The U.S. is experiencing a growing OB/GYN shortage that’s reshaping access to care for millions of women. In rural and urban communities alike, hospitals are closing labor and delivery units. Providers are burning out or retiring early. And legislative uncertainty has made OB/GYN one of the most legally and emotionally complex specialties to practice today.

While the problem is well-documented, the solutions are less straightforward. For both providers and healthcare leaders, the key is understanding what’s driving the shortage—and how flexible coverage models like locum tenens can help maintain access and continuity of care.

Here’s what you need to know about the OB/GYN shortage, and how Caliber is helping close care gaps across the country.

A Worsening Shortage with National Impact

In 2018, the U.S. had over 50,000 practicing OB/GYNs. By 2030, that number is expected to decline to fewer than 47,500—even as demand for OB/GYN services rises to over 52,000 providers, according to the Department of Health and Human Services (DHHS). That’s a deficit of over 5,000 OB/GYNs within five years, with some projections estimating shortages of up to 22,000 by 2050.

The impact is already visible:

• Half of U.S. counties lack even a single practicing OB/GYN.
• Over 5.6 million women live in areas with low or no access to maternity care.
• More than 200 rural hospitals have closed maternity services in the last decade, forcing longer travel times and riskier deliveries.

This isn’t just a rural issue. Cities like Dallas, Detroit, and Los Angeles are also facing provider shortages and coverage instability.

Why the OB/GYN Workforce Is Shrinking

Multiple factors contribute to the OB/GYN shortage. Understanding these drivers is essential to shaping effective solutions.

1. An Aging Workforce

Nearly half of all U.S. physicians are 55 or older, and OB/GYNs are no exception. Most begin retiring around age 59, creating a steady outflow of providers with not enough new entrants to replace them.

2. Burnout and Workload

OB/GYNs rank among the top specialties for burnout, driven by unpredictable hours, overnight call, and emotionally taxing emergencies. Many providers choose to reduce hours or leave clinical practice altogether. Without systemic changes, retention will continue to decline.

3. Malpractice Risk

OB/GYNs are the second most frequently sued physicians in the country, according to Medscape’s 2023 report. The high cost and emotional burden of litigation is a major deterrent for early-career physicians and contributes to early exits from the field.

4. Residency Constraints

Despite growing interest in OB/GYN, residency slots remain capped. In the 2024 Match cycle, nearly 1 in 3 applicants went unmatched, meaning qualified medical graduates were unable to enter the field despite demand.

5. Legislative Uncertainty

Post-Dobbs legal changes have introduced new complexities and liabilities, particularly in states with abortion restrictions. Some OB/GYNs are leaving restrictive states entirely, further widening regional access gaps.

Who the Shortage Hurts Most

The consequences of the OB/GYN shortage are not distributed evenly.

• Rural women often face the longest travel times—sometimes over an hour—for basic prenatal care or deliveries.
• Low-income and uninsured women may be unable to afford out-of-network options when local services close.
• Mothers with high-risk pregnancies may experience delays in care coordination, leading to preventable complications.

This is a healthcare access issue—but it’s also a maternal health crisis. Maternity deserts have been linked to higher rates of preterm birth, maternal mortality, and untreated chronic conditions.

Locum Tenens: A Real-Time Solution to a Long-Term Problem

While no single intervention will solve the OB/GYN shortage, locum tenens staffing is playing a critical role in bridging coverage gaps—today. Here’s how:

1. Continuity of Care During Vacancies

When OB/GYNs retire, relocate, or take leave, locum tenens physicians can step in immediately to ensure care continues without disruption.

2. Expanded Access in High-Need Regions

Hospitals in rural or underserved areas often rely on locum tenens to maintain labor and delivery coverage. This prevents OB unit closures and allows for safe, timely deliveries.

3. Burnout Prevention

By providing relief for overworked teams, locums can reduce pressure on permanent providers—lowering burnout risk and improving retention.

4. Flexible Coverage for Complex Staffing Needs

Some facilities only need weekend coverage, others need full-time laborists. Locum staffing enables flexible scheduling that traditional hiring can’t always deliver.

5. A Pathway for Providers Seeking Purpose

For OB/GYNs who want to make a direct impact without committing to relocation, locum tenens provides the opportunity to serve high-need areas—on their own terms.

For Providers: Locums as a Career Strategy

Many OB/GYNs are turning to locum tenens not just as a temporary fix, but as a sustainable career path. It offers:

• Control over schedule and location
• Higher earning potential (without quoting rates, many providers report competitive hourly compensation)
• The ability to choose high-impact assignments in communities that need care most
• Exposure to new hospital systems, EMRs, and care models

Some OB/GYNs take on locum assignments between full-time roles or during sabbaticals. Others make locums their full-time practice—rotating between preferred locations or focusing on a specific patient population.

For Clients: A Scalable, Strategic Staffing Option

For healthcare leaders facing OB/GYN coverage gaps, locum tenens is more than a stopgap. It’s a way to:

• Avoid OB unit closures due to FTE vacancies
• Maintain 24/7 call coverage and emergency response capabilities
• Support recruitment efforts by relieving pressure on permanent staff
• Pilot hospitalist or hybrid models without long-term commitments

Caliber provides access to a vetted pool of OB/GYNs with diverse experience—from board-certified generalists to laborists and subspecialists. Through our tailored approach and MSP solution, Caliber EDGE, we help systems move from reactive staffing to proactive planning.

The OB/GYN Shortage Requires Flexible Thinking

There’s no question the OB/GYN shortage poses a serious challenge to women’s health access in the United States. But flexible, human-centered solutions—like locum tenens—are helping to meet the moment.

For OB/GYNs seeking rewarding, flexible work, locums offers both purpose and autonomy. For healthcare organizations under pressure, it provides stability, safety, and time to recruit the right permanent hires.

At Caliber, we specialize in connecting both sides of this equation. Because addressing the shortage isn’t just about filling shifts—it’s about delivering care where it matters most.