The U.S. healthcare labor shortage is no longer just a hiring issue. It has become a strategic challenge for hospitals, clinics, rehabilitation centers, long-term care providers, and communities that need qualified professionals to meet growing patient demand.
For Brazilian doctors, nurses, and physical therapists, this environment may create meaningful opportunities. But high demand does not mean automatic visa approval, immediate credential recognition, or direct authorization to practice. In the United States, healthcare careers require both immigration planning and professional licensing strategy.
The broader context: why the U.S. needs healthcare workers
Official labor data points to continued pressure across the healthcare sector. The U.S. Bureau of Labor Statistics projects that employment of registered nurses will grow 5% from 2024 to 2034, with about 189,100 openings each year on average. For physical therapists, projected growth is 11%, much faster than the average for all occupations, with about 13,200 annual openings.
For physicians and surgeons, BLS projects 3% employment growth from 2024 to 2034, with approximately 23,600 openings per year. While the growth rate is more moderate, the need remains significant because many openings are driven by retirements, workforce exits, specialty distribution, and geographic shortages.
The Health Resources and Services Administration also projects major workforce gaps. HRSA estimates a national shortage of 108,960 registered nurses and a projected shortage of 141,160 full-time equivalent physicians by 2038. These figures help explain why U.S. employers continue to look beyond the domestic labor market.
What this means for Brazilian professionals
For Brazilian healthcare professionals, the U.S. market may be attractive because of sustained demand, advanced clinical environments, and long-term career potential. However, the transition requires careful preparation.
A Brazilian degree alone does not authorize someone to practice in the United States. Nurses and physical therapists generally need credential evaluation, licensing, English proficiency, and compliance with state-level professional rules. Physicians trained outside the United States often face an even more complex route, including ECFMG certification, USMLE exams, residency requirements, and state medical board licensing.
This is why immigration strategy and professional strategy should be developed together. A strong healthcare background may be valuable, but the case still depends on documentation, licensing readiness, employer sponsorship where required, and the correct immigration category.
Related immigration pathways
For nurses and physical therapists, employment-based permanent residence may be especially relevant when a U.S. employer is willing to sponsor the professional. USCIS explains that, under EB-3, the Department of Labor has designated certain occupations under Schedule A, including professional nurses and physical therapists.
The USCIS Policy Manual confirms that professional nurses and physical therapists fall under Schedule A Group I. This may allow an employer to proceed without the traditional PERM labor certification process, but it does not remove the need for a qualifying job offer, proper filing, licensing documentation, and case-specific eligibility.
For physicians, the immigration analysis is usually more individualized. Depending on the facts, possible options may include J-1 or H-1B in connection with residency or training, O-1 for individuals with extraordinary ability, EB-2 NIW for professionals whose work has substantial merit and national importance, or EB-1 for highly exceptional profiles. The right strategy depends on credentials, specialty, research, clinical experience, licensing path, employer support, and long-term goals.
Official data and market trends
The demand for foreign healthcare workers is not driven by one single policy. It reflects several overlapping trends: an aging U.S. population, greater demand for chronic care, shortages in rural and nonmetropolitan areas, retirements among experienced professionals, and growth in rehabilitation and long-term care services.
HRSA notes that nursing shortages are expected to be more pronounced in nonmetropolitan areas. This matters because opportunities for foreign healthcare professionals may arise not only in major cities, but also in underserved communities and regional healthcare systems.
Healthcare professionals who are not physicians may also need immigration-specific certification. USCIS states that foreign nationals seeking admission to work as healthcare workers, other than physicians, must present a Health Care Worker Certification from an approved organization, verifying education, training, licensure, experience, and English proficiency.
Points of attention
The first point is that labor demand does not replace immigration eligibility. A U.S. employer may have a strong need, but the case still depends on the correct visa or green card category, supporting evidence, and government processing rules.
The second point is licensing. Healthcare licensing in the United States is state-based, and requirements may vary depending on the profession and destination state.
The third point is timing. Employment-based green card cases may be affected by the Department of State’s monthly Visa Bulletin, particularly when annual limits and category backlogs apply.
How AG Immigration can help
AG Immigration assists healthcare professionals and employers with immigration strategy, document planning, and case assessment. For doctors, nurses, and physical therapists, a strong plan should consider not only the visa or green card category, but also licensing, credentialing, employer sponsorship, timing, and legal risk.
The U.S. demand for healthcare professionals is real and supported by official data. For Brazilian doctors, nurses, and physical therapists, this may create important opportunities, but the path requires careful legal and professional planning. The best strategy depends on the individual’s background, occupation, destination state, employer, and immigration category.
Foto: Magnific