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A new biotech focused exclusively on migraine treatment has emerged with significant financial backing and a leadership team responsible for some of the most important advances in migraine medicine over the last decade. Vedana Therapeutics has launched with $46 million in Series A funding and a clear ambition: to become what its leadership describes as "the migraine company." The company is targeting patients who continue to experience debilitating migraines despite the arrival of CGRP inhibitors, one of the most important therapeutic breakthroughs in neurology in recent years. Building Beyond the CGRP Revolution The approval of the first CGRP inhibitor in 2018 transformed migraine treatment, creating the first therapies specifically designed to prevent migraines rather than repurposing medicines developed for other conditions. However, despite the success of drugs such as Aimovig and Ajovy, a substantial proportion of patients continue to experience significant disease burden. Vedana believes the next major opportunity lies in targeting a separate biological pathway involving pituitary adenylate cyclase-activating polypeptide (PACAP). Research has shown that PACAP can trigger migraine-like symptoms even when CGRP pathways are fully blocked, suggesting it may represent an important complementary mechanism involved in migraine development. By targeting PACAP, Vedana hopes to provide meaningful relief for patients who do not achieve sufficient benefit from current therapies. Two Lead Programmes Targeting Unmet Need The company's pipeline is centred around two investigational programmes: A next-generation anti-PACAP monoclonal antibody A dual-targeting PACAP/CGRP bispecific antibody The dual-targeting approach is particularly notable because it seeks to address multiple migraine pathways simultaneously, potentially improving outcomes for patients with difficult-to-treat disease. Vedana plans to use its newly secured funding to advance both programmes into clinical development next year. Entering an Increasingly Competitive Space Vedana is not alone in pursuing PACAP-based therapies. Several companies are now targeting the pathway, with Lundbeck currently leading the field through its investigational PACAP antibody bocunebart, which recently delivered positive Phase IIb migraine data. Other emerging players are also building PACAP-focused pipelines, reflecting growing industry confidence that the pathway could represent the next major wave of migraine innovation. Despite the increasing competition, Vedana believes its differentiation will come from developing therapies that are: More potent Longer acting Suitable for at-home administration Delivered through convenient autoinjector devices The company hopes these characteristics will improve both patient outcomes and treatment accessibility. A Leadership Team with Proven Migraine Expertise One of Vedana's most significant advantages may be its leadership team. The company has assembled executives and scientists who played central roles in developing some of today's leading migraine therapies. Key members include: Co-founder and Chief Scientist Leon Garcia, who previously helped develop both anti-CGRP and anti-PACAP antibodies at Alder BioPharmaceuticals Chief Medical Officer Ernesto Aycardi, who led pivotal and post-marketing studies for Ajovy Executive Chairman Rob Lenz, who previously oversaw the development of Aimovig during his time at Amgen This concentration of migraine-specific expertise gives Vedana experience across the entire drug development lifecycle, from discovery through to commercial launch. Why the Launch Matters Vedana's emergence highlights several important trends within neurology and biotech innovation: Migraine remains a major area of unmet medical need despite recent therapeutic advances. Companies are increasingly exploring alternative biological pathways beyond CGRP. PACAP is emerging as one of the most closely watched targets in migraine research. Investors continue to back specialist biotech companies built around focused disease expertise. Next-generation migraine therapies are increasingly aiming to improve both efficacy and patient convenience. The company's launch also demonstrates continued confidence that meaningful improvements can still be made beyond today's market-leading migraine treatments. Summary Vedana Therapeutics has launched with $46 million in funding and a leadership team drawn from some of the most successful migraine drug development programmes in recent history. Focused on the PACAP pathway, the company is developing both a next-generation anti-PACAP antibody and a dual-targeting PACAP/CGRP therapy designed to address patients who continue to experience migraines despite existing treatments. As competition around PACAP intensifies, Vedana is positioning itself to become a specialist leader in the next phase of migraine innovation. Discover how nuaxia can support your next medical education initiative: Find out more about our specialist services - Moore's Outcome Assessments, Educational Needs Assessments and Patient Impact Studies for the Medical Education sector Contact us on: support@nuaxia.com

Merck & Co. has strengthened its commitment to AI-driven drug discovery through a new multi-year partnership with Protillion Biosciences, signing a deal worth up to $510 million focused on identifying and engineering novel therapeutic candidates. The agreement will combine Merck's drug development capabilities with Protillion's AI-powered protein engineering platform, highlighting the growing role artificial intelligence is playing in the search for next-generation medicines. Using AI to Solve Complex Protein Engineering Challenges At the centre of the collaboration is Protillion's proprietary Prot-MaP platform, a lab-in-the-loop AI system designed to generate and analyse vast amounts of protein data. Unlike traditional protein engineering approaches, Prot-MaP can characterise millions of protein variants in a single run, creating large-scale training datasets that help AI models understand how subtle protein changes influence therapeutic performance. The platform is specifically designed to overcome one of the biggest challenges in AI drug discovery: model overfitting, where algorithms perform well on training data but struggle to predict outcomes in real-world development programmes. By generating high-quality experimental data at scale, Protillion aims to improve the reliability and predictive power of AI-driven protein design. The technology could enable the development of increasingly sophisticated biologic medicines featuring characteristics such as multi-target specificity and pH-dependent activity profiles. A Growing Focus on AI-Enabled Discovery For Merck, the partnership represents another step in a broader strategy to integrate artificial intelligence into early-stage research and development. AI is increasingly being deployed across the pharmaceutical industry to accelerate target identification, optimise molecule design and improve candidate selection before entering costly clinical development programmes. The ability to rapidly explore complex protein landscapes has become particularly attractive as biologic medicines continue to grow in importance across oncology, immunology and rare diseases. By combining machine learning with experimental validation, companies hope to reduce development timelines while improving the