Healthcare Communications recruitment: What UK agencies need to know for 2025–2026

UK Healthcare Communications hiring insights for 2025–2026

The UK Healthcare Communications recruitment sector demonstrated stronger resilience than many consumer-facing industries throughout 2024 and 2025, although hiring activity remained cautious and growth continued at a selective pace. The early part of the year saw a higher-than-normal volume of redundancies, with well-known movements at some larger organisations. However, as the year progressed, this wave of redundancies began to subside, providing a degree of stability to the market.

Despite this, the hiring landscape remained uneven. Demand continued to be strongest for mid-to-senior client services professionals as well as specialist medical and scientific writers, roles that contribute directly to growth, revenue and delivery capability. While organisations reported a strong supply of candidates at more junior levels, the availability of experienced scientific talent and senior strategic leads remained limited. In many cases, employers continued to face challenges related not only to skill shortages but also to location and hybrid-working expectations, with commuting distances influencing candidate decisions.

Looking ahead to 2026, the sector is positioned for steady recovery, supported by expanding pharma pipelines, increased public health initiatives and the growing influence of digital health communications. These factors are expected to drive further demand for skilled communicators who can navigate complex scientific narratives and translate them into strategic programmes that resonate with diverse audiences.

Across the market, certain roles have consistently emerged as the most in demand. Client services positions, from Account Executive through to Associate Director level, remain essential for agency stability and progression. Similarly, medical writers, senior medical writers and scientific directors continue to be key hires as agencies prioritise scientific rigour and evidence-led storytelling. Recruitment trends show that agencies are focusing investment on revenue-linked positions and scientific capabilities, while leadership hires are still taking place but typically involve longer recruitment cycles and arise less frequently. Growth is particularly evident in areas such as medical affairs communications, digital and tech-enabled health, medical education and market access storytelling.

Although full recruitment freezes have been relatively uncommon (estimated at only around five to six per cent) many organisations have been operating with slower approval processes and delays in progression decisions. There were, however, exceptions. Many companies in this sector continued to promote staff actively, and many agencies across the sector adopted targeted promotions to retain high-performing team members, especially within scientific roles and senior account handling positions.

Candidate availability continues to vary significantly by skill level. Junior and mid-level client service talent is reasonably abundant, while strategic leaders, experienced medical writers and high-calibre scientific communicators remain in short supply. A number of candidates continue to transition from adjacent industries, but genuine scientific writing experience is still the scarcest resource in the market. Candidates are also increasingly cautious when considering a move. Many are taking more time to research prospective employers, using platforms such as Glassdoor, and are asking more probing questions about culture, leadership, workload and work–life balance, particularly if they have had negative experiences in previous roles.

Looking to the future of Healthcare Communications recruitment

As we move toward 2026, several positive drivers are expected to influence the market. Continued investment in pharma R&D and a growing number of product launches will sustain demand for specialist communications support. Medical education, patient engagement and health policy communications are forecast to expand further, while advances in AI-enabled content development will increase the need for expert oversight from skilled writers and scientific strategists. In addition, public health programmes are expected to create new opportunities for strategic communications expertise.

For organisations looking to remain competitive, early planning will be essential. Securing scientific talent and senior client leads should be prioritised, given the persistent scarcity of these skill sets. Many businesses will benefit from blending permanent teams with interim medical writers or freelance specialists to maintain delivery flexibility. Retention efforts will also become increasingly important as the market strengthens; clear pathways for promotion, continued investment in upskilling and modern, flexible working policies will play a vital role in reducing attrition. In a market where salary expectations continue to evolve, regular benchmarking will help organisations avoid losing their strongest people just as demand begins to rise again.

Key Recommendations for Clients

• Prioritise early hiring for scientific and senior account roles—these talent pools remain tight.
• Consider blended teams using interim medical writers or freelance specialists.
• Strengthen retention mechanisms: clear promotion pathways, upskilling, and flexible work policies.
• Benchmark salaries annually to avoid losing core staff as the market lifts in 2026.

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Overall, the UK healthcare and pharma communications market is entering a period of stabilisation after a cautious and measured 2025. Although hiring remains deliberate, demand for experienced communicators—particularly those in scientific and senior client-facing roles will continue to outstrip supply. Gradual improvement is expected throughout 2025 and into 2026, with agencies that adopt flexible, inclusive and forward-thinking talent strategies best placed to thrive.

As the hiring landscape shifts, HR teams and hiring managers are challenged to operate with clarity, agility and empathy. Resetting expectations, both internally and externally, will be essential. At the same time, organisations must remain competitive for the high-impact talent that will shape the next wave of innovation across healthcare communications.

Partnering with Carrot ensures access to deep market knowledge, extensive hiring experience and data-driven insights that help you make confident recruitment decisions. Our understanding of evolving candidate expectations allows us to support clients in securing and retaining the talent essential for long-term success. If you are planning your hiring strategy for the year ahead, we welcome a conversation about how we can support your goals and help you navigate the market with confidence.

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Hayley Shayestehroo

Senior Consultant