For years, Canada has faced a growing nursing workforce challenge — with persistent shortages, an aging population, and systemic barriers slowing the integration of internationally trained professionals. In response, some provinces have recently adopted innovative recruitment strategies to attract nurses from abroad, including those trained and licensed in the United States. This article explores why Canada is now actively recruiting U.S. nurses, how it’s doing so, the broader context of international nursing labour flows, regulatory hurdles, and what this means for Canadian healthcare overall.

1. Background: Canada’s Nursing Shortage

Canada’s healthcare system has long been strained by nursing shortages — a concern that predates the COVID-19 pandemic but was sharply intensified by it. According to labour market data, nursing vacancies and workforce gaps have grown significantly in recent years, with long-term trends showing rising demand and insufficient domestic supply of nurses. WES

Several factors contribute to this situation:

• Demographic changes — Canada’s population is aging faster than its nursing workforce, increasing demand for skilled care.
• Retention challenges — High workloads, burnout, and retirement of experienced nurses are driving some practitioners out of clinical roles.
• Credential barriers — Many internationally educated nurses (IENs) already residing in Canada face lengthy and complex licensing processes before they can practice, meaning many are under-employed or working in non-nursing roles despite their qualifications. Moving2Canada

The collective result is a gap between the number of nurses needed and the number available, particularly in acute and long-term care settings.

2. Canada’s New Recruitment Strategy: Attracting U.S. Nurses

Traditionally, Canada has recruited internationally educated nurses from a diverse array of countries, with long-standing programs aimed at immigrants from the Philippines, India, the United Kingdom, Australia, and other jurisdictions. In 2025, British Columbia (B.C.) introduced a streamlined credential recognition process that has positioned the province as a pioneer in hiring nurses trained and licensed in the United States. news.gov.bc.ca

2.1 What Changed

Previously, foreign-trained nurses — including those from the U.S. — often had to undergo a third-party assessment of their credentials before applying to a provincial nursing regulatory body. This process could take months. Recent policy changes in B.C. now allow U.S. nurses to apply directly to the BC College of Nurses and Midwives, which accesses shared databases of U.S. licensure, exams, and employment history to quickly determine eligibility. This has dramatically reduced registration times, in some cases from months to just days.

2.2 Results So Far

Since launching the streamlined pathway and coordinated recruitment campaign in early 2025:

• Applications from U.S.-trained nurses increased by over 127 %. 
• Nearly 1,200 health professionals from the U.S. — including physicians, nurse practitioners, registered nurses, and allied health workers — expressed interest in working in B.C. 

These numbers signal high interest from U.S. nurses — many of whom are drawn to Canada’s publicly funded healthcare system, geographic appeal, and, increasingly, expedited regulatory processes.

2.3 Why U.S. Nurses Are Interested

Several factors help explain why American nurses might consider relocating to Canada:

• Registrations are now faster and more straightforward than in previous years.
• Canada’s universal healthcare system is seen by many U.S. nurses as supportive of patient-centred care.
• Some nurses seek work–life balance or professional environments different from those in the U.S., where private healthcare dynamics can influence workflow.
• Faster pathways may also align with immigration plans for permanent residency. 

The opportunity to work in places like B.C. offers not only clinical experience but also potential avenues for permanent residency — an attractive proposition for many healthcare professionals.

3. Beyond B.C.: National Initiatives for Foreign-Trained Nurses

While B.C.’s policy is one of the most visible examples, national and provincial efforts across Canada aim to improve the integration of internationally educated nurses. These include:

3.1 Federal Support and Funding

The Canadian government has directed funding toward initiatives that help internationally educated health professionals, including nurses, integrate into the Canadian workforce. For example:

• Investments of $86 million to expedite foreign credential recognition and support about 6,600 internationally trained health professionals to enter practice sooner. 
• Pilot mentorship programs and residency support to help newer or internationally trained nurses transition more effectively into the Canadian system. 

In 2025, the Pre-Arrival and Post-Arrival Supports and Services (PASS) Program was launched to provide free, personalized support to internationally educated nurses and other health professionals, helping them prepare for licensure and employment before and after arrival. en_US

3.2 Dedicated Immigration Streams

Canada’s immigration strategy has also adapted to prioritize skilled health workers. Changes to the Express Entry system allow for category-based invitations targeting health professionals, including nurses, giving them a more direct pathway to permanent residency. 

