Important safety steps for remote health workers
May 22, 2025
Workers in remote locations can be at greater risk of mental, and sometimes even physical, harm.
While these workers play such a valuable role in their communities, the reality is they are often working away from home in unfamiliar settings where help is not always nearby. Therefore, safety needs to stay front of mind to reduce the risk of injury, illness and death.
It’s something that is not lost on us at Talent Quarter as we place nurses, allied health workers and social workers in jobs at remote locations across the country, from Kalgoorlie in Western Australia to Cape York in Far North Queensland.
While we have checks and balances in place, it’s crucial that workers being placed in remote and rural areas have a good sense of their own safety from the get-go.
Understanding the risks
Communities in remote areas can sometimes have high levels of unemployment, mental health issues and crime. It is important to understand the specific issues that apply in the area you are moving to, as well as the support available to you.
Before starting a job in a remote location, you should consider questions including: What kind of community are you going into? Where are the closest emergency services? If you’re feeling isolated, who can you call for support? What are you going to do if you find yourself working with equipment you aren’t confident operating? Are you equipped to deal with challenging work scenarios?
It’s also important to research the community you’re relocating to ensure you are aware of the culture, people and challenges you will encounter.
When you arrive at your new location, safe accommodation with lockable doors and windows is a must.
Gayle’s Law
Health workers should never work on their own.
In South Australia and Queensland legislation referred to as ‘Gayle’s Law’ requires remote health workers to be accompanied when going on unscheduled or after-hours callouts.
The law is named after Gayle Woodford who was raped and beaten to death in 2016 while she was the on-call nurse in the remote town of Fregon on the Anangu Pitjantjatjara Yankunytjatjara (APY) Lands in South Australia.
She was lured out of her house by a man who claimed there was a medical emergency.
It’s a tragedy that highlights the need to take extra precautions when working in remote communities.
Fatigue and workplace hazards
It’s second nature for health workers to want to help people.
Even if they’re taking a well-earned break following a 12-hour shift, they won’t hesitate to care for a patient in need.
Fatigue can increase the risk of injury in the workplace, so it’s important for health workers to take the necessary breaks and only work the amount of overtime they’re legally allowed to do.
Those from metropolitan areas may also find themselves working with equipment they aren’t familiar with, which can pose an injury risk. Hoists in regional hospitals, for example, may be older than those they are used to working with.
Checks and balances
It’s important for employers and recruitment agencies to stay connected to people they place into jobs in remote areas.
Workers need to know there is someone they can call anytime, anywhere for help. That includes in the wee hours. Recently I took a call from a nurse at 5.45am as she was experiencing issues with a connecting flight to a remote area.
At Talent Quarter, we also make regular safety calls to see how a worker is going, to ensure they feel happy and safe.
Working remotely is tough – you’re away from your loved ones, operating in an isolated environment and, in some cases, under really challenging circumstances.
We ensure our placements, like our internal employees, have access to employee assistance programs (EAPs) that provide free, professional and counselling services.
A final word on safety
My team would never place anyone in a situation where we wouldn’t place our mothers, fathers, sisters or brothers. My husband works in a high-risk role, so workplace safety is something I’m really passionate about.
“Everybody has the right to leave home for work and return home safely.”
Jan Bannerman
Managing Director, Talent Quarter
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Meet Catherine Harris: The Leadership Mind Behind Project Roar At Talent Quarter, we really do believe strong workforce outcomes are driven by strong leadership. As part of our commitment to delivering meaningful value beyond recruitment, we’re proud to partner with Catherine Harris, Founder of Project Roar , to deliver a quarterly Leadership Masterclass Series focused on strengthening leadership capability across the sectors we support. Exciting! This initiative reinforces an important objective for us, which is to deepen our client relationships through high-impact learning opportunities , helping organisations build stronger leadership capability across the sectors we support. With over 20 years’ experience in career and leadership development, Catherine brings practical, outcome-focused insights that help organisations build high-performing, engaged teams. Ahead of the upcoming series, we sat down with Catherine to learn more about her background, her approach to leadership, and what participants can expect. Q&A with Catherine Harris For those who may not know you, can you tell us a little about your background and what led you to found Project Roar? I’ve spent my entire career at the intersection of talent and leadership. I built my early career in recruitment before moving into senior internal talent roles, including heading up the Talent Acquisition function at Singtel Optus. I led a leadership team responsible for all national hiring, from call centre through to C-suite, and what that experience really gave me was a front-row seat to what great leadership looks like and, just as importantly, what happens when it’s missing. You see the impact every day - in who stays, who leaves, who thrives, and who disengages. It almost always comes back to the leader. From there I moved into a Business Manager role supporting one of the senior executives at Optus, which sharpened my commercial thinking and gave me a deep understanding of how leadership plays out at the executive level - the pressures, the decision-making, and the ripple effect a leader has across an entire organisation. When I made the decision to leave corporate and eventually start Project Roar, I knew I wanted to focus on leadership and career coaching. I’d seen too many talented people get promoted