Locum tenens can support more than vacancy coverage. Explore recent survey findings and practical considerations for planned absences, demand peaks, and staffing transitions.
A permanent vacancy is not the only reason a healthcare organization may need additional clinical coverage. Scheduled leave, seasonal demand, a new service, or the time between an accepted offer and a clinician’s start date can all create staffing needs.
Locum tenens—temporary clinician assignments—can help organizations address those gaps. Recent industry survey findings suggest that employers are also using locums to respond to patient demand, rather than relying on them solely when a position becomes vacant.
The important question is not simply whether to use temporary staffing. It is where temporary coverage fits within a sustainable workforce plan.
What recent locum tenens research actually says
CHG Healthcare’s 2025 State of Locum Tenens Report, announced on October 29, 2025, draws on surveys of healthcare organization leaders and physicians. According to its published summary, organizations reported that actual locums utilization was 25% higher than they had anticipated going into 2024. [1]
That distinction matters: the finding is about utilization exceeding expectations. It does not establish that national locum usage grew 25% year over year.
The summary also reports that 35% of healthcare organizations used locums to meet rising patient demand, while 28% used them to supplement staff during peak periods. Backfilling remained the most common reason for using locums, although the reported share citing it declined from 82% in 2023 to 67% in 2024. These are reported reasons for use—not shares of all locum shifts—and the categories should not be added together. [1]
CHG is a healthcare staffing company. Its research provides an industry perspective, not a government census of every healthcare employer. The findings support a discussion about broader uses for temporary staffing, but they should not be presented as a precise measure of nationwide market growth.
Why employers are planning for coverage pressure
Federal workforce projections provide a separate reason to plan ahead. HRSA’s December 2025 physician workforce brief projects a shortage of 141,160 physician full-time equivalents by 2038, with shortages projected in 30 of 35 specialties analyzed. One FTE represents 40 hours of work per week. [2]
Those projections do not measure locum demand or prove that temporary staffing will grow at a particular rate. They do, however, underline the importance of preparing for physician coverage needs rather than waiting until a gap disrupts services.
Locums do not create additional clinicians or eliminate the underlying workforce shortage. They are one way to allocate available clinical capacity for a defined period, alongside permanent recruitment, retention, and other appropriate workforce strategies.
Where locum coverage can fit
During a permanent search. Temporary coverage may help an organization maintain a defined service while it recruits. The assignment should have a review schedule and a clear relationship to the permanent hiring plan.
During planned absences. Leave, vacations, and other known absences are easier to prepare for when coverage requirements are discussed early. Clinical duties, call responsibilities, and handoffs should be explicit.
During demand peaks. Where appointment volumes or seasonal patterns show a recurring need, employers can assess whether temporary staffing is appropriate for that period rather than assuming existing staff can absorb every increase.
During a service transition. A new schedule, changing coverage model, or incoming permanent clinician may require a temporary bridge. The scope should remain tied to a specific operational need and the organization’s clinical capabilities.
These examples are possible applications, not promises of better financial or clinical outcomes. Suitability depends on the specialty, facility, available clinicians, and patient needs.
Plan the assignment before you need it
A useful locum plan starts with a concrete coverage requirement: specialty, location, dates, hours, patient population, procedures, and call expectations. “We need another provider” is not enough detail to assess fit.
Next, work backward from the intended start date. Confirm licensing, credentialing, privileges where applicable, malpractice arrangements, and onboarding requirements. An urgent need does not remove those obligations.
Evaluate the full cost of the assignment, including any applicable travel, lodging, onboarding, and administrative costs. Compare it with the actual coverage alternatives available to your organization rather than assuming temporary staffing is always cheaper—or always more expensive.
Finally, establish how the assignment will be reviewed. Useful measures may include covered shifts, appointment availability, onboarding completion, continuity arrangements, and feedback from the clinical team. Keep quality and patient safety central to the decision.
Temporary coverage works best with a long-term plan
The available evidence points to locum tenens serving several staffing needs, including patient-demand increases and peak periods. It does not justify treating temporary clinicians as a universal answer to recruitment or retention problems.
For healthcare employers, the practical opportunity is to plan earlier, define assignments more clearly, and coordinate temporary coverage with permanent staffing goals.
Have an upcoming coverage need? Talk with IronHire Group about your specialty, location, dates, and clinical requirements so you can assess how locum tenens may fit your staffing plan.
Sources
[1] CHG Healthcare — 2025 State of Locum Tenens Report announcement. Published October 29, 2025. Industry-sponsored survey findings; the 25% figure compares actual utilization with expectations going into 2024, not year-over-year growth.
[2] HRSA — Physician Workforce: Projections, 2023–2038. Published December 2025. Federal physician workforce projections, not a locum market forecast.