3.3 Provincial Initiatives

Different provinces are experimenting with unique approaches:

• Nova Scotia has simplified licensure for nurses from select countries, effectively reducing processing times from months to weeks or even days in some cases. Canada Immigration Services
• Ontario and other provinces invest in supervised practice experiences or bridging programs allowing internationally trained nurses to demonstrate skills while obtaining Canadian licensure. 

These regional approaches highlight the complexity of Canada’s federal system, where regulatory authority for nursing resides with provincial bodies but labor force pressures are national.

4. The Broader Workforce Context: Barriers and Opportunities

Attracting U.S. nurses and other internationally trained professionals is only part of the solution to Canada’s nursing shortage. A broader view of workforce dynamics reveals key challenges as well as opportunities.

4.1 Under-utilization of Internationally Educated Nurses

Despite proactive recruitment, many internationally educated nurses already in Canada are not working in nursing roles — a mismatch of skills and employment that represents a lost opportunity. As one report shows, only around 42 % of internationally educated nurses employed in Canada are working in registered nursing roles, with many either under-employed or in different occupations. 

This under-utilization stems largely from licensing, documentation, and credential recognition barriers that vary across provinces and often involve multiple assessments.

4.2 Credential Recognition Challenges

Provinces have differing requirements for language proficiency, competency exams, supervised practice, and documentation verification. These inconsistencies can delay or deter qualified nurses from joining the workforce, contributing to staffing gaps even as demand rises. 

4.3 Addressing Workforce Retention

Recruitment is only half the battle; retention is equally vital. Canada must also improve working conditions, career progression opportunities, and support systems to retain both domestic and internationally recruited nurses within the profession.

5. Impacts on Health Service Delivery

The recruitment of U.S. nurses and other international professionals has real effects on healthcare delivery across Canada, particularly in areas struggling with nurse staffing shortages.

5.1 Supporting Rural and Remote Communities

Many rural and underserved regions have the greatest need for nurses, where shortages can hamper access to essential care. Recruitment campaigns often emphasize opportunities in such communities, where nurses may have significant impact both clinically and socially.

5.2 Strengthening Specialized Care Areas

Recruitment has also targeted areas such as oncology, emergency care, and primary care — specialties where gaps can have immediate consequences for patient outcomes. Government and health authorities often highlight these roles in recruitment materials, aiming to balance staffing across critical service lines. 

5.3 Complementary Supports for Broader Healthcare Needs

Staffing nurses more effectively also supports other critical facets of health services. For example, reliable emergency response and community-based care, such as services offered through community centers including First Aid Winnipeg, depend on stable nursing teams and trained health personnel for optimal service delivery. [keyword integrated]

6. Role of Recruitment Partners and Agencies

Efforts to recruit nurses from abroad often involve partnerships with recruitment firms, professional networks, and healthcare staffing organizations.

In Canada and internationally, a nurse staffing agency can play a key role in connecting qualified nurses with employers, assisting with credentialing, relocation logistics, and job placement once licensure is complete. [keyword integrated] These agencies often work closely with healthcare facilities to fill permanent and temporary staffing needs, particularly in regions with acute shortages.

7. Ethical Considerations and Global Responsibility

While recruiting nurses from abroad helps address Canada’s shortages, it also raises questions about ethical recruitment and its impact on source countries. International recruitment must balance domestic needs with global equity, especially when drawing talent from nations facing their own healthcare workforce gaps.

Canada is a signatory to the World Health Organization’s Global Code of Practice on the International Recruitment of Health Personnel, which calls for responsible practices that do not disadvantage source countries. This includes ethical recruitment standards, bilateral agreements, and efforts to support capacity building in partner nations.

8. Looking Ahead: Policy and Practice Priorities

Canada’s efforts to attract U.S.-trained nurses and streamline foreign credential recognition are positive steps — but long-term success in stabilizing the nursing workforce will require multifaceted strategies:

• Policy harmonization — aligning credential recognition across provinces to reduce duplication and delays.
• Support for IENs already in Canada — expanding mentorship, bridging programs, and targeted funding.
• Retention strategies — improving workplace conditions, career pathways, and professional supports that keep nurses in practice.
• Collaborative workforce planning — integrating provincial and federal data to better forecast needs and coordinate recruitment where it matters most.

Such long-range planning can help ensure not just staffing numbers, but health outcomes and workforce resilience across Canada.