into leadership roles with no development, no support, and no toolkit - and I wanted to change that. I now work with individuals and organisations to build stronger, more confident leaders and help people forge successful careers. What can participants expect to walk away with from this Masterclass Series with Talent Quarter? Honestly, the thing I’m most excited about is that we’re giving people development they wouldn’t normally prioritise. We all know how it goes - leadership development is important, but it keeps getting bumped for the “real work.” This series removes that barrier. It’s bite-sized, practical, and designed to fit into a busy schedule through a lunch-and-learn format . Across the four sessions, participants will build real, usable skills: how to delegate with clarity and confidence , how to have courageous conversations around underperformance , how to lead with positivity and a growth mindset , and how to communicate strategically to keep teams aligned and engaged . These are the everyday leadership moments that make-or-break team performance, and participants will leave each session with something they can apply straightaway. What’s one practical insight or shift you’re excited to share with participants? The shift I see time and again in my coaching work is when leaders realise that the things holding them back aren’t big, complex strategic problems. They’re the everyday leadership moments they’re not getting right. They’re hanging onto tasks instead of delegating with clarity. They’re avoiding the tough conversation because they’re hoping the problem will sort itself out. They’re communicating reactively instead of strategically. Or they’re so focused on putting out fires that they’ve lost sight of the kind of leader they actually want to be. What I love about this series is that each session tackles one of those moments head-on. What’s one common mistake organisations make when developing leaders? Simply not doing it. That’s the honest answer. Organisations will invest heavily in hiring the right people. They’ll invest in systems and technology. But when it comes to actually developing the leaders who are responsible for driving performance and culture every single day, it falls off the priority list. People get promoted into leadership roles because they were brilliant at their previous job, and then they’re just expected to figure it out. There’s no structured development, no coaching, no investment in the skills that leadership actually requires - things like delegation, communication, giving feedback, and navigating change. And then we wonder why engagement drops or performance stalls. If you want strong leaders, you have to build them. It doesn’t happen by accident. What’s Coming Next? As part of this partnership, Talent Quarter and Project Roar will be launching a quarterly four-part Leadership Masterclass Series designed to equip leaders with practical tools they can apply immediately in their roles. The first webinar, The Art of Delegation , will focus on helping leaders delegate with clarity and confidence by setting clear outcomes, defining ownership, and empowering their teams to take responsibility. In the lead-up to the webinar and masterclass series, we’ll also be sharing a series of leadership insights and perspectives from Catherine , giving our community a preview of the thinking and practical strategies that will be explored further during the sessions. Strengthening Leadership Across Health and Care Through this Masterclass Series, Talent Quarter aims to equip leaders with practical tools that can be applied immediately , strengthening performance, communication and team effectiveness across health and care organisations. We’re excited to partner with Catherine Harris and look forward to supporting our clients and partners through this initiative - continuing to invest in leadership capability across the sectors we serve. Stay tuned for the next instalment in this series!
When Jayda took on an 8-week short-term nursing contract in Kalgoorlie, Western Australia with Talent Quarter, she knew it would be an adventure - but she didn’t realise just how memorable the experience would become. Working with WACHS (WA Country Health Service), Jayda embraced the opportunity to step outside her comfort zone and immerse herself in regional healthcare. Discovering Kalgoorlie For Jayda, one of the standout highlights was getting stuck in and learning about the culture and history of the town. “Visiting the Super Pit and seeing the sheer size of it was incredible,” she shared. “It really puts things into perspective.” Regional contracts offer more than just professional growth - they create space for genuine exploration and connection with communities many people may never otherwise experience. Support Every Step of the Way Jayda described her experience working with Talent Quarter as seamless from start to finish. “Onboarding with my agent went smoothly, and her communication was great. We video called before the contract so she could explain everything clearly, and she was always accessible during the placement if I needed anything.” That ongoing support can make all the difference when stepping into a new environment, especially in regional or rural settings. Why Regional and Rural Nursing? Jayda is a strong advocate for nurses considering regional contracts. “I would definitely recommend regional and rural nursing to others. It allows you to build experience and see all different types of presentations. These contracts often cover a wide area, so you get exposure to a bit of everything.” Beyond the clinical experience, it’s also about the adventure. “You get to go to places you may not have ever planned to visit before. I’m so glad I did it — it’s an experience I’ll cherish forever.” Her Advice? “Just do it! Round up a nursing buddy - or even a furry friend 🐕 - and go explore regional and rural Australia.” For Jayda, the leap was more than worth it. It was a professional and personal experience that expanded her skills, broadened her perspective, and created lifelong memories. Try you r hand at it! Ready to pack your scrubs (and maybe your pup)? Reach out to Jeane and start planning your own regional adventure. She’ll work closely with you to find a placement that suits your goals, lifestyle and experience. 👉 Contact Jeane today to explore available regional contracts. 📧 Email: jeane.seducon@talentquarter.com 📞 Phone: +61 8 6400 6434
By Sue Healy | Talent Quarter Thought Leadership Series
