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Nurse Migration and Workforce Dynamics in the Eastern Mediterranean Region
Abdulqadir J Nashwan1, Salam Bani Hani2, Lamiaa Abd El Hakeem Ali Ahmed3,4
1Nursing and Midwifery Research Department, Hamad Medical Corporation, Doha, Qatar.
Nurse migration is a defining feature of health workforce dynamics in the Eastern Mediterranean Region (EMR), which functions as both a source and destination for internationally mobile nurses. Persistent workforce shortages, increasing healthcare demands, demographic changes, and sociopolitical instability in some countries have intensified cross-border mobility, raising concerns about workforce sustainability and equitable access to nursing care. This paper examines evolving patterns of nurse migration in the EMR and identifies policy priorities to support a sustainable nursing workforce. Drawing on findings from a recent global nurse migration report and relevant regional and international literature, the paper critically synthesizes evidence on migration trends, workforce distribution, and policy responses, with particular attention to governance, nursing education, and recruitment practices. The review highlights contrasting migration patterns across the region. Several middle-income countries continue to experience significant outward migration driven by economic opportunities, career advancement, and working conditions, whereas high-income countries rely extensively on internationally educated nurses to address workforce shortages and support health system expansion. Although initiatives promoting ethical international recruitment, workforce monitoring, and national workforce development are increasing, important challenges remain, including fragmented governance, inconsistent regulatory frameworks, limited educational capacity, sociocultural barriers to nursing careers, and difficulties retaining experienced nurses. Strengthening workforce sustainability in the EMR will require coordinated national and regional workforce planning, greater investment in nursing education, effective retention strategies, enforcement of ethical recruitment practices, and enhanced regional collaboration. These measures can strengthen local nursing capacity, improve workforce stability, and support resilient health systems capable of delivering high-quality, equitable patient care.
Nurse migration is a defining feature of health workforce dynamics in the Eastern Mediterranean Region (EMR), which functions as both a source and destination for internationally mobile nurses. Persistent workforce shortages, increasing healthcare demands, demographic changes, and sociopolitical instability in some countries have intensified cross-border mobility, raising concerns about workforce sustainability and equitable access to nursing care. This paper examines evolving patterns of nurse migration in the EMR and identifies policy priorities to support a sustainable nursing workforce. Drawing on findings from a recent global nurse migration report and relevant regional and international literature, the paper critically synthesizes evidence on migration trends, workforce distribution, and policy responses, with particular attention to governance, nursing education, and recruitment practices. The review highlights contrasting migration patterns across the region. Several middle-income countries continue to experience significant outward migration driven by economic opportunities, career advancement, and working conditions, whereas high-income countries rely extensively on internationally educated nurses to address workforce shortages and support health system expansion. Although initiatives promoting ethical international recruitment, workforce monitoring, and national workforce development are increasing, important challenges remain, including fragmented governance, inconsistent regulatory frameworks, limited educational capacity, sociocultural barriers to nursing careers, and difficulties retaining experienced nurses. Strengthening workforce sustainability in the EMR will require coordinated national and regional workforce planning, greater investment in nursing education, effective retention strategies, enforcement of ethical recruitment practices, and enhanced regional collaboration. These measures can strengthen local nursing capacity, improve workforce stability, and support resilient health systems capable of delivering high-quality, equitable patient care.
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