일당제 간호사 파견 시장 : 점유율 분석, 업계 동향과 통계, 성장 예측(2026-2031년)

According to Mordor Intelligence, the per diem nurse staffing market size was valued at USD 15.99 billion in 2025 and estimated to grow from USD 17.08 billion in 2026 to reach USD 23.74 billion by 2031, at a CAGR of 6.79% during the forecast period (2026-2031).

This report is Segmented by End User (Hospitals, Independent Clinics, and More), Nurse Type (Registered Nurses, and More), Shift Length (8-Hour Shifts, and More), Scheduling Platform (Traditional Staffing Agencies, and More), and Geography (North America, Europe, Asia-Pacific, Middle East & Africa, South America). The Market Forecasts are Provided in Terms of Value (USD).

Global Per Diem Nurse Staffing Market Trends and Insights

Escalating Global Nursing Shortage

WHO data confirm that the worldwide pool climbed to 29.8 million in 2023, yet 78% of nurses still practice in countries that host just 49% of the global population, exposing severe regional imbalances. In the United States, the Department of Health and Human Services projects registered-nurse gaps approaching 10% by 2027, a level that would leave many hospitals unable to meet legally mandated staffing ratios. Europe's January 2025 "Nursing Action" initiative likewise acknowledges an 18 million-worker deficit across EU health professions. These deficits are making per diem contracts less discretionary and more structural as providers compete for scarce hands. Rate escalation follows naturally, setting a floor under per diem compensation and attracting clinicians who prefer autonomy.

Accelerated Hospital Patient Admissions

Post-pandemic admissions are stabilizing at volumes 15-20% above 2019 baselines as chronic disease prevalence and deferred care converge. Older patients drive longer average lengths of stay, raising nurse-minutes per bed and heightening the call for short-notice coverage. Emergency departments report more complex multimorbidity cases, and administrators cite per diem recruits as the only immediate fix because full-time hires can require months to onboard. The American Association of Nurse Practitioners flags geriatric demand as the most urgent 2025 trend, intensifying specialist placement needs. Acute-care directors consequently view per diem rosters as operational shock absorbers.

Perceived Job and Income Instability

Per diem roles typically exclude guaranteed hours, employer-sponsored benefits, and retirement funding. Nurses with fixed financial obligations often favor stable salaries even when per diem premiums are attractive. Liability insurance also weighs heavily: combined ratios for medical professional coverage have stayed above 100% since 2013, translating to rising premiums for independent contractors. During economic slowdowns, facilities trim discretionary shifts first, reinforcing the instability narrative. This hesitancy particularly limits adoption in regions with sparse hospital density, where shift opportunities can be sporadic.

Other drivers and restraints analyzed in the detailed report include:

1. Cost-Optimization Initiatives in Healthcare Facilities
2. Shift Toward Flexible Workforce Models
3. Regulatory Limitations on Agency Fees

For complete list of drivers and restraints, kindly check the Table Of Contents.

Segment Analysis

Hospitals captured 58.10% of 2025 billings, anchoring the per diem nurse staffing market through sheer volume and continual census swings that necessitate surge coverage. Most tertiary centers rely on daily scheduling algorithms that book per diem nurses 24-48 hours ahead, sustaining predictable demand. Independent clinics and outpatient specialty centers employ per diem staff to cover procedural peaks, though growth remains incremental. Nursing homes and assisted-living operators face persistent attrition and regulatory scrutiny, making them steady but secondary contributors.

The home-health agency segment, growing at 8.34% CAGR, illustrates how payors' shift from acute to community settings is redirecting nurse hours. CMS's 2025 mandate that agencies attest to staffing sufficiency before reimbursement effectively embeds per diem supply into compliance workflows. Agencies often pay 10-15% premiums for nurses skilled in wound vac management, complex medication regimens, and chronic-disease coaching, reinforcing segment attractiveness. As remote-monitoring technology spreads, demand for hybrid virtual-and-in-home per diem roles will rise, broadening recruitment pools beyond local commuting distances.

Registered nurses held 61.85% share in 2025, forming the operational backbone for floor coverage, step-down units, and emergency departments. The per diem nurse staffing market size for RNs is set to expand steadily as hospitals guard against fixed-cost inflation while preserving mandated ratios. Advanced practice registered nurses, though smaller in absolute count, will expand at 8.87% CAGR through 2031 as states broaden scope-of-practice laws and as primary-care gaps widen. The Bureau of Labor Statistics projects 135,500 net new NP roles from 2023 to 2033, a pipeline that per diem agencies are already tapping.

