of respondents holding a bachelor’s degree or higher, in fields directly related to their work. 

Demand is growing faster than capacity 

Demand for advocacy services continues to rise sharply. Nearly three-quarters of organisations reported increased demand for services compared to the last financial year, with many seeing increases of 30% or more. One quarter of organisations have longer average wait times than 7-8 weeks, and waitlists are the norm. 

To cope, organisations are using triage systems, temporarily closing intakes, or limiting support during peak periods. Key drivers of demand include the complexity of the NDIS, housing shortages, cost-of-living pressures, and gaps in mainstream services. The message is clear: people need advocacy, but the sector is struggling to keep up. 

Recruitment is improving, but retention remains fragile 

There is some good news. Recruitment challenges have eased significantly, with 38% of organisations reporting difficulties—down from 71% last year. Even so, non-competitive salaries, funding uncertainty and challenges finding ideal candidates continue to limit hiring. 

Retention is still a concern. One in four workers expect to leave their organisation within the next year. While over half plan to stay in the sector for at least two years, many are unsure about their future. This uncertainty raises ongoing questions about workforce sustainability. 

Wellbeing under pressure 

Advocacy work takes a toll. Over 40% of respondents experience negative health impacts weekly or more often, and nearly 60% regularly work unpaid hours. Common stressors include heavy workloads, unmet demand, and exposure to trauma. 

Most organisations offer supports like employee assistance programs and flexible work arrangements. However, one in five workers feel they don’t receive enough support, highlighting a need for stronger wellbeing strategies. 

Learning and development as a bright spot 

Professional development remains a strength. Most respondents accessed training in the past year, with NCDA-run sessions receiving particularly positive feedback. Looking ahead, workers want more training in trauma-informed practice, cultural safety, advanced advocacy skills, and systemic advocacy—especially practical, hands-on learning that reduces administrative burden. 

Looking forward 

The 2025 survey shows a sector that is becoming more stable and professional, but still operating under significant strain. Demand is growing, funding remains uncertain, and workforce wellbeing needs urgent attention. At the same time, there is strong support for collaboration, shared learning, and systemic reform. 

These findings reinforce the importance of continued advocacy—not just for people with disability, but for the workforce that supports them.