Annual Canada Healthcare Workforce Trends Data Hub (2026)

Canada’s healthcare system stands at a critical juncture in 2026.

With approximately 2.1 million healthcare workers forming the second-largest employment sector in the Canadian economy, the workforce faces unprecedented challenges balancing supply against surging demand.

This comprehensive data hub synthesizes the most current statistics, trends, and projections shaping Canada’s healthcare workforce landscape.

Key Findings:

5.7 million Canadian adults lack a regular healthcare provider (2024)
49% increase in family physicians required to meet current demand
78,600 job vacancies in health occupations (Q3 2024), with 48.5% open for 90+ days
Healthcare employment grew 8.4% between Q4 2019 and Q4 2023, adding 121,100 positions
Vacancy rates tripled from 2.1% (2016) to 5.8% (2024) in health-related occupations

1. Overall Healthcare Workforce Statistics

1.1 Total Employment in Healthcare

Profession	2022 Gap	2025/2026 Status (Current)	2034 Projected Gap	2026 Trend
Family Physicians	-22,823	-23,000 to -25,000	-35,000 (est.)	Critical Shortage: Supply per 10,000 dropped to 11.5; 5.7M adults lack primary care.
Registered Nurses	-15,000	-28,000+	-117,600 (by 2030)	Worsening: Vacancies up 220% since 2017; high turnover among younger RNs.
Pharmacists	-5,000	-6,200 to -6,500	-12,000	Increasing: More pharmacists are shifting to non-direct care/admin roles.
Licensed Practical Nurses	-3,000	-4,500	-1,500	Worsening: Vacancy rates remain high (12.8%) in long-term care settings.
Nurse Practitioners	-1,200	-400 to -500	+500 (surplus)	Improving: Fastest-growing profession in 2025; new fast-track licensing in 2026.
Registered Psych. Nurses	-500	-150 to -200	+200 (surplus)	Improving: Supply is beginning to stabilize as mental health funding increases.
Occupational Therapists	-800	-350 to -400	+300 (surplus)	Improving: Supply is gradually keeping pace with demand.
Physiotherapists	-1,000	-300 to -350	+400 (surplus)	Improving: One of the fastest-growing allied health sectors into 2026.

Historical Growth Trajectory (2004-2025):

2004: 761,100 workers (6.1% of workforce)
2016: 1,267,800 workers (7.4% of workforce)
2024: 1,339,900 workers (7.8% of workforce)
2025 (Year-End): 1,424,900 workers (8.3% of workforce)
22-Year Growth: +663,800 workers (+87.2%)
Average Annual Growth Rate: 3.1% (vs. 1.6% across all occupations)

1.2 Workforce Composition by Sector (2026 updated)

Metric	2024 (Previous)	2025/2026 (Current)	Change
Total Healthcare Workers	~2.1 million	~2.25 million	+7.1%
Healthcare % of Total Workforce	7.8%	8.3%	+0.5 pp
Employment in Health Occupations	1,339,900	1,682,400	+342,500 (+25.5%)
Healthcare GDP Contribution	$62.4 billion (ON only)	$65.8 billion	+5.4%

Workforce Demographics:

Gender: 79% female, 21% male
Employment Status: 80% full-time, 20% part-time
Education Level: Characterized by high levels of post-secondary education
Average Age: Varies by profession (details below)

2. Physicians

2.1 National Physician Statistics (2026)

Metric	2024 (Previous)	2025/2026 (Current)	Change
Total Healthcare Workers	~2.1 million	~2.24 million	+6.6%
Healthcare % of Total Workforce	7.8%	8.1%	+0.3 pp
Employment in Health Occupations	1,339,900	1,417,600	+77,700 (+5.8%)
Healthcare GDP Contribution	$62.4 billion (ON only)	$66.1 billion	+5.9%

2.2 Family Physicians – Critical Shortage

Metric	2022 Data	2025/2026 Status (Latest)	Trend
Current Supply	46,145	50,100	Increasing (Headcount): Up ~8% in 3 years.
Estimated Demand	68,968	75,200	Increasing (Population): Driven by record immigration.
The GAP	22,823	25,100	Widening: The shortage has grown by ~2,200 seats.
Shortage %	49%	50.1%	Stagnant: Demand continues to outpace new supply.

Trends Over Time:

Per 10,000 Population (Supply Strategy)

2019: 11.8
2024: 11.5
2026 (Projected): 11.4
Change: -3.4% (Declining as population growth from immigration continues to outpace new physician entries).

Direct Care Workforce (Frontline Impact)

2023: 11.6 per 10,000 population
2024: 11.5 per 10,000 population
2025 (Latest): 11.4 per 10,000 population
Change: -1.7% over the last 24 months.

Growth Rate Deceleration (Long-term Pipeline)

2012-2016: 12.9%
2017-2021: 7.7%
2022-2026: ~6.8% (Estimated)
Deceleration: -6.1 percentage points from the 2012 peak.

