Factors influencing the attraction and retention of health professionals in underserved areas: a national survey
1
Center for Education in Public Health (NESCON), Federal University of Minas Gerais (UFMG), Belo Horizonte, Brazil
2
Pontifical Catholic University of Minas Gerais (PUC-Minas), Belo Horizonte, Brazil
Popul. Med. 2026;8(Supplement Supplement 1):A3528
ABSTRACT
INTRODUCTION:
Attracting and retaining health professionals in rural and remote areas remains a critical challenge for Brazil’s Unified Health System. Persistent labor market inequalities and regional maldistribution continue to limit equitable access to care. Understanding the attributes that influence professional mobility is essential for designing evidence-based workforce policies. This study provides national evidence on the key drivers of professional attraction and retention in Brazil.
METHODS:
A nationwide online survey was conducted (June–November 2025) with 5543 health professionals working in or eligible for Primary Health Care (PHC). The questionnaire collected data on sociodemographics, professional background, geographic mobility, income, and perceived importance of specific incentives. Data were analyzed using descriptive statistics, stratified by profession and region.
RESULTS:
Survey respondents included physicians, nurses, dentists, psychologists, physiotherapists, pharmacists, and other PHC professionals. The workforce was predominantly female (72%), with a mean age of 40 years, and showed substantial income heterogeneity, with mean monthly salaries ranging from approximately US$ 587 among physical education professionals to US$ 2973 among physicians. Geographic distribution was starkly uneven: while the Southeast concentrated over 40% of the workforce, the North and Northeast, regions facing the most acute health professional shortages, functioned as net labor exporters, with physicians exhibiting the highest interregional mobility. Financial incentives, particularly remuneration and employment stability, were the primary drivers of attraction across all professional groups. Benefits linked to the More Doctors Program (Programa Mais Médicos), including salary supplements, housing support, and educational incentives, were rated as decisive policy levers, especially among younger professionals and those in precarious employment.
CONCLUSIONS:
Workforce distribution in Brazil reflects persistent regional and professional inequalities. Sustainable retention strategies must combine robust financial incentives with career development opportunities and improved working conditions. These findings underscore the need for comprehensive federal policies to ensure equitable health coverage in underserved and remote areas.
Attracting and retaining health professionals in rural and remote areas remains a critical challenge for Brazil’s Unified Health System. Persistent labor market inequalities and regional maldistribution continue to limit equitable access to care. Understanding the attributes that influence professional mobility is essential for designing evidence-based workforce policies. This study provides national evidence on the key drivers of professional attraction and retention in Brazil.
METHODS:
A nationwide online survey was conducted (June–November 2025) with 5543 health professionals working in or eligible for Primary Health Care (PHC). The questionnaire collected data on sociodemographics, professional background, geographic mobility, income, and perceived importance of specific incentives. Data were analyzed using descriptive statistics, stratified by profession and region.
RESULTS:
Survey respondents included physicians, nurses, dentists, psychologists, physiotherapists, pharmacists, and other PHC professionals. The workforce was predominantly female (72%), with a mean age of 40 years, and showed substantial income heterogeneity, with mean monthly salaries ranging from approximately US$ 587 among physical education professionals to US$ 2973 among physicians. Geographic distribution was starkly uneven: while the Southeast concentrated over 40% of the workforce, the North and Northeast, regions facing the most acute health professional shortages, functioned as net labor exporters, with physicians exhibiting the highest interregional mobility. Financial incentives, particularly remuneration and employment stability, were the primary drivers of attraction across all professional groups. Benefits linked to the More Doctors Program (Programa Mais Médicos), including salary supplements, housing support, and educational incentives, were rated as decisive policy levers, especially among younger professionals and those in precarious employment.
CONCLUSIONS:
Workforce distribution in Brazil reflects persistent regional and professional inequalities. Sustainable retention strategies must combine robust financial incentives with career development opportunities and improved working conditions. These findings underscore the need for comprehensive federal policies to ensure equitable health coverage in underserved and remote areas.
| eISSN: | 2654-1459 |
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