Australia’s hairdressing industry is at a turning point. Apprenticeships remain the most important pipeline for new talent, yet we’re facing a growing disconnect between what’s offered and what young people are willing to sign up for, or stick with.
At the Australian Hairdressing Council (AHC), we’re not just watching the numbers. We’re hearing the stories behind them. And it’s clear: change isn’t optional, it’s essential.
Here’s where we’re at, and what needs to happen next.

What’s Working: Strong Foundations and a Creative Career Path

Hairdressing is one of the few trades that blends creativity, personal connection, and entrepreneurship. The Certificate III in Hairdressing provides a nationally recognised pathway into a career that can span across industries and borders. RTOs, salons, and government-backed funding programs like wage subsidies and Trade Support Loans help create a strong foundation.
In recent years, apprentice wage incentives have helped boost commencement numbers. Many forward-thinking salons are leading the charge with strong mentorship, flexible rosters, and social media recruitment.
There is no shortage of passionate people wanting to work in this industry. What’s needed is a system that supports them to stay.

Where It Falls Short: Low Completions and Disconnected Expectations

Despite these strengths, the numbers show the cracks. Less than half of all hairdressing apprentices complete their training. Current completion rates sit around 45 percent, well below other trades.
Commencements have also dipped since the COVID-era subsidy spike.
Low wages, weekend work, and unclear progression pathways make it hard to attract and retain apprentices. Many young people enter hairdressing expecting a fast-paced, creative job—and in many cases, find long hours, repetitive tasks, and slow skill development. While some salons are providing strong and exciting environments for growth, across the board there’s still too much inconsistency in the apprentice experience. Small salons, in particular, often struggle to provide the structure and support that new apprentices need to thrive.

What’s Broken: Burnout, Dropouts, and a System in Crisis

The real crisis is in retention. A large number of apprentices leave the trade completely within the first year. They walk away not just from their employer, but from hairdressing altogether.
Over 60 percent of apprenticeship contracts are cancelled before completion. That’s not just a statistic—it’s a clear signal that the system is broken.
Poor workplace culture, burnout, lack of mentorship, and underpayment all contribute. The Fair Work Ombudsman has identified widespread issues in compliance. Combined with an outdated training package and unnecessary red tape, we are losing the next generation of stylists before they’ve even had a chance to grow.

What Needs to Change: Five Solutions That Can Turn It Around

The AHC is calling for collective action and targeted solutions across five key areas:

Mentorship and Retention Support:
Apprentices need more than training. They need real guidance. Funded mentoring programs and leadership development within salons can make a lasting impact.

Training Reform:
The SHB Training Package Review is already underway, and it must deliver real change. Training needs to reflect real-world salon practices, include modern business and customer service skills, and stay aligned with current industry techniques.

Fair Pay and Incentives:
Wage conditions for apprentices need to improve. Increased Trade Support Loan payments are vital for attracting more young people into a trade apprenticeship.
When it comes to retaining talent, better incentives for salons are critical. If employers receive stronger apprenticeship incentives, more businesses can afford to take apprentices on. That means more job openings, better training, stronger professional development, and a much better shot at getting young people to not just start but stay and complete their apprenticeship. Without that support, many salons simply cannot carry the cost of proper apprentice development.

Shift in Perception:
We need to promote hairdressing as a respected, dynamic career path.
Campaigns, school outreach, and showcasing success stories can change outdated perceptions and inspire new talent to join the industry.

Less Red Tape:
Make it easier for salons to engage. Streamlined digital tools, clearer processes, and more coordinated support from training partners are essential to reduce administrative barriers and encourage more participation in apprentice training.

Be Part of the Push for Change

The AHC is actively advocating for policy reform, updated training, and real workplace change, but we need more voices behind us. Every salon owner, apprentice, educator, and supplier who joins strengthens our push for a better future.

This conversation continues at Industry Day in Sydney on June 27, where apprenticeships, education reform, and workforce solutions will be front and centre. We’re bringing the industry together to shape what comes next.

If you want to see hairdressing thrive, if you believe our apprentices deserve better, and if you’re ready to be part of the solution, join the AHC today. Together, we can build the apprenticeship system our industry deserves.

References:

• National Centre for Vocational Education Research (NCVER) – Apprentices and Trainees 2023 (March quarter data) ​jobsandskills.gov.au​jobsandskills.gov.au; Completion and Attrition Rates 2023 ​ncver.edu.au​ncver.edu.au. (NCVER provides statistics on apprenticeship commencements, completions and completion rates, with the latest cohort data up to 2019 and in-training data up to 2023.)
  

• Jobs and Skills Australia – Internet Vacancy Index: Hairdressers Report (Oct 2023)​jobsandskills.gov.au​jobsandskills.gov.au. (Highlights the increase in apprentice numbers and the scale of withdrawals, as well as noting hairdressers are in persistent shortage.)
  

• Fair Work Ombudsman – findings from the Hairdressing Apprentice Initiative (2023)​smartcompany.com.au. (Identified common compliance issues affecting apprentices: pay rates, overtime, breaks, unpaid work.)
  

• SmartCompany (Nov 2023) – “Hairdressers on frontline of worker shortage…”​smartcompany.com.au​smartcompany.com.au. (Provides recent stats on commencements up 19% in five years, completions up 8.3%, and includes industry input on training package and workplace issues.)

• Fair Work Ombudsman – Hairdressing Apprentices pay factsheet ​fairwork.gov.au. (Details minimum apprentice wages under the Hair & Beauty Award as of 2024, illustrating the low starting pay for juniors vs adults.)

• Department of Employment and Workplace Relations – Australian Apprenticeships Incentive System guidelines ​business.gov.au. (Explains the structure of employer incentives: priority wage subsidies vs hiring incentives, under the new system from 2022.)

• BUSY At Work – Guide to Incentives (QLD) ​busyatwork.com.au​busyatwork.com.au. (Summarizes available federal incentives and loans as of 2021, including the Additional Identified Skills Shortage payments that listed Hairdressers, and Trade Support Loan amounts.)

• Other sources: ABS Census 2016 & 2021 data on employment status ​jobsandskills.gov.au, and NCVER research on pre-apprenticeships and apprentice retention ​files.eric.ed.gov – all used to provide context and comparative insights.