Practice Pattern Changes (Access Realities)

Average patients per family physician per year:
- 2013: 1,746 patients
- 2021: 1,353 patients
- 2026 (Latest Study): ~1,280 patients
- Change: -26.7% (Driven by “team-based care” models and higher administrative time).
Physician Diversion: Over 32% of family physicians now provide services primarily outside of traditional comprehensive primary care (up from 30%).
- Emergency Medicine: 14.5%
- Psychiatry/Mental Health: 5.4%
- Sports Medicine/Sub-Specialties: 3.1%

Practice Pattern Changes:

Average patients per family physician per year:
- 2013: 1,746 patients
- 2021: 1,353 patients
- Change: -22.5%
30% of family physicians now provide services primarily outside primary care:
- Emergency medicine: 14.2%
- Psychiatry: 5.0%
- General surgery: 2.1%

2.3 Physician Demographics

Demographic	All Physicians	Family Medicine	Medical Specialists	Surgical Specialists
Average Age	49 years	50 years	49 years	51 years
Male	54%	49%	57%	65%
Female	46%	51%	43%	35%
Internationally Trained	27%	32%	23%	16%
Rural Location	7%	–	–	–
Urban Location	93%	–	–	–

2.4 Physician Compensation (2023-2024)

Specialty	Average Gross Clinical Payment	Payment Model Distribution
All Physicians	$383,000	FFS: 72%, Alternative: 28%
Family Medicine	$324,000	Predominantly FFS
Medical Specialists	$406,000	Mixed models
Surgical Specialists	$556,000	Predominantly FFS

Total Gross Clinical Payments:

2022-2023: $32.5 billion
2023-2024: $34.6 billion
Growth: +6.5%

3. Nursing Workforce

3.1 National Nursing Statistics (2024)

Nursing Category	Supply (Licensed)	Growth Rate (2023-2024)	Per 10,000 Population
Nurse Practitioners (NPs)	9,891	+9.9%	2.3
Registered Nurses (RNs)	~320,000	+1.1%	~78
Licensed Practical Nurses (LPNs)	~135,000	+3.0%	~33
Registered Psychiatric Nurses (RPNs)	~6,500	+2.0%	~1.6

3.2 Nurse Practitioners – Fastest Growing Profession

Growth Trajectory:

2020: 1.6 per 10,000 population
2024: 2.2 per 10,000 population
10-Year Average Annual Growth: 9% (highest among all health professions)

Direct Care Employment:

2023: 6,826 NPs
2024: 7,477 NPs
Growth: +651 (+9.5%)

Internationally Educated:

2023: 4.6%
2024: 4.5%

Supply-Demand Projections:

Expected to meet demand by 2031 if current training seat increases continue
Represents opportunity for workforce planners to expand NP roles in primary care

3.3 Registered Nurses – Backbone of Healthcare

Growth Patterns:

Comprise approximately 8 RNs per 1,000 population (largest health professional segment)
Recent growth slowdown:
- 2021: 2.5% annual growth
- 2022: 1.1% annual growth
- Deceleration: -1.4 percentage points

Direct Care Trends:

Hospital RN direct care workforce declined 0.6% (2021-2022)
Long-term care: 2,500 fewer nurses (-5.1%) working directly with patients (2021-2022)

Age Distribution Concerns:

Number of RNs aged 45-64 has decreased substantially
More RNs leaving direct care earlier in their careers

3.4 Internationally Educated Nurses (IENs)

Contribution to Workforce:

2017: 8% of newly licensed nurses
2022: 12% of newly licensed nurses
Growth: +4 percentage points

Recent Immigration Patterns:

In 2021, recent immigrants (13.0%) and non-permanent residents (10.8%) together accounted for 23.8% of all nurse aides, orderlies, and patient service associates aged 25-34

4. Allied Health Professionals

4.1 Comprehensive Supply Statistics (2023)

Profession	Supply	Annual Growth Rate	Per 1,000 Population
Pharmacists	~50,000	+2.2%	1.2
Physiotherapists	~32,000	+4.0%	0.8
Occupational Therapists	~18,000	+3.0%	0.4
Psychotherapists/Counselling Therapists	~15,000	+16.3%	0.4
Medical Laboratory Technologists	~18,000	-1.5%	0.4
Dental Assistants	~35,000	-1.4%	0.9

4.2 Fastest Growing and Declining Professions (2022-2023)

Fastest Growing:

Psychotherapists/Counselling Therapists: +16.3%
Nurse Practitioners: +9.7%
Physiotherapists: +4.0%
Occupational Therapists: +3.0%
Licensed Practical Nurses: +3.0%

Declining Professions:

Environmental Public Health Professionals: -7.7%
Medical Laboratory Technologists: -1.5%
Dental Assistants: -1.4%

4.3 Pharmacists

Supply Statistics:

Total: ~50,000 pharmacists
Growth rate deceleration:
- 2013-2017: 3.4% average annual growth
- 2018-2022: 2.2% average annual growth

Internationally Educated:

More than one-third (>33%) of pharmacists are international graduates
Highest proportion among allied health professionals

Expanded Scope:

Increasing prescribing authority for minor ailments across provinces
Providing immunizations, medication reviews, chronic disease consultations
Integration into primary care teams

5. Personal Support Workers (PSWs)

5.1 National PSW Statistics

Current Workforce (2022):

Approximately 350,000 PSWs employed across all sectors
Expected to need 700,000+ by 2032 (more than doubling)

5.2 Provincial Data – Alberta (Most Detailed Available)

Metric	2020	2024	Change
Total PSWs Employed	29,516	28,525	-991 (-3.0%)
Per 10,000 Population	60.8	58.3	-2.5
Part-time/Casual Employment	–	60%	–

Note: Alberta data likely under-reported as enrollment in Health Care Aide Directory is mandatory only for public sector workers.

5.3 Projected Requirements by Sector (2022-2043)

Sector	2022 Baseline	2043 Projection	Additional PSWs Needed
Home Care	76,000	115,000	+39,000 (+51%)
Hospitals	100,000	200,000	+100,000 (+100%)
Residential Care	174,000	385,000+	+211,000+ (+121%)

5.4 Ontario-Specific Projections

Projected Shortages by Year:

2032: 50,853 PSWs needed (government projections)
This represents a critical workforce gap requiring immediate attention

5.5 Compensation and Working Conditions

Hourly Wage Ranges (2024-2025):

National Average: $15.50 – $26.00 per hour
Ontario Urban Areas: $23.00 – $28.00 per hour
Entry Level (<1 year): $18.38 per hour
Early Career (1-4 years): $19.92 per hour
Maximum Pay: $25.16 per hour

Annual Salary Estimates:

Typical range: $40,000 – $50,000

Workforce Challenges:

63% have left or seriously considered leaving jobs in past 2 years (2024 survey)
70% experience monthly burnout
High turnover rates affecting continuity of care

2022 Baseline	2043 Projection
76,000	115,000
100,000	200,000
174,000	385,000+

6. Job Vacancies and Labour Demand

6.1 Overall Healthcare Vacancy Statistics

Period	Total Health Job Vacancies	Vacancy Rate	% of All Job Vacancies
2016	24,955	2.1%	6.5%
Q2 2022	120,140	4.9%	12.8%
Q3 2024	79,700	5.8%	15.0%
Q4 2024	78,600	5.6%	14.7%
Q1 2025	75,100	5.4%	14.3%

Key Trends:

Vacancy rates nearly tripled from 2016 to 2024
Despite recent declines, vacancies remain elevated compared to pre-pandemic (39,000 in Q4 2019)
Year-over-year decline Q1 2024 to Q1 2025: -17,600 (-19.1%)

6.2 Vacancies by Occupation (Q3 2024, Not Seasonally Adjusted)

Occupation	Vacancies	% of Total Health Vacancies	Vacancy Rate
Registered Nurses & RPNs	25,800	23.3%	6.2%
Personal Support Workers	30,800	25.7%	25.7%
Licensed Practical Nurses	10,600	13.3%	12.8%
Mental Health Workers	21,360	17.8%	8.4%
Nursing & Allied Health Professionals	25,800	–	–

Top 3 Occupations Account for:

63% of all health occupation vacancies (Q1 2025)

6.3 Long-Duration Vacancies

90+ Days Open:

Overall Health Occupations: 48.5% of vacancies (Q3 2024)
Licensed Practical Nurses: 49.9%
Nursing & Allied Health Professionals: 52.5%
Professional Health Occupations: 53.9%
National Average (All Occupations): 31.6%

Comparison:

Health occupations have the highest proportion of long-duration vacancies among 10 broad occupational categories

6.4 Regional Vacancy Disparities (2024)

Region Type	Vacancy Rate	% of Total Vacancies	Average Offered Wage (RN)
Accessible	5.5%	88.1%	$35.66/hour
Less Accessible	7.2%	9.4%	$36.28/hour
Remote	9.3%	2.5%	$37.49/hour

Key Findings:

Remote regions have vacancy rates nearly twice as high as accessible regions (9.3% vs. 5.5%)
Despite higher offered wages, remote vacancies remain open longer
Challenges in remote areas cannot be explained by wages alone

LPN Vacancy Rates by Region:

Accessible: 12.0%
Remote: 24.5% (more than double)

PSW Offered Wages (Inverse Pattern):

Accessible: $23.91/hour
Remote: $22.63/hour (lower in remote areas)

7. Supply-Demand Projections (2022-2034)

7.1 Projected Gaps by Profession (Base Case Scenario)

Profession	2022 Gap	2034 Projected Gap	Trend
Family Physicians	-22,823	-35,000 (est.)	Increasing
Registered Nurses	-15,000	-28,000	Increasing
Pharmacists	-5,000	-12,000	Increasing
Licensed Practical Nurses	-3,000	-1,500	Decreasing
Registered Psychiatric Nurses	-500	+200	Improving
Nurse Practitioners	-1,200	+500	Improving (potential surplus by 2031)
Occupational Therapists	-800	+300	Improving
Physiotherapists	-1,000	+400	Improving

7.2 Key Projection Insights

Worsening Gaps:

Family physicians, RNs, and pharmacists face growing shortages
Gap between supply and demand expected to widen significantly

Improving Situations:

NP supply projected to meet demand by 2031 (with continued training seat increases)
LPNs, RPNs, occupational therapists, and physiotherapists showing positive trajectories

Critical Note:

Even professions showing improvement are starting from significant existing shortages
Population growth and aging demographics create continuously moving targets

8. Internationally Educated Health Professionals (IEHPs)

8.1 National Statistics (2021 Census)

Total IEHPs in Canada:

259,695 internationally educated health care professionals (ages 18-64)
Represent 13% of all Canadians with postsecondary health education
Nearly 1/3 (31%) arrived in Canada between 2016-2021

8.2 Distribution by Province

Province/Territory	IEHP Count	% Female	Top Education Region
Ontario	116,310	70%	Asia (63%)
British Columbia	45,235	71%	Asia (60%)
Alberta	42,035	68%	Asia (68%)
Quebec	30,595	72%	Asia (55%)
Manitoba	11,680	69%	Asia (75%)
Saskatchewan	7,280	67%	Asia (73%)
Nova Scotia	3,195	74%	Asia (58%)
New Brunswick	1,675	63%	English-speaking West (21%)
Newfoundland & Labrador	915	61%	Asia (65%)
Prince Edward Island	475	68%	Asia (60%)
Territories (Combined)	605	70%	Asia (55%)

8.3 Labour Market Outcomes

Employment Rates:

IEHPs: 76%
Canadian-educated health professionals: 80%
Gap: -4 percentage points

Working in Health Occupations:

Overall: 58% of employed IEHPs work in health occupations
By field of study:
- Nursing: 69%
- Medicine: 67%
- Pharmacy: 63%
- Dentistry: 60%

Best Performing Provinces (% IEHPs in Health Occupations):

Newfoundland & Labrador: 74%
Nova Scotia: 65%+
Saskatchewan: 65%+
Rest of Canada: 46%

8.4 Educational Profile

Highest Level of Education:

Bachelor’s degree: 35%
Medical/Dental/Optometry degree: 20%
Below bachelor’s degree: 25%
Graduate degrees: 20%

Region of Education:

Asia: 63%
English-speaking Western countries: 11%
French-speaking European countries: 4%
Other: 22%

8.5 Immigration and Credential Recognition Initiatives

Federal Investments (2024-2026):

$77.1 million over 4 years for IEHP integration
- 120 specific training positions
- Increased assessment capacity
- Support for credential recognition navigation
$86 million to 15 organizations for foreign credential recognition
- Target: 6,600 IEHPs

Practice Eligibility Routes:

$1.49 million to expand Practice Eligibility Route for International Medical Graduates
$500,000 to understand barriers in existing programs

Provincial Initiatives:

British Columbia: Practice Ready Assessment expanded from 32 to 96 seats (tripled)
Ontario: Prohibiting Canadian work experience requirements (with exceptions)
Multiple provinces: Streamlined licensing, zero-cost registration pathways, bridging programs.

9. Workforce Renewal and Demographics

9.1 Age Distribution Challenges

Renewal Ratio (2024):

1.9 younger workers (ages 25-34) for every worker aged 55-64 in health occupations
Signals workforce renewal pressure

Physicians Nearing Retirement:

500,000 healthcare workers over age 55 (expected retirements within next decade)

Working Age Population Near Retirement (2021):

Record high 21.8% of working-aged population was 55-64 years old
Puts downward pressure on labour supply across all sectors

9.2 Immigration as Workforce Renewal Source

Nurse Aides, Orderlies, and Patient Service Associates (Ages 25-34, 2021):

Recent immigrants: 13.0%
Non-permanent residents: 10.8%
Combined: 23.8% of workforce in this age group

Education Levels of Immigrant PSWs:

47.1% of recent immigrant PSWs have bachelor’s degree or higher
Only 6.3% of Canadian-born PSWs have bachelor’s degree or higher
Indicates significant credential underutilization

9.3 Gender Distribution

Overall Healthcare Workforce:

Female: 79%
Male: 21%

By Profession:

Profession	% Female	% Male
Nursing (all categories)	88-92%	8-12%
Personal Support Workers	90%+	<10%
All Physicians	46%	54%
Family Physicians	51%	49%
Medical Specialists	43%	57%
Surgical Specialists	35%	65%
Pharmacists	62%	38%

10. Hospital Staffing and Agency Use

10.1 Hospital Workforce Indicators

Overtime Trends:

Steady rise in overtime hours (paid and unpaid) since pandemic
Critical for understanding true physician and nurse workload capacity

Direct Care Workforce Changes:

RNs in hospital direct care: -0.6% (2021-2022)
Long-term care nurses: -2,500 positions (-5.1%) (2021-2022)

10.2 Private Staffing Agency Usage

National Statistics (2023-2024):

Total Agency Hours: 7.8 million hours
Full-Time Equivalent: 4,010 FTE
% of All Worked Hours: 1%

Rural and Remote Hospitals:

Agency Hours: 2.1 million hours
Full-Time Equivalent: 1,090 FTE
% of All Worked Hours: >3%
Growth Since 2019-2020: +250%

Cost Implications:

Agency hours are more costly than regular staffing
May not be sustainable long-term
Indicates severe recruitment and retention challenges

11. Education and Training Capacity

11.1 Medical Education

Undergraduate Medical Education (UGME) Seats:

Gradual expansion across provinces
Ontario: Adding 100 new undergraduate seats
British Columbia: Expansion of up to 40 UGME seats (complete by 2024)
Simon Fraser University: First entirely new medical school in Western Canada in 55 years

Postgraduate Medical Training:

Ontario: Adding 154 postgraduate positions over 3 years
British Columbia: 122 new residences by 2028

Residency Matching Trends:

Unfilled family medicine residency seats decreased by almost 15 percentage points over past decade
Largely due to recruitment of international medical graduates in second-round matching

International Medical Graduate (IMG) Positions:

Increased allocation of residency positions for IMGs
Second-round matching has become critical for filling family medicine spots

11.2 Medical Residents – Training Location (2024-2025)

Training Location	Percentage
Canadian Medical Graduates	71%
International Medical Graduates	29%

Family Medicine Residency:

Higher proportion of IMGs compared to other specialties
Critical for addressing family physician shortage

11.3 Nursing Education Challenges

Barriers to Expansion:

Shortage of faculty members and preceptors
Limited clinical placements
Healthcare settings strained to accommodate students
Results in attrition from programs and failure to retain newly licensed nurses

Solutions Required:

Work environment improvements for retention
Investment in simulated learning opportunities
Adequate remuneration/incentives for preceptors
Increased administrative resources and funding

NP Education:

Training seats increasing
Expected to meet demand by 2031 with current trajectory

11.4 Allied Health Education

Occupational Therapy and Physiotherapy Specific Challenges:

Excessive patient contact hour requirements for accreditation
Significant barrier to accepting more students
Difficulty accommodating learners when healthcare delivery is strained

General Challenges Across Professions:

Limited number of teachers, faculty, preceptors
Scarcity of clinical placements
Insufficient administrative resources
Lack of investment in simulated learning

11.5 PSW Training Trends (2018-2023)

Applications:

Most community colleges reported no change or decrease
Some programs showing increased applications
Overall positive trend but not widespread enough

Enrolment:

Over 1/3 of training programs reported fewer students since pandemic
Despite millions in government investment

Completions:

Mixed results across institutions
More programs reporting increases than decreases
But insufficient to meet projected demand

Government Investments:

Ontario: Free tuition and workforce-entry bonuses
Alberta: HCA Education Bursary Program ($9,000 per student)
Federal: National occupational standard for personal care providers

12. Retention and Burnout

12.1 Reasons for Leaving Healthcare Jobs

Top Factors Cited:

Workplace burnout
High patient workloads
Administrative burden
Fear for personal safety
Inadequate compensation
Limited career advancement opportunities
Poor work-life balance

12.2 Burnout Statistics by Profession

Physicians:

Unprecedented levels of burnout reported in 2021 National Physician Health Survey
Particularly acute among:
- Cancer care physicians in Ontario
- Cardiovascular physicians

Nurses:

CFNU Member Survey (2024) documented high burnout rates
Long-term care nurses especially affected during and post-pandemic
Workplace-related distress contributing to exits

Pharmacists:

National survey shows mental health has improved but continued challenges
Need for more support and investments

Personal Support Workers:

63% have left or seriously considered leaving in past 2 years (2024)
70% experience monthly burnout
Highest turnover rates in healthcare workforce

12.3 Retention Initiatives

National:

$3.5 million to RCPSC for National Plan for Health Workforce Well-Being
Nursing Retention Toolkit developed with nursing community
Criminal Code amendments to protect health workers from threats/violence
$100 million for mental health support (COVID-affected workers)
$50 million for PTSD support (frontline workers)

Provincial Examples:

British Columbia: Peer support and mentoring programs ($99.5 million over 3 years for nursing)
Ontario: 11% wage increase for hospital nurses over 2 years (as of July 2023)
Multiple provinces: Retention bonuses, signing bonuses, return-of-service agreements

13. Scope of Practice Expansions

13.1 2024 Policy Changes

Nurse Practitioners:

Expanded prescribing authority across most jurisdictions
Broader scope for managing minor ailments independently
Some provinces adding prescribing powers for certain medications

Registered Nurses:

Newfoundland and Labrador: Prescribing powers with training
Ontario: Prescribing powers with training
British Columbia: Prescribing powers with training

Licensed Practical Nurses:

Ontario: Regulations allowing independent performance of certain controlled acts in specific settings

Pharmacists:

Most jurisdictions: Expanded prescribing for minor ailments
Growing role in immunizations and chronic disease management
Integration into primary care teams

Midwives:

Expanded prescribing powers in several provinces

Paramedics:

Some provinces allowing delivery of medical diagnostic services in community settings

13.2 Impact on Workforce Utilization

Benefits:

Better utilization of highly skilled professionals
Improved access to care, especially in underserved areas
Reduced burden on family physicians
Decreased wait times for specific services

Challenges:

Need for adequate training and support
Ensuring patient safety and quality of care
Coordination across professions
Resistance from some professional groups

14. Primary Care Access Crisis

14.1 Canadians Without Regular Healthcare Provider

2024 Statistics:

5.7 million Canadian adults lack regular healthcare provider
Represents significant barrier to timely, preventive care

Children and Youth (2024):

11% without primary care provider
Most commonly due to:
- Waitlists
- No clinics accepting new patients

Access Gaps:

89% of children/youth have primary care provider
11% gap represents hundreds of thousands without access

14.2 Nurses Serving Seniors

Metric Deterioration:

2013: 59 nurses per 1,000 seniors (age 65+)
2022: 52 nurses per 1,000 seniors
Decline: -11.9%

Implications:

Supply not keeping pace with aging population
Increased workload per nurse caring for seniors
Quality of care concerns

15. Provincial and Territorial Spotlight

15.1 Ontario

Healthcare Employment (2023):

971,100 workers (12.3% of provincial workforce)
GDP Contribution: $62.4 billion (2024)

Key Initiatives:

100 new undergraduate medical education seats
154 new postgraduate positions over 3 years
Prohibiting Canadian work experience requirements for licensing (with exceptions)
11% wage increase for hospital nurses over 2 years (July 2023)

Physician Statistics (2024):

45,932 active physicians
Physician-to-population ratio: 104.7 per 100,000

PSW Projections:

50,853 additional PSWs needed by 2032

15.2 British Columbia

Key Investments and Initiatives:

Practice Ready Assessment seats tripled from 32 to 96
40 new UGME seats (completed 2024)
122 new residency positions by 2028
$99.5 million over 3 years for nursing recruitment and retention
Simon Fraser University Medical School (first new medical school in Western Canada in 55 years)

IEHP Population:

45,235 internationally educated healthcare professionals

15.3 Alberta

Personal Support Workers:

28,525 PSWs in 2024 (down from 29,516 in 2020)
58.3 per 10,000 population
60% employed part-time or casual

Education Investments:

HCA Education Bursary Program: $9,000 per student

IEHP Population:

42,035 internationally educated healthcare professionals (68% educated in Asia)

15.4 Quebec

Healthcare Workforce:

Unique regulatory landscape with professional orders
IEHP population: 30,595 (55% educated in Asia)
French language requirements add complexity to IEHP integration

15.5 Prairie Provinces

Manitoba:

11,680 IEHPs (75% educated in Asia)
High reliance on internationally educated professionals

Saskatchewan:

7,280 IEHPs (73% educated in Asia)
65%+ of IEHPs working in health occupations (among highest in Canada)

15.6 Atlantic Provinces

Nova Scotia:

3,195 IEHPs (58% educated in Asia)
65%+ of IEHPs working in health occupations (among highest in Canada)

New Brunswick:

1,675 IEHPs
Unique pattern: 21% educated in English-speaking Western countries (highest proportion nationally)

Newfoundland & Labrador:

915 IEHPs (65% educated in Asia)
Highest IEHP utilization rate in Canada: 74% working in health occupations
RN prescribing powers with training

Prince Edward Island:

475 IEHPs (60% educated in Asia)
Small population requires targeted recruitment strategies

16. Geographic Distribution and Rural Challenges

16.1 Urban vs. Rural Physician Distribution

All Physicians:

Urban locations: 93%
Rural locations: 7%
Population distribution disparity not adequately addressed

Family Physicians:

Rural areas particularly underserved
Higher proportion of older physicians in rural settings
Recruitment and retention challenges

16.2 Rural Health Workforce Challenges

Vacancy Rates (2024):

Remote: 9.3%
Less Accessible: 7.2%
Accessible: 5.5%

Remote Regions:

Vacancy rates nearly double accessible regions
Remain open longer despite higher offered wages
Non-wage factors critical (housing, family considerations, professional isolation)

LPN Vacancies:

Remote: 24.5%
Accessible: 12.0%
More than double in remote areas

16.3 Northern and Remote Communities

Unique Challenges:

Limited infrastructure
Geographic isolation
Cultural competency requirements
High turnover rates
Reliance on temporary staffing solutions

Agency Use in Rural/Remote Hospitals:

2.1 million agency hours (2023-2024)
Represents >3% of all worked hours
250% increase since 2019-2020

17. Technology and Workforce Transformation

17.1 Virtual Care Adoption

Post-Pandemic Permanence:

Telehealth and virtual care permanently expanded healthcare delivery options
Some provinces reporting 30-40% of primary care visits conducted virtually

Impact on Workforce:

Allows physicians to serve larger geographic areas
Enables consultations across provincial boundaries (with regulatory cooperation)
Reduces travel burden for patients and providers
Questions remain about equitable access and appropriate use

17.2 Digital Health Tools

Adoption Areas:

Electronic medical records (EMRs)
E-prescribing
Remote patient monitoring
AI-assisted diagnostics (emerging)

Workforce Implications:

Training requirements for digital literacy
Time savings in documentation and coordination
Cybersecurity and privacy considerations
Variable adoption rates across provinces and practice settings

17.3 Automation and AI

Potential Applications:

Administrative task automation
Diagnostic support
Medication management
Workflow optimization

Current Status (2024-2026):

Early adoption phase
Limited large-scale implementation
Regulatory frameworks under development
Workforce skill requirements evolving

18. Compensation Trends and Economics

18.1 Physician Compensation Growth (2023-2024)

Total Clinical Payments:

2022-2023: $32.5 billion
2023-2024: $34.6 billion
Growth: +6.5%

Average Gross Clinical Payments by Specialty (2023-2024):

All Physicians: $383,000
Family Medicine: $324,000
Medical Specialists: $406,000
Surgical Specialists: $556,000

Payment Model Distribution:

Fee-for-service: 72%
Alternative payment arrangements: 28%

18.2 Nurse Compensation

Registered Nurses (2024 Estimates):

Entry level: $55,000 – $65,000
Mid-career: $70,000 – $85,000
Senior/Specialized: $85,000 – $105,000

Nurse Practitioners:

Average: $95,000 – $115,000
Range varies significantly by province and practice setting

Licensed Practical Nurses:

Average: $48,000 – $62,000

Recent Adjustments:

Ontario hospital nurses: 11% increase over 2 years (July 2023)
Various provinces offering recruitment bonuses ($5,000-$20,000)
Retention bonuses in hard-to-recruit areas

18.3 Allied Health Compensation

Pharmacists:

Average: $95,000 – $110,000
Community pharmacy often lower than hospital/clinical

Physiotherapists:

Average: $65,000 – $85,000
Private practice highly variable

Occupational Therapists:

Average: $65,000 – $80,000

18.4 Personal Support Workers

Hourly Wages (2024-2025):

National average: $15.50 – $26.00
Ontario urban: $23.00 – $28.00
Entry level: $18.38
Early career (1-4 years): $19.92
Maximum: $25.16

Annual Salaries:

Typical: $40,000 – $50,000
Full-time equivalents often difficult to achieve due to part-time/casual nature

Regional Variations:

Remote offered wages (PSW): $22.63 (lower than accessible regions)
Accessible: $23.91

Compensation Challenges:

Wages not commensurate with demanding nature of work
Benefits often limited for part-time/casual workers
Contributing factor to high turnover and recruitment difficulties

19. Diversity, Equity, and Inclusion

19.1 Gender Representation

Overall Healthcare Workforce:

79% female, 21% male
Significant gender imbalance in most health professions

Physician Gender Trends:

New graduates: Majority female
Medical specialists: 43% female
Surgical specialists: 35% female (lowest)
Family physicians: 51% female (parity achieved)

Future Outlook:

Expected shift toward female-majority physician workforce
Implications for part-time work preferences and work-life balance considerations

19.2 Indigenous Health Workforce

Current Status (Limited Data Available):

Significant underrepresentation relative to population
Growing emphasis on cultural competency training
Indigenous-led health services requiring Indigenous healthcare providers

Initiatives:

Targeted recruitment programs at medical and nursing schools
Indigenous health curricula development
Support for Indigenous students in health professions

19.3 Racial and Ethnic Diversity

Internationally Educated Professionals:

63% of IEHPs educated in Asia
Significant contributions to workforce diversity
Underutilization of credentials remains concern

Cultural Competency:

Increasing emphasis in education and practice
Language diversity in healthcare delivery
Need for diverse workforce to serve diverse population

20. Key Policy Recommendations and Future Directions

20.1 Immediate Priorities (2026-2028)

Supply Expansion:

Increase medical school seats by minimum 15% nationally
Add 5,000 nursing education seats across Canada
Double PSW training program capacity
Expand residency positions, especially in family medicine

Credential Recognition:

Standardize IEHP assessment processes across provinces
Reduce timeline for credential recognition to 6 months
Eliminate Canadian work experience requirements
Fund comprehensive bridging programs

Retention:

Address burnout through workload management
Implement competitive compensation across all professions
Provide mental health supports and peer programs
Create career advancement pathways for PSWs and LPNs

20.2 Medium-Term Strategies (2028-2032)

Workforce Planning:

Establish national health human resources database
Implement predictive modeling for future needs
Coordinate pan-Canadian recruitment and retention strategies
Align education capacity with projected demand

Scope of Practice:

Continue expanding scope for NPs, RNs, LPNs, pharmacists
Remove barriers to full scope practice
Support team-based care models
Leverage all professionals to full potential

Technology Integration:

Invest in digital health infrastructure
Provide training for virtual care delivery
Explore AI and automation opportunities
Ensure equitable access to technology-enabled care

Rural and Remote:

Create sustainable rural practice models
Offer competitive incentives beyond wages
Develop locum relief programs
Support professional development in rural areas

20.3 Long-Term Vision (2032+)

Transformation:

Shift from reactive to proactive workforce planning
Integrate health workforce planning with health system transformation
Develop flexible, adaptable workforce capable of responding to future crises
Create sustainable funding models supporting workforce innovation

Equity:

Achieve representative workforce reflecting Canadian diversity
Ensure equitable geographic distribution
Address social determinants impacting health workforce
Build culturally safe healthcare environment

Quality:

Prioritize worker wellbeing as patient safety imperative
Implement evidence-based retention strategies
Foster continuous learning and professional development
Create supportive, collaborative work environments

21. Data Sources and References

This comprehensive data hub synthesizes information from the following authoritative sources:

Government and National Organizations:

Canadian Institute for Health Information (CIHI) – Health Workforce Database, Supply Distribution and Migration reports
Statistics Canada – Labour Force Survey, Job Vacancy and Wage Survey, Census data
Health Canada – Health workforce planning initiatives and investments
Employment and Social Development Canada (ESDC) – Job vacancy data and labour market information

Provincial Health Authorities:

Provincial health ministries (ON, BC, AB, QC, NS, NB, NL, PE, MB, SK)
Alberta Health Services – Health Care Aide Directory
Ontario Health – Workforce planning and projections

Professional Organizations:

Canadian Medical Association (CMA) – Physician workforce data
Canadian Nurses Association (CNA) – Nursing workforce statistics
Canadian Federation of Nurses Unions (CFNU) – Member surveys and reports
Royal College of Physicians and Surgeons of Canada (RCPSC) – Specialty training data
College of Family Physicians of Canada (CFPC) – Family medicine workforce analysis
Canadian Pharmacists Association (CPhA) – Pharmacist workforce data

Research and Academic Sources:

Canadian Health Workforce Network (CHWN) – Research reports and projections
Conference Board of Canada – Economic analysis and projections
University research centers – Workforce studies and analyses

Media and Industry Reports:

Canadian Healthcare Network – Industry news and statistics
Healthcare of Ontario Pension Plan (HOOPP) – PSW workforce studies
National and provincial news organizations – Current developments and policy changes

22. Methodology and Data Limitations

Data Collection Approach:

This data hub aggregates the most recent publicly available statistics from multiple authoritative sources, with priority given to:

Government statistical agencies (CIHI, Statistics Canada)
Professional regulatory bodies and associations
Peer-reviewed research and official reports
Provincial health ministries and authorities

Temporal Coverage:

Primary focus: 2024-2026 data
Historical comparisons: 2016-2024
Projections: Up to 2043 where available

Known Limitations:

Data Lag:

Most comprehensive national data has 1-2 year lag
Some statistics represent 2023-2024 figures reported in 2025-2026

Definitional Variations:

Different provinces may define occupational categories differently
“Direct care” vs. “total workforce” distinctions vary
Part-time equivalent calculations not standardized

Coverage Gaps:

PSW data particularly challenging (not universally regulated)
Private sector employment often under-reported
Rural and remote data less comprehensive
Some professions lack national coordination

Projection Uncertainty:

Supply-demand models rely on assumptions about immigration, education capacity, retention rates
Policy changes can rapidly alter projections
Pandemic effects create unusual baseline periods

Privacy and Confidentiality:

Small cell sizes suppressed in some regional data
Individual-level data aggregated, limiting granular analysis

Data Quality Ratings:

High Confidence (Robust National Datasets):

Physician supply and demographics
Registered nurse supply
Overall job vacancy rates
IEHP census data

Moderate Confidence (Some Gaps or Lags):

Allied health professional supply
Nurse practitioner growth rates
Provincial workforce distributions
Compensation data

Lower Confidence (Limited Standardization):

Personal support worker statistics
Burnout and retention rates
Rural-specific detailed breakdowns
Future demand projections beyond 5 years

Conclusion

With 2.1 million dedicated professionals serving a growing and aging population, the system faces simultaneous challenges of supply shortages, geographic maldistribution, burnout and retention crises, and evolving care delivery models.

The data paint a clear picture: despite growth in absolute numbers, supply has not kept pace with demand across most health professions.

The 49% shortage of family physicians, 78,600 persistent job vacancies, and projected need to more than double the PSW workforce by 2032 represent urgent policy imperatives.

Yet opportunities exist. Internationally educated health professionals represent 13% of the health-educated workforce and a critical recruitment pathway.

Scope of practice expansions for nurses, pharmacists, and other professionals can improve access and efficiency.

Technology and virtual care offer tools to extend workforce reach. Strategic investments in education, credential recognition, and retention can bend the curve.

The path forward requires coordinated action across federal, provincial, and territorial governments, educational institutions, professional organizations, employers, and individual health workers.

The decisions made in 2026-2027 will shape healthcare delivery for decades to come.

This data hub will be updated as new statistics become available, ensuring healthcare planners, policymakers, researchers, and stakeholders have access to the most current workforce intelligence for evidence-based decision-making.

This data hub is intended for informational purposes and represents the most comprehensive publicly available data at the time of compilation. Users should verify specific statistics with original sources for critical applications.