Optometry Recruitment in 2026: Challenges, Trends and What’s Next

As we move through 2026, recruitment in optometry is facing a period of significant change and opportunity. Practices large and small are adjusting to evolving workforce expectations, shifting patient demands and demographic trends that are reshaping how optometrists are hired, retained and supported throughout their careers.

One of the most visible issues emerging across the profession is workforce imbalance. In some regions, such as Scotland, vacancy rates for optometrists remain high, with practices relying heavily on locum cover to provide continuity of care. Recent data from Optometry Scotland reports a vacancy rate of over 10%, with locum optometrists filling the equivalent of many full-time roles each week. This situation reflects challenges in recruiting permanent staff in certain areas and highlights the strain it places on existing teams. Without a stable workforce, continuity of care becomes harder to maintain and stress on current staff increases.

At the same time, broader global trends illustrate the complexity of the workforce picture. In the United States, expanding eye care demand driven by an ageing population and rising chronic disease rates has intensified the pressure on both optometrists and specialist eye care professionals. Reports point to a looming shortage of clinicians relative to need, with only modest net growth in the number of practising optometrists each year. These demographic shifts underscore why recruitment efforts are critical to ensure sufficient capacity to serve patients across all settings.

The recruitment environment in 2026 is also shaped by evolving career expectations among practitioners themselves. Surveys and industry insights suggest that many optometrists prioritise work-life balance, flexible scheduling and professional development opportunities when considering new positions. Traditional recruitment approaches that focus strictly on full-time clinical roles are less effective, particularly for early-career professionals who may prefer part-time work, locum positions or roles that combine clinical practice with teaching, research or specialisations.

Specialisation and expanded scopes of practice are increasingly valuable recruitment levers. Practices that offer opportunities to develop skills in areas such as independent prescribing, glaucoma care, paediatric optometry or advanced diagnostics are more likely to attract candidates who want to build a long-term career with room for growth. Technology plays a role here too — clinics that invest in cutting-edge diagnostic tools, AI-assisted screening and teleoptometry initiatives can position themselves as modern, desirable workplaces, particularly for tech-savvy professionals entering the field.

The journey from education to practice remains a key recruitment focus. In the UK, organisations and employers are actively advertising pre-registration placements for 2026, offering structured training environments that support newly qualified optometrists as they transition into clinical roles. These opportunities are essential, because pre-reg placements are a gatekeeper to full qualification and, in a competitive landscape, securing quality placements supports both workforce development and long-term retention.

Yet challenges persist. In regions like Australia, discussions around workforce supply highlight that the picture isn’t simply about shortages — maldistribution and workplace conditions matter as much as headcount. Some areas with high concentrations of optometrists report oversupply relative to demand, leading to competitive job markets and stagnant salaries for new graduates. Recruiting for these contexts requires creativity and an emphasis on roles that provide career stability, meaningful patient care opportunities, and comprehensive support systems.

Looking ahead, recruitment in optometry in 2026 will continue to be a strategic priority for practices and healthcare systems alike. Success won’t come from job adverts alone, but from understanding what candidates value most: professional growth, supportive environments, flexible work patterns and opportunities to make a difference in patient lives. Practices that recognise these evolving priorities — and that build recruitment strategies around them — will be best positioned to attract and retain the talent needed to meet growing patient needs in the years to come.

Mark Goode

CEO Inspired Recruitment

Mark Goode is the CEO of The Inspired Recruitment Group which originated with the inception of Inspired Selections a recruitment agency primarily focused on recruitment in the optical industry before branching out into audiology and pharmaceutical recruitment. New optical opportunities are featured daily here or if you're a business, looking for help with your recruitment needs, get in touch here