likelihood of identifying successful therapeutic candidates. A Milestone-Driven Collaboration Financial details of the agreement follow a familiar biotech partnership structure. Protillion will receive an undisclosed upfront payment and becomes eligible for additional research, development and commercial milestone payments tied to the successful advancement of multiple therapeutic programmes. The total potential value of the agreement exceeds $510 million. The structure allows Merck to access cutting-edge AI capabilities while limiting upfront financial risk, while providing Protillion with significant long-term upside if the collaboration generates successful drug candidates. Momentum Continues for Protillion The deal marks another significant milestone for Protillion as it expands both its technology platform and industry partnerships. The company recently appointed Bob Hollingsworth as Chief Scientific Officer. Hollingsworth brings extensive pharmaceutical experience, having previously held senior scientific leadership positions at Pfizer, GSK, MedImmune and Shoreline Therapeutics. Protillion has also attracted strong investor support since its launch, raising $18 million in Series A financing in 2022 from ARCH Venture Partners and Illumina Ventures. The Merck agreement provides further validation of the company's platform and its approach to AI-enabled protein engineering. Why the Deal Matters The Merck-Protillion collaboration reflects several broader trends shaping pharmaceutical R&D: AI is increasingly moving from experimental research into core drug discovery workflows. Protein engineering remains one of the most promising applications for machine learning in biotech. Pharmaceutical companies are seeking platform partnerships rather than individual asset acquisitions. Lab-in-the-loop AI models are gaining traction as companies seek better quality training data. Biologics continue to drive demand for advanced computational discovery tools. As competition intensifies around AI-enabled drug development, access to proprietary datasets and experimental validation capabilities is becoming an increasingly important differentiator. Summary Merck & Co. has signed a partnership worth up to $510 million with Protillion Biosciences to discover and engineer new therapeutic candidates using AI-powered protein design. The collaboration centres on Protillion's Prot-MaP platform, which combines large-scale experimental data generation with machine learning to optimise biologic drug discovery. The deal highlights the pharmaceutical industry's growing reliance on AI-driven platforms to accelerate innovation, improve candidate selection and unlock increasingly complex therapeutic opportunities. Discover how nuaxia can support your next medical education initiative: Find out more about our specialist services - Moore's Outcome Assessments, Educational Needs Assessments and Patient Impact Studies for the Medical Education sector Contact us on: support@nuaxia.com

Dermatology earnings flatten: positioning now defines outcomes, not progression The Medscape Dermatologist Compensation Report 2026 shows dermatology remains a high-earning specialty, with average total compensation sitting at approximately $464,000. This includes base salary, bonus, and additional income such as procedural and private practice-related earnings. This is no longer a growth story. It is a positioning story. Dermatology earnings are best understood by where you sit relative to this $464,000 benchmark, not whether the average is rising. Most variation now comes from structure, not seniority alone. Dermatology compensation sits at approximately $464,000 on average The Medscape 2026 data places dermatologists at roughly $464,000 in average total compensation, keeping the specialty firmly in the upper tier of physician earnings, but below cardiology and some procedural peers. What this means in real terms: This is now the baseline reference point for dermatology. Anything meaningfully below $464,000 places you under the specialty average. Anything meaningfully above it places you in the upper earnings band of dermatology. So the key question becomes: Are you above or below the $464,000 dermatology anchor point? Because this is now the effective centre of gravity for the specialty. Below the $464,000 range This group sits under the main dermatology earnings cluster. This typically reflects: Fewer procedures or limited cosmetic/private activity More NHS or salaried-only consultant roles Limited access to higher-margin procedural work What this means in real terms: You are still within dermatology norms, but you are below the current specialty average of $464,000 Around the $464,000 range This is where most dermatologists sit. Earnings here are shaped by: Steady clinic and procedural volume Mixed NHS and private practice activity Standard consultant productivity levels This is the functional centre of dermatology earnings in 2026. Above the $464,000 range This is where earnings begin to separate from the main distribution. Higher earners are typically characterised by: Greater cosmetic and procedural activity Stronger private practice exposure Ownership or partnership in clinics or services At this level, structure matters more than seniority. Only 65% of dermatologists feel fairly compensated Despite a $464,000 average, just 65% of dermatologists report feeling fairly compensated. This highlights a key disconnect. High absolute income does not guarantee perceived fairness. What this means for you: Two dermatologists on similar earnings can experience very different realities depending on workload intensity, administrative burden, and practice structure. Even in a high-paying specialty, satisfaction is not evenly distributed. Expectations point to a stable but uneven market The report shows: 49% expect pay increases 40% expect flat pay 11% expect a decrease What this means in real terms: Growth is no longer dominant. Flat outcomes are now almost as common as increases. So even in a specialty anchored at $464,000, future earnings progression is inconsistent rather than directional. What this means for you by experience level If you are an early career (0–3 years post-consultant) At this stage, $464,000 is not where most dermatologists start. Positioning matters more than the absolute level. If you are: Below $464,000, you are still building procedural and private practice exposure Around $464,000, you are reaching typical consultant dermatology earnings Above $464,000, you are already in a high-output or strong private mix pathway early Key point: Early career outcomes are defined by access to procedures and private work, not tenure. If you are mid-career (4–9 years) This is where earnings typically stabilise around the $464,000 anchor. What the report implies: Most dermatologists converge around the average Divergence begins based on cosmetic and private activity If you are: Below $464,000, you are under the dermatology earnings centre of gravity Around $464,000, you are tracking typical specialty outcomes Above $464,000, you are in the higher productivity and private mix segment Key insight: This is where structure begins to outweigh experience. If you are established (10–19 years) At this stage, $464,000 becomes a dividing line rather than a benchmark. What the report shows: A stable core cluster remains around the average A higher tier emerges based on procedural and private work If you are: Below $464,000, you are under the current dermatology earnings anchor Around $464,000, you are aligned with the core distribution Above $464,000, you are capturing a disproportionate share of specialty income Key point: The gap between bands becomes financially meaningful. If you are senior (20+ years) At the senior level, earnings are split into two pathways: Stabilised earnings around $464,000 or continued progression above it driven by private practice scale and procedural intensity The difference is no longer experience-based. It is structural. The core message of the 2026 report The Medscape 2026 dermatology data can be reduced to three anchors: Dermatology averages approximately $464,000 65% feel fairly compensated Earnings are stable, but expectations are split between flat and modest growth Taken together, the structure is clear: Dermatology is a high-income specialty where $464,000 is the central reference point, but not everyone sits at it, and not everyone moves beyond it. Summary If you are a dermatologist reading this report, the key question is not whether the specialty pays well. It clearly does. The real question is: Am I below, around, or above the $464,000 benchmark And is my position shaped by procedures, private practice exposure, or structural constraints Because the report makes one thing clear: dermatology earnings are stable, but your position within the distribution defines your outcome. Source Medscape Dermatologist Compensation Report 2026 Discover how nuaxia can support your next medical education initiative: Find out more about our specialist services - Moore's Outcome Assessments, Educational Needs Assessments and Patient Impact Studies for the Medical Education sector Contact us on: support@nuaxia.com

Swiss medical device company Distalmotion has secured additional US Food and Drug Administration (FDA) 510(k) clearance for its DEXTER robotic surgery system, further expanding its role in minimally invasive gynaecological procedures. The latest authorisation covers sacrocolpopexy, sacrocervicopexy, sacrohysteropexy, and endometriosis resection, marking the system’s second FDA clearance specifically within gynaecology and its fourth overall indication in the US. Expanding the Scope of Robotic Gynaecological Surgery With this new clearance, DEXTER now supports a broader range of gynaecological procedures beyond its existing approvals for hysterectomy and salpingo-oophorectomy. The system is also cleared for select general surgery procedures, including inguinal hernia repair and cholecystectomy, reinforcing its positioning as a multi-specialty soft tissue robotic platform. The expanded indication set is expected to increase adoption in ambulatory surgery centres (ASCs), where efficiency, throughput, and same-day discharge capabilities are increasingly important. By enabling a wider range of procedures to be performed robotically in outpatient environments, Distalmotion aims to support the continued shift of surgical care away from inpatient hospital settings. Supporting Outpatient Care Models Ambulatory surgery centres are under growing pressure to expand service lines while maintaining high procedural efficiency. DEXTER’s compact design and focus on streamlined robotic assistance are positioned to support this need, allowing care teams to treat a broader range of women’s health conditions without increasing procedural complexity. The system is designed for laparoscopic procedures across urology, general surgery, and gynaecology, combining robotic precision with workflows tailored to outpatient settings. Company Perspective on the Clearance Distalmotion CEO Greg Roche described the clearance as an important step in expanding the system’s clinical footprint in gynaecology. He said the additional indications help enable a more comprehensive GYN service line, supporting care teams in delivering robotic-assisted procedures alongside same-day discharge pathways. According to the company, this combination of robotics and outpatient care is central to improving both efficiency and patient access. Continued Clinical and Commercial Progress Alongside regulatory expansion, Distalmotion is advancing its US investigational device exemption (IDE) study evaluating DEXTER in myomectomy, further broadening its clinical evidence base in gynaecological surgery. The company reports that more than 4,000 patients have already been treated using the system across approved indications. DEXTER is a soft tissue robotic platform designed with single-use instruments and a compact footprint to facilitate integration into operating rooms with varying levels of infrastructure. Positioning in the Surgical Robotics Landscape The expansion of FDA clearances reflects broader momentum in surgical robotics, where manufacturers are increasingly focusing on: Expanding indications across multiple surgical specialties Supporting outpatient and ambulatory care settings Improving procedural efficiency and workflow integration Increasing adoption of minimally invasive techniques Distalmotion’s strategy aligns with this shift, targeting broader clinical applicability rather than single-procedure robotic systems. Summary Distalmotion has secured additional FDA clearance for its DEXTER robotic surgery system, expanding its approved use in gynaecological procedures including prolapse repair and endometriosis treatment. The move strengthens the system’s position in outpatient surgical care and supports its broader ambition to become a multi-specialty robotic platform across gynaecology, general surgery, and urology. With continued clinical studies underway and increasing procedural adoption, DEXTER is steadily broadening its footprint in the evolving surgical robotics market. Discover how nuaxia can support your next medical education initiative: Find out more about our specialist services - Moore's Outcome Assessments, Educational Needs Assessments and Patient Impact Studies for the Medical Education sector Contact us on: support@nuaxia.com

The US Food and Drug Administration (FDA) and the UK Medicines and Healthcare products Regulatory Agency (MHRA) have announced a new formal collaboration initiative designed to deepen regulatory alignment across medical devices, artificial intelligence, and innovative medicines. The initiative aims to improve the speed and consistency of regulatory decision-making while preserving the independence of both agencies. It reflects a broader effort to keep pace with rapid scientific and technological advances shaping global healthcare development. A More Structured Model for Regulatory Cooperation At the centre of the programme is a new liaison framework, with reciprocal officer roles established within both agencies. These dedicated positions are intended to support ongoing scientific exchange, streamline communication, and improve coordination on emerging regulatory challenges. By embedding collaboration into day-to-day operations, the FDA and MHRA aim to reduce friction for developers operating across both markets, particularly in high-growth areas such as AI-enabled healthcare technologies and next-generation medical devices. The programme was formally introduced at the DIA Global Annual Meeting in Philadelphia, held from 14 to 18 June. MHRA CEO Lawrence Tallon said the initiative represents a step change in collaboration between the two regulators, particularly in how they share expertise and respond to technological change. He noted that improved alignment could help companies bring products to market more efficiently in both the UK and the US, reducing duplication in regulatory processes. FDA deputy commissioner Grace Graham also emphasised the benefits of closer cooperation, highlighting faster access to medical products and improved regulatory efficiency for patients and innovators. Industry Welcomes Reduced Friction Across Markets The announcement has been broadly welcomed by industry stakeholders. Scott Whitaker, CEO of the Advanced Medical Technology Association (AdvaMed), said closer alignment between the agencies could help reduce regulatory burden and accelerate patient access to medical technologies on both sides of the Atlantic. The initiative also builds on earlier commitments made in April to strengthen UK-US cooperation in medical device regulation. It comes at a time when governments and regulators are increasingly focused on balancing innovation with safety in fast-moving sectors such as AI-driven diagnostics and software-based medical devices. Linking Regulatory Alignment to Broader UK-US Policy Shifts The collaboration follows recent developments in UK-US pharmaceutical policy, including a trade and pricing agreement implemented in April 2026. That deal removed tariffs on UK pharmaceutical exports to the US and adjusted NHS pricing frameworks for new branded medicines. Commenting on the broader context, Duncan Edwards, CEO of BritishAmerican Business, said the initiative sends a positive signal for cross-border investment and innovation, highlighting the importance of regulatory certainty for industry planning and growth. Advancing AI Regulation in Healthcare The MHRA’s involvement in the programme also coincides with its ongoing work to develop a new regulatory framework for artificial intelligence in healthcare. This framework is expected to replace the UK’s current medical device regulation system as it applies to AI technologies. As part of this process, the MHRA established the National Commission on the Regulation of AI in Healthcare to gather evidence and stakeholder input. Recent consultation findings, published on 11 June, highlighted strong demand for reform. Of 761 responses from NHS organisations, industry, and academia, half of respondents called for substantial revision of the existing framework, while a further 21% supported a complete overhaul. A Step Toward Global Regulatory Convergence The FDA–MHRA liaison programme reflects a wider trend toward international regulatory convergence in healthcare. As medical technologies become increasingly global in development and deployment, regulators are under growing pressure to coordinate standards, share expertise, and reduce duplication without compromising safety. While both agencies retain full autonomy in decision-making, the initiative signals a more structured and collaborative approach to managing innovation across borders. Discover how nuaxia can support your next medical education initiative: Find out more about our specialist services - Moore's Outcome Assessments, Educational Needs Assessments and Patient Impact Studies for the Medical Education sector Contact us on: support@nuaxia.com

cAMPfield Therapeutics has emerged from stealth with $180 million in Series A funding to advance a next-generation oral PDE4 inhibitor targeting inflammatory bowel disease (IBD), a space where earlier drugs have struggled due to tolerability limitations. The financing round was led by Frazier Life Sciences and supported by a syndicate including Deep Track Capital, Forbion, Abingworth, Venrock, Longitude Capital, Novo Holdings, and RA Capital. The company aims to reposition PDE4 inhibition as a viable option in IBD by addressing long-standing safety concerns that have historically limited the class despite its proven anti-inflammatory activity. Repositioning a Proven but Constrained Mechanism PDE4 inhibitors have demonstrated clinical efficacy across multiple inflammatory conditions, but their broader use has been constrained by gastrointestinal side effects including nausea, vomiting, and diarrhoea. Current marketed examples include Amgen’s Otezla (apremilast), approved for psoriasis and psoriatic arthritis, and Boehringer Ingelheim’s Jascayd (nerandomilast), a PDE4B-selective inhibitor approved for idiopathic and progressive pulmonary fibrosis. cAMPfield’s strategy centres on improving subtype selectivity to enhance tolerability while preserving anti-inflammatory efficacy. The company’s lead asset, prifemilast (also known as HPP737/HY1999), is designed to preferentially inhibit PDE4B, which is associated with anti-inflammatory activity, while limiting PDE4D engagement, which is believed to drive dose-limiting side effects. Leveraging Existing Clinical Validation Prifemilast has already been studied in clinical programmes across the US and China involving approximately 700 patients. Across these datasets, the candidate has shown favourable tolerability, with discontinuation rates comparable to placebo, alongside evidence of robust efficacy in a Phase III plaque psoriasis study. The asset was originally licensed from Newsoara, which previously acquired global rights through a series of transactions involving vTv Therapeutics. With this clinical foundation, cAMPfield is positioning prifemilast as a differentiated PDE4 inhibitor with the potential to extend into larger inflammatory indications. Targeting a High-Need IBD Market The Series A capital will support two major clinical programmes: a Phase IIb study in moderate-to-severe ulcerative colitis and a global Phase II trial in Crohn’s disease. IBD remains an area of significant unmet need despite a growing number of approved therapies, with many patients failing to achieve durable remission or discontinuing treatment due to safety or efficacy limitations. cAMPfield argues that a well-tolerated, once-daily oral PDE4 inhibitor could fill a gap between biologics and small molecules by offering chronic disease control without injectable administration. Competitive Landscape in PDE4-Driven IBD The company is entering an emerging but competitive field. Palisade Bio, for example, has previously reported early clinical signals from its ileocolonic-targeted PDE4 inhibitor PALI-2108 in ulcerative colitis. While still early, such programmes underscore renewed interest in PDE4 biology as companies attempt to overcome historical tolerability barriers through improved targeting and delivery approaches. A Founding Team with Deep IBD Expertise cAMPfield was founded by Mountainfield Venture Partners alongside a group of experienced gastroenterology drug developers, including former Takeda gastroenterology head Asit Parikh and Keith Usiskin, previously head of gastroenterology at Celgene and later a leader in Bristol Myers Squibb’s GI and immunology portfolio. CEO Bill Gerhart said the company’s goal is to establish prifemilast as a best-in-class oral therapy offering robust disease control with improved tolerability and convenience for patients and physicians. A Renewed Bet on Small-Molecule Immunology The launch of cAMPfield reflects a broader resurgence of interest in oral small-molecule approaches to immune-mediated diseases, particularly where biologics have set a high efficacy bar but leave room for improved convenience and long-term safety. If successful, PDE4 subtype-selective inhibition could mark a meaningful evolution in how inflammatory pathways are targeted in chronic gastrointestinal disease. Discover how nuaxia can support your next medical education initiative: Find out more about our specialist services - Moore's Outcome Assessments, Educational Needs Assessments and Patient Impact Studies for the Medical Education sector Contact us on: support@nuaxia.com

Boltz has entered a strategic partnership with Takeda to deploy its biomolecular AI models across the Japanese pharmaceutical company’s discovery organisation, strengthening its position in the rapidly expanding field of AI-enabled drug design. The deal follows Boltz’s recent launch with $28 million in seed funding and an earlier partnership with Pfizer, marking another step in its push to embed foundation model technology into mainstream pharmaceutical R&D workflows. The collaboration will give Takeda scientists direct access to Boltz’s latest biomolecular models, designed to improve prediction of molecular structures and accelerate the identification of novel drug candidates. Embedding Foundation Models into Drug Discovery Workflows Under the agreement, Takeda will integrate Boltz’s platform into its internal research environment through user interfaces, APIs and agent-based integrations. This setup allows scientists from across disciplines, including machine learning, computational biology, medicinal chemistry and protein engineering, to interact with the models using natural language and structured computational tools. Boltz CEO Gabriele Corso said the aim is to make advanced biomolecular modelling more accessible and usable across discovery teams, enabling faster iteration and more informed decision-making in early-stage drug development. The partnership includes access to two core systems: BoltzMol-1, focused on small-molecule hit discovery, and BoltzProt-1, designed for protein engineering and design. Early Validation Across Multiple Targets Boltz has highlighted early validation results for its models across both small-molecule and biologics applications. BoltzMol-1 reportedly identified confirmed hits across six of ten tested targets while screening only 28 to 51 compounds per target. In parallel, BoltzProt-1 demonstrated improved performance in de novo nanobody design, achieving nearly triple the hit rate of its earlier generation model across benchmark targets. These results reflect growing industry interest in AI systems that can reduce experimental burden while increasing hit identification efficiency in early discovery. Integrating AI Directly into R&D Decision-Making A key feature of the collaboration is the integration of Boltz’s platform into Takeda’s existing discovery infrastructure via APIs and workflow tools. The system is designed to function alongside large language model agents, allowing researchers to run predictive and generative modelling tasks using natural language prompts. Boltz scientists will also collaborate directly with Takeda teams on selected programmes, supporting model fine-tuning for specific biological targets. While financial terms of the deal were not disclosed, Takeda will retain full ownership of any compounds generated using Boltz’s technology. Takeda Continues to Scale Its AI Strategy The agreement is part of Takeda’s broader expansion into AI-driven drug discovery. The company has recently also entered into a collaboration with Iambic, potentially worth more than $1.7 billion, focused on small-molecule discovery across oncology, gastrointestinal and inflammatory disease areas. Together, these partnerships highlight Takeda’s increasing reliance on external AI platforms to accelerate discovery across multiple therapeutic domains. A Growing Role for Foundation Models in Pharma R&D The Boltz–Takeda collaboration reflects a wider shift in pharmaceutical research, where foundation models are increasingly being embedded directly into discovery pipelines. Rather than acting as standalone tools, these systems are being integrated into day-to-day scientific workflows, enabling real-time prediction, design and prioritisation of drug candidates. As competition intensifies in AI-driven drug discovery, partnerships like this are likely to become a core mechanism for combining computational innovation with large-scale pharmaceutical development capabilities. Discover how nuaxia can support your next medical education initiative: Find out more about our specialist services - Moore's Outcome Assessments, Educational Needs Assessments and Patient Impact Studies for the Medical Education sector Contact us on: support@nuaxia.com

Biogen has agreed to acquire RayThera in a deal worth up to $1 billion, strengthening its position in immunology and adding a portfolio of small-molecule anti-inflammatory candidates to its development pipeline. The transaction includes an upfront payment alongside additional milestone-based payments tied to clinical and regulatory progress. It reflects Biogen’s continued push to diversify beyond its core neurology franchise into immune-mediated disease areas. Building Depth in Small-Molecule Immunology RayThera is a biotechnology company focused on small-molecule therapies targeting immune-driven conditions across multiple indications. The acquisition will bring several early-stage programmes into Biogen’s portfolio, including RayThera’s lead asset, which is expected to enter Phase I clinical development in early Q3 2026. Once the deal closes, Biogen will take full control of development, manufacturing, and global commercialisation responsibilities across the acquired pipeline. The assets are positioned to broaden Biogen’s immunology footprint at a time when large pharma companies are increasingly seeking diversification across inflammatory and autoimmune disease spaces. Biogen Targets Pipeline Expansion Beyond Neurology Biogen executive vice-president and head of development Priya Singhal said the acquisition enhances the company’s immunology strategy by adding new assets with potential to expand into additional disease areas. She noted that the deal supports Biogen’s long-term pipeline ambitions and accelerates the progression of lead candidates toward clinical development. RayThera CEO and co-founder Qing Dong described Biogen as a strong strategic fit given its global development capabilities in immunology, adding that the partnership would enable rapid advancement of the company’s programmes into clinical trials and beyond. Momentum in Early-Stage Dealmaking Continues RayThera recently completed a Series A financing round backed by OrbiMed Advisors, Foresite Capital, and TTM Capital, reflecting strong investor interest in early-stage immunology platforms. The acquisition also follows Biogen’s recent regulatory momentum, including the US FDA’s breakthrough therapy designation for salanersen (BIIB115), an investigational treatment for spinal muscular atrophy. Together, these developments highlight Biogen’s dual strategy of advancing internal neurology assets while actively expanding into adjacent therapeutic areas through targeted acquisitions. A Broader Shift Toward Early Immunology Bets The RayThera deal reflects a wider industry trend in which large biopharma companies are increasingly acquiring early-stage immunology assets to rebuild pipelines and offset future revenue pressure from mature franchises. With growing scientific validation and renewed investor interest in immune modulation, small-molecule approaches continue to attract deal activity alongside biologics and cell-based therapies. If successfully developed, RayThera’s portfolio could help reinforce Biogen’s long-term growth strategy in one of the most competitive areas of modern drug development. Discover how nuaxia can support your next medical education initiative: Find out more about our specialist services - Moore's Outcome Assessments, Educational Needs Assessments and Patient Impact Studies for the Medical Education sector Contact us on: support@nuaxia.com

The Medscape Neurologist Compensation Report 2026 shows US neurologist earnings continuing on a familiar trajectory: modest growth, stable expectations, and little evidence of a return to strong upward momentum. Average total compensation now sits at approximately $341,000, with year-on-year growth of around 3%. That places neurology broadly in line with inflation-adjusted stability rather than meaningful real income expansion. This is no longer a growth story. It is a positioning story. Neurologist pay is increasingly defined by where you sit within a relatively stable distribution, rather than whether the overall average is rising. The key differentiator is no longer time in practice alone, but structure: workload mix, subspecialty focus, private work, and contract design. A Flat Growth Environment With Inflation-Level Gains Neurologists reported pay increases of roughly 3% in 2025, closely matching the wider physician average. While modest, this growth has kept pace with inflation, which stood at around 2.7% at the end of 2025. In real terms, this places neurology in a neutral zone: neither materially eroding nor significantly increasing purchasing power. As one healthcare consultancy director noted, the broader physician market is experiencing “a return to normalisation,” with compensation patterns stabilising after earlier volatility. The expectation now is not acceleration, but consistency. The underlying drivers remain familiar: Increased patient volumes and productivity Higher work relative value units (wRVUs) Incremental efficiency gains from digital systems and workflow improvements However, these drivers are producing stability rather than expansion. Where Neurologists Sit in the Earnings Distribution Neurology compensation is best understood as a distribution rather than a single benchmark. Most neurologists cluster around a central earnings band, with variation emerging at the edges based on role structure rather than tenure alone. Below the Main Range Neurologists in the lower earnings band are typically characterised by: Early consultant stage (0–3 years post-consultant) Predominantly salaried NHS-style or fixed contracts Limited private practice involvement Fewer subspecialty clinics or procedural weighting Standardised workload structures This group reflects entry into consultant-level practice without additional income layering. Around the Main Range The central band contains the majority of neurologists. This group typically includes: Established consultants (approximately 4–9 years post-consultant) Balanced inpatient and outpatient workloads Some additional sessions or limited private activity Standard productivity frameworks Stable, structured NHS-aligned contracts This is the functional core of neurology earnings in 2026. Importantly, movement within this band is often incremental rather than transformative. Above the Main Range Higher earners begin to separate through structure rather than experience alone. Common characteristics include: Higher subspecialty intensity (where applicable) Greater private practice exposure Additional clinical sessions beyond standard contracts Productivity-linked compensation structures Portfolio income streams such as medico-legal work, teaching, leadership roles, or advisory work At this level, earnings divergence is driven more by how work is structured than by seniority. The Negotiation Reality: Standardisation Over Individual Bargaining A significant majority of neurologists report limited negotiation leverage when entering or renewing contracts. Around 65% of neurologists said they were not highly assertive in salary negotiations, reflecting a broader shift toward standardised compensation frameworks. Healthcare employers increasingly favour structured pay systems over individual negotiation, with one compensation specialist noting that standardisation is now preferred to avoid internal disparities between physicians. The implication is clear: negotiation plays a smaller role than it once did, particularly in larger healthcare organisations. Perceived Value: The Fairness Gap Despite stable earnings, perceptions of fairness remain constrained. Only 45% of neurologists reported feeling fairly compensated for their work. While this is slightly improved compared to prior years, it still reflects a persistent disconnect between pay levels and perceived value. This gap is not purely financial. It is shaped by: Administrative workload Staffing pressures Clinical intensity Time constraints and burnout Contract structure and autonomy Even where compensation is objectively competitive, perceived fairness often diverges based on day-to-day working conditions. Broader Views: Are Doctors Underpaid? When asked about the profession more broadly, 52% of neurologists believe US physicians are underpaid. This represents a decline from previous sentiment but still indicates that more than half of respondents feel the profession is undervalued at a systemic level. The tension here is familiar: relative global comparisons suggest high earnings, but domestic cost pressures, workload intensity, and administrative burden continue to shape dissatisfaction. Pay Outlook: Stability Dominates Expectations Forward-looking expectations reinforce the theme of stability: 45% expect pay increases 45% expect flat pay 9% expect decreases The most notable figure here is not growth, but equilibrium: flat pay is now just as common as pay increases. This signals a market where upward movement is no longer guaranteed and where compensation trajectories are increasingly static unless role structure changes. Financial Adequacy: Mixed Outcomes When neurologists were asked whether their pay meets household financial needs: 24% said it exceeds needs 50% said it matches needs 26% said it falls short This distribution closely mirrors prior years and reinforces the idea of a stable but uneven system, where outcomes depend heavily on personal financial context and geography. Incentives and Performance-Based Pay Around 65% of neurologists are eligible for incentive-based compensation, most commonly linked to productivity metrics such as wRVUs. Performance pay is now a structural feature of neurology compensation rather than an exception. Key characteristics include: RVU-based productivity remains the dominant driver Quality metrics increasingly supplement bonus calculations Most physicians can influence bonus outcomes, at least partially Around 85% of physicians across specialties now have some form of performance-linked pay Importantly, incentive systems are generally viewed as more controllable than broader institutional evaluation frameworks, reinforcing their role as a behavioural lever in physician compensation design. Workload and Contract Structure Neurologists report working approximately 50 hours per week, consistent with prior years. Contract structures typically fall into three categories: Short-term contracts (≤1 year) Standard contracts (1–3 years) Long-term or “evergreen” annual renewal models There is little variation in working hours year-on-year, reinforcing the broader theme of structural stability across the specialty. Structural Pay Factors: The Real Differentiator Only around 34% of neurologists reported that metrics such as RVUs influence their base salary (not just bonuses), indicating that most base pay remains relatively fixed. However, where RVUs do influence base pay, compensation becomes more directly tied to output, reinforcing the importance of productivity within modern physician pay structures. This shift reflects a broader trend: compensation systems are increasingly designed around measurable output rather than purely time-served progression. Conclusion: Neurology Has Entered a Stable Distribution Era The 2026 data point to a clear conclusion. Neurology is no longer a specialty defined by rapid earnings progression or broad-based increases. Instead, it is defined by: Stable average growth (~3%) Strong clustering around a central earnings band Increasing reliance on structural differentiation Limited negotiation flexibility Persistent gaps in perceived fairness Flat expectations for future pay movement In short, neurology compensation is not accelerating. It is stabilising into a structured distribution where outcomes depend less on time in role, and more on how the role itself is built. Discover how nuaxia can support your next medical education initiative: Find out more about our specialist services - Moore's Outcome Assessments, Educational Needs Assessments and Patient Impact Studies for the Medical Education sector Contact us on: support@nuaxia.com

The Medscape Oncologist Compensation Report 2026 paints a different picture from many other specialties. Unlike fields that have seen modest stability or slight gains, oncology has moved in the opposite direction. Average compensation fell by approximately 2% in 2025, bringing oncologists out of line with the broader physician trend of ~3% growth. This shift is not dramatic in absolute terms, but it is directionally important. Oncology is no longer tracking general physician pay growth. It is diverging from it. A Rare Downturn in Physician Compensation While most US physicians reported modest increases in earnings, oncologists experienced a slight decline in average total compensation. The typical oncologist now earns in the region of the mid-$300,000s (varying by subspecialty, setting, and private practice exposure), but the key story is not the absolute figure. It is the direction of travel. Where other specialties have stabilised or grown modestly, oncology has slipped. This puts it in a small group of specialties experiencing either flat or negative real movement in earnings. Even so, more than half of oncologists still expected some level of pay increase by year-end — highlighting a disconnect between expectations and realised outcomes. Inflation vs Earnings: A Negative Real Shift The broader physician market has broadly kept pace with inflation, which sat at around 2.7% at the end of 2025. Oncology did not. With a ~2% decline in average compensation, oncologists are effectively experiencing a double squeeze: Nominal earnings down Real earnings down even more sharply relative to inflation This creates a subtle but meaningful shift in financial pressure, particularly in high-intensity clinical roles. As one healthcare consultancy leader described the wider market, physician compensation is entering a “return to normalisation” phase. For oncology, however, that normalisation looks more like compression. Where Oncology Sits in the Earnings Hierarchy Oncology remains a relatively high-paying specialty in absolute terms, but it has lost upward momentum compared with procedural specialties. The top end of physician earnings continues to be dominated by fields such as orthopaedics, cardiology, radiology, and anaesthesiology. Oncology does not consistently sit in that top tier anymore. Instead, it occupies a middle-upper band where: Earnings are substantial but not accelerating Growth is uneven across practice types Structural factors matter more than seniority alone In practical terms, oncology compensation is increasingly shaped by: Institutional funding structures NHS-style productivity frameworks (in US analogues, hospital-employed RVU systems) Private practice mix Drug administration models and reimbursement environments This makes oncology highly sensitive to system-level financial pressures. Negotiation Power: Limited and Standardised A striking feature of oncology compensation is the lack of aggressive salary negotiation. Around 69% of oncologists reported they were not highly assertive in salary negotiations, with many indicating they had little or no opportunity to negotiate at all. This reflects a broader shift across medicine: Compensation is becoming standardised. Large healthcare organisations increasingly rely on fixed frameworks rather than individual bargaining, reducing variability between physicians in similar roles. As one healthcare compensation specialist noted, employers are moving toward standard compensation philosophies where negotiation is discouraged in favour of internal parity. The result is predictable pay structures — but reduced individual leverage. Perception vs Reality: The Fairness Paradox Despite the decline in earnings, oncologists report relatively strong perceptions of fairness compared with other specialties. Around 57% of oncologists felt fairly compensated as individuals. However, this is offset by a broader contradiction: 53% believe US physicians are underpaid overall That figure has increased significantly from prior years This creates a paradox where oncologists may feel relatively fairly treated within their own role, but still view the wider system as undervaluing medical labour. The disconnect is not purely financial. It reflects workload intensity, emotional burden, and systemic pressures unique to oncology practice. Pay Expectations: A Mixed Outlook Oncology shows a split outlook heading into the next cycle: 55% expect pay increases 39% expect flat pay 6% expect pay declines This distribution is important because it reveals optimism despite recent declines. However, the presence of a large flat-pay cohort reinforces a structural reality: oncology is not currently a high-growth compensation environment. Instead, it is stabilising around constrained budgets and reimbursement pressure. Incentive Pay and Productivity Dependence Approximately 75% of oncologists are eligible for incentive-based compensation. The dominant drivers of bonus pay include: Work Relative Value Units (wRVUs) Quality care metrics This places oncology firmly within the productivity-linked compensation model that now dominates US medicine. Across the profession, around 85% of physicians have some form of performance-linked pay. However, oncology is particularly exposed to the tension between: Volume-based productivity measures Quality and complexity of care delivery In oncology, higher complexity does not always translate cleanly into higher measurable productivity, creating friction in compensation models. Workload and Structural Intensity Oncologists report working approximately 52 hours per week, slightly above the physician average. This workload includes: Outpatient consultations Treatment planning Multidisciplinary coordination Administrative documentation On-call responsibilities in many settings The combination of high emotional intensity and administrative load contributes to ongoing concerns around burnout and sustainability. Despite this, workload has remained broadly stable year-on-year, suggesting limited relief from systemic pressure. Earnings Stability vs Structural Pressure While oncology compensation has not collapsed, it is increasingly shaped by structural constraints: Flat or declining real growth Reduced negotiation flexibility Heavy reliance on RVU-driven systems Reimbursement pressure (particularly in private practice) Institutional cost containment Even where earnings remain relatively high in absolute terms, the trajectory is the key issue. This is not a rapidly expanding earnings environment. It is a constrained one. The Bigger Picture: Oncology Is Entering a Compression Phase The 2026 data suggest oncology is moving into a distinct phase compared with many other specialties. Rather than growth or volatility, it is experiencing: Mild contraction in average pay Stable but uneven earnings distribution Increased dependence on institutional structures Persistent tension between workload and compensation Mixed but fragile optimism for future pay increases In short, oncology is not being revalued upward in the current market cycle. It is being held steady within a tightening system. Conclusion: A Specialty Defined by Pressure, Not Progress Oncology remains one of the most demanding specialties in medicine, both clinically and emotionally. However, its compensation trajectory in 2026 tells a clear story: Earnings are no longer rising in line with peers Real income has slipped slightly Structural constraints are becoming more dominant Future growth expectations are cautious rather than confident Where other specialties are stabilising, oncology is compressing. Not sharply, but persistently and in physician compensation, persistence matters more than headlines. Discover how nuaxia can support your next medical education initiative: Find out more about our specialist services - Moore's Outcome Assessments, Educational Needs Assessments and Patient Impact Studies for the Medical Education sector Contact us on: support@nuaxia.com

Endocrinologists in the US reported modest changes in compensation in 2025, but the broader picture is less about growth and more about stability within a constrained system. Average total compensation rose by around 4%, slightly above inflation, but the underlying structure of earnings continues to tighten. While some physicians saw gains, the specialty is increasingly defined by distribution rather than progression — where you sit within the range matters more than year-on-year movement. The 2026 earnings environment: modest growth, structural limits Across US physicians, average pay increases hovered around 3%, placing endocrinology slightly above trend at around 4%. Inflation pressures remain central to interpretation. Although nominal pay rose, real income gains are relatively limited once cost-of-living adjustments are accounted for. Industry analysts describe this phase as a “return to normalisation”, where compensation growth is no longer driven by broad sector expansion but by: Individual productivity (work relative value units / wRVUs) Efficiency improvements in clinical systems Local contract structures and payer mix In other words, income is increasingly engineered rather than organically rising. Where endocrinologists sit in the pay distribution Endocrinology earnings are best understood as a banded structure rather than a linear career ladder. Below the typical range This group sits beneath the main earnings cluster and typically reflects: Early consultant stage (0–3 years post-appointment) Predominantly salaried NHS-style or equivalent employed roles Limited private practice or additional sessions Lower exposure to high-yield subspecialty work This is not necessarily underperformance — it is structural positioning early in a career cycle. Around the main range Most endocrinologists sit within this central band, where earnings are defined less by ambition and more by system design. Typical characteristics include: Established consultants (approximately 4–9 years post-appointment) Standard outpatient endocrine caseloads (diabetes, thyroid, metabolic disease) Stable NHS or employed contracts Limited but consistent additional sessions or private activity Productivity aligned to institutional frameworks This is the functional core of endocrinology income in 2026. Above the main range Higher earners are not defined simply by seniority, but by structure and optionality. Common drivers include: Higher subspecialty intensity or niche clinic development Greater private practice exposure Additional clinical sessions beyond standard contracts Productivity-linked or performance-weighted compensation models Portfolio careers (teaching, medico-legal work, advisory roles) At this level, structure outweighs experience as the primary determinant of income. Satisfaction gap: income vs perceived value Despite relatively stable earnings, only a minority of endocrinologists report feeling fairly compensated. A key theme emerges: Income level does not reliably translate into perceived fairness. Across respondents: Just over 40% feel fairly compensated personally A majority believe the profession is underpaid overall This disconnect reflects a broader tension in modern medicine — rising workload complexity without proportional autonomy or reward. Workload pressure, administrative burden, and system constraints all shape perception as much as salary itself. Pay expectations: a flat but stable outlook Forward expectations reinforce the idea of a stabilising market rather than a growing one: Around half expect pay increases Roughly one-third expect flat pay A smaller minority expect pay declines Flat earnings are now nearly as common as growth, signalling a plateau phase in compensation cycles. This is particularly relevant for private practice physicians exposed to reimbursement pressures, especially from public payer systems. The role of productivity: RVUs dominate Across endocrinology, compensation is increasingly tied to measurable output. Among those eligible for incentive pay, the most important drivers include: Work Relative Value Units (wRVUs) Quality metrics tied to clinical outcomes Approximately three-quarters of endocrinologists have access to some form of bonus structure, and most systems rely heavily on productivity measurement. This reflects a wider shift across US medicine: Around 85% of physicians now have some form of productivity-linked pay component. The implication is clear — compensation is becoming algorithmic in nature, tied to output metrics rather than tenure or seniority. Workload reality: stable hours, rising intensity Endocrinologists report working around 48 hours per week, broadly consistent year-on-year. However, this figure masks underlying complexity: Clinical time remains steady Administrative and documentation burden continues to rise Patient complexity is increasing, particularly in metabolic disease and diabetes management The result is a system where time remains constant, but intensity increases. Gender and structural disparities The report continues to highlight a persistent gender pay gap across medicine, with male physicians earning significantly more on average. Key points: Gap remains over $100,000 on average Little improvement year-on-year More pronounced among specialists than primary care physicians The underlying issue is not solely pay structure, but also: Bonus allocation differences Negotiation disparities Role segmentation within organisations Despite growing awareness, the trend remains largely unchