These healthcare staffing trends won’t ease in 2026, but will evolve with regulatory changes and demand in allied health. Understanding trends for 2026 and partnering with workforce training groups — such as MedCerts Partner Solutions — will empower leaders to develop strong workforce plans.
1. Persistent Shortages Will Continue Across Clinical and Allied Health Roles
Healthcare workers are still tired and frustrated, and it’s affecting retention. In a recent survey, 55% of healthcare workers said they plan to find a new job in the next year, and 84% report feeling taken for granted.
Retirement and allied healthcare worker departures are compounding the issue, and education isn’t catching up. New healthcare employees aren’t joining the workforce fast enough to replace them, creating a high demand. Traditional recruitment methods are not enough to handle the strain, and employers will need to be creative to attract candidates.
2. Internal Flexible Staffing Will Become a Core Strategy
Many healthcare organizations are increasingly relying on agency staffing to fill essential allied health roles as workforce shortages continue. For example, after heavy dependence on travel nursing, a flexible staffing strategy is emerging through internal float pools and a gig economy. Employers are using per diem staff who are local and on call, lending better cost control and flexibility in filling gaps. The per diem nursing market is expected to grow 6.5% by 2033.
Additionally, cross-training in microcredentials and developing internal career pathways will allow staff to pick up additional roles, adding to the internal float system. Training with MedCerts programs allows employers to upskill staff quickly and enhance multirole potential.
3. Regulatory Pressure Will Force Better Staffing Practices
The Joint Commission released the National Performance Goal 12 to improve hospital staffing. New for January 2026, hospitals will report their ability to maintain adequate staffing that meets patient needs.
This regulatory shift focuses on patient safety and increases accountability for staffing practices. The performance goal affects every service area, and employers must have adequate ratios and a clear staffing plan.
Short-term fixes, like staffing agencies, are not enough to meet these new standards and failure could affect accreditation. A better long-term solution is to build a pipeline of skilled workers through a workforce training partner.
4. Technology and AI Will Reshape Workforce Planning
Advances in machine learning, gen AI and deep neural networks have created more accurate predictive models. These predictive analytics help leaders anticipate changes in patient health or seasonal patterns. Employers can then estimate demand and adapt scheduling to prevent shortages.
However, training must also evolve to keep up with the rapid progression of technology. Staff will require digital skills in new software and enhanced EHR abilities. Training programs that focus on tech-enabled healthcare workflows will be essential.
5. High-Demand Growth in Allied Health and Advanced Practice Roles
Forecasts for 2026 and beyond show high demand for allied health roles, including multiple categories of therapists and technicians. The Bureau of Labor Statistics projects 1.9 million openings every year across the entire industry until 2034.
Advanced practice roles — such as nurse practitioners — are also in high demand with a growth rate of 35% until 2034. However, allied health workers make up 60% of the healthcare workforce, and the largest volume growth is happening within these roles.
Allied and clinical support roles are foundational to patient care. Developing credential-based training pathways will be key in creating a scalable pipeline of skilled staff that can support staffing needs.
Overall, expect 2026 to be another tough year for staffing. However, creative strategies based on data-led planning, flexible scheduling and workforce training will build resilient operations.