Licensed practical/vocational nurses fill essential long-term care functions, while certified nursing assistants round out basic ADL support. For these tiers, agency demand spikes during flu seasons and infection outbreaks when isolation protocols intensify staffing needs. Nonetheless, reimbursement ceilings in skilled-nursing facilities constrain rate flexibility, tempering growth compared with higher-acuity categories.

Complete Report Scope:

• By End User
  • Hospitals
  • Independent Clinics
  • Nursing Homes
  • Home Healthcare Agencies
  • Other Long-Term Care Facilities
• By Nurse Type
  • Registered Nurses (RN)
  • Licensed Practical/Vocational Nurses (LPN/LVN)
  • Certified Nursing Assistants (CNA)
  • Advanced Practice Registered Nurses (APRN)
• By Shift Length
  • 8-Hour Shifts
  • 10-Hour Shifts
  • 12-Hour Shifts
  • Float Pool / On-Call
• By Scheduling Platform
  • Traditional Staffing Agencies
  • App-Based Marketplaces
  • Internal Hospital Float Pools
• Geography
  • North America
    • United States
    • Canada
    • Mexico
  • Europe
    • Germany
    • United Kingdom
    • France
    • Italy
    • Spain
    • Rest of Europe
  • Asia-Pacific
    • China
    • Japan
    • India
    • Australia
    • South Korea
    • Rest of Asia-Pacific
  • Middle East & Africa
    • GCC
    • South Africa
    • Rest of Middle East & Africa
  • South America
    • Brazil
    • Argentina
    • Rest of South America

Geography Analysis

North America generated 45.10% of global revenue in 2025 driven by chronic workforce deficits, stringent staffing mandates, and established per diem ecosystems. The per diem nurse staffing market share for the United States will remain dominant, supported by rapid digital-platform uptake and continuing retirement-wave attrition that outpaces graduation rates. Canada's universal coverage model and aging demographic reinforce steady demand, while Mexico's infrastructure upgrades create cross-border agency opportunities.

Europe presents a mature landscape with universal health systems but escalating nurse shortages as baby-boomer caregivers retire. The EU-funded Nursing Action program funnels resources toward recruitment, retention, and mental-health supports, paving space for per diem solutions that offer workload flexibility. Language diversity and rigid labor protections can slow agency credentialing, yet cross-border recognition frameworks are easing mobility. Nordic countries, where work-life balance is paramount, are piloting flexible shift banks that mirror per diem dynamics within collective-bargaining frameworks.

Asia-Pacific, forecast to expand at 7.41% CAGR, benefits from aggressive hospital construction, burgeoning middle classes, and concerted nurse-education investments. The International Council of Nurses underscores severe ratio gaps, particularly in India and Southeast Asia, opening doors for regional agencies and expatriate programs. Mutual recognition of nursing licenses across ASEAN members further lubricates workforce flows. Challenges remain in uneven regulatory enforcement and cultural preference for permanent employment, but urban megacities are quickly adopting app-based gig staffing to handle patient surges.

1. Accountable Healthcare Staffing
2. AMN Healthcare
3. ATC Healthcare
4. Cross Country Healthcare
5. Dedicated Nursing Associates
6. Favorite Healthcare Staffing
7. HealthTrust Workforce Solutions
8. Interim HealthCare
9. Maxim Healthcare
10. Supplemental Health Care
11. Aya Healthcare
12. ShiftMed
13. Nomad Health
14. Trusted Health
15. IntelyCare
16. CareRev
17. GHR Healthcare
18. ProLink Healthcare
19. Fastaff Travel Nursing
20. Medical Solutions

Additional Benefits:

• The market estimate (ME) sheet in Excel format
• 3 months of analyst support

TABLE OF CONTENTS

1 Introduction

• 1.1 Study Assumptions & Market Definition
• 1.2 Scope of the Study

2 Research Methodology

3 Executive Summary

4 Market Landscape

• 4.1 Market Overview
• 4.2 Market Drivers
  • 4.2.1 Escalating Global Nursing Shortage
  • 4.2.2 Accelerated Hospital Patient Admissions
  • 4.2.3 Cost Optimization Initiatives In Healthcare Facilities
  • 4.2.4 Shift Toward Flexible Workforce Models
  • 4.2.5 Rapid Adoption of Digital Staffing Platforms
  • 4.2.6 Expansion of Outpatient and Post-Acute Care Networks
• 4.3 Market Restraints
  • 4.3.1 Perceived Job and Income Instability
  • 4.3.2 Regulatory Limitations on Agency Fees
  • 4.3.3 Growing Use of Internal Staffing Pools
  • 4.3.4 Rising Professional Liability Costs
• 4.4 Regulatory Landscape
• 4.5 Porter's Five Forces Analysis
  • 4.5.1 Threat Of New Entrants
  • 4.5.2 Bargaining Power Of Buyers
  • 4.5.3 Bargaining Power Of Suppliers
  • 4.5.4 Threat Of Substitutes
  • 4.5.5 Competitive Rivalry

5 Market Size & Growth Forecasts (Value, USD)

• 5.1 By End User
  • 5.1.1 Hospitals
  • 5.1.2 Independent Clinics
  • 5.1.3 Nursing Homes
  • 5.1.4 Home Healthcare Agencies
  • 5.1.5 Other Long-Term Care Facilities
• 5.2 By Nurse Type
  • 5.2.1 Registered Nurses (RN)
  • 5.2.2 Licensed Practical/Vocational Nurses (LPN/LVN)
  • 5.2.3 Certified Nursing Assistants (CNA)
  • 5.2.4 Advanced Practice Registered Nurses (APRN)
• 5.3 By Shift Length
  • 5.3.1 8-Hour Shifts
  • 5.3.2 10-Hour Shifts
  • 5.3.3 12-Hour Shifts
  • 5.3.4 Float Pool / On-Call
• 5.4 By Scheduling Platform
  • 5.4.1 Traditional Staffing Agencies
  • 5.4.2 App-Based Marketplaces
  • 5.4.3 Internal Hospital Float Pools
• 5.5 Geography
  • 5.5.1 North America
    • 5.5.1.1 United States
    • 5.5.1.2 Canada
    • 5.5.1.3 Mexico
  • 5.5.2 Europe
    • 5.5.2.1 Germany
    • 5.5.2.2 United Kingdom
    • 5.5.2.3 France
    • 5.5.2.4 Italy
    • 5.5.2.5 Spain
    • 5.5.2.6 Rest of Europe
  • 5.5.3 Asia-Pacific
    • 5.5.3.1 China
    • 5.5.3.2 Japan
    • 5.5.3.3 India
    • 5.5.3.4 Australia
    • 5.5.3.5 South Korea
    • 5.5.3.6 Rest of Asia-Pacific
  • 5.5.4 Middle East & Africa
    • 5.5.4.1 GCC
    • 5.5.4.2 South Africa
    • 5.5.4.3 Rest of Middle East & Africa
  • 5.5.5 South America
    • 5.5.5.1 Brazil
    • 5.5.5.2 Argentina
    • 5.5.5.3 Rest of South America

6 Competitive Landscape

• 6.1 Market Concentration
• 6.2 Market Share Analysis
• 6.3 Company Profiles (Includes Global Level Overview, Market Level Overview, Core Segments, Financials As Available, Strategic Information, Market Rank/Share, Products & Services, Recent Developments)
  • 6.3.1 Accountable Healthcare Staffing
  • 6.3.2 AMN Healthcare
  • 6.3.3 ATC Healthcare
  • 6.3.4 Cross Country Healthcare
  • 6.3.5 Dedicated Nursing Associates (DNA)
  • 6.3.6 Favorite Healthcare Staffing
  • 6.3.7 HealthTrust Workforce Solutions (HCA)
  • 6.3.8 Interim HealthCare
  • 6.3.9 Maxim Healthcare Services
  • 6.3.10 Supplemental Health Care
  • 6.3.11 Aya Healthcare
  • 6.3.12 ShiftMed
  • 6.3.13 Nomad Health
  • 6.3.14 Trusted Health
  • 6.3.15 IntelyCare
  • 6.3.16 CareRev
  • 6.3.17 GHR Healthcare
  • 6.3.18 ProLink Healthcare
  • 6.3.19 Fastaff Travel Nursing
  • 6.3.20 Medical Solutions

7 Market Opportunities & Future Outlook

• 7.1 White-Space & Unmet-Need Assessment