The global health workforce has grown substantially. According to the World Health Organization's 2026 National Health Workforce Accounts, the estimated number of health workers worldwide now exceeds 70 million and global health workforce density has increased by 52% since 2006 (from 44.8 health workers per 10,000 population in 2006 to 67.9 per 10,000 in 2025).
Despite this, the global health and care workforce is projected to face a shortfall of around 11 million workers by 2030. How can this be?
Uneven supply and demand
A shortage in one location can coexist with a reasonable supply elsewhere. The WHO identifies persistent disparities in workforce availability and distribution between regions and income groups.
The projected increase in health-worker stock between 2024 and 2030 is 16% globally, but only 5% in the European Region and 6% in the Americas. Over the same period, the global population is projected to grow by around 5%.
This suggests that workforce growth could broadly keep pace with population growth. However, the 65+ population is projected to grow much faster, by 21%, potentially increasing demand for health and care services and particular skills, such as allied health and rehabilitation. At the same time, an ageing health workforce means more experienced workers will approach retirement.
Future demand and supply may also be influenced by AI, automation, technology and new models of care, which could change both the amount and mix / skills of work required.
Limitations of Health Workforce development and distribution
Training requirements: Health professions often require years of education and training, and training can be prone to bottlenecks, and funding caps.
Location: Workers and training opportunities tend to be concentrated in larger cities, while regional and rural areas can face greater difficulty attracting and retaining health professionals.
Policy: Immigration settings and other government policies are often required to help offset shortages, but also need to consider the broader labour market, training capacity, infrastructure, population needs and the needs of workers.
Recruitment: can employers access the available workforce?
Recruitment becomes more difficult when the available workforce does not align with where workers are needed, the skills required or the conditions offered.
Even when qualified workers are available, employers still need to attract and retain them. Pay matters, but so do hours, workload, flexibility, working conditions, career opportunities, commuting options and location.
For workers, a job is also about more than the role itself. Housing, training opportunities, career progression, schools, partners’ employment and access to services can all influence whether someone is able or willing to relocate and stay.
The Shortage Challenge
A health-worker shortage does not simply mean there are not enough qualified workers. Sometimes the challenge is getting the available workforce into the right jobs, with the right skills, in the right places — and keeping them there.
The global workforce is growing, but the challenge is increasingly about matching people, skills, places and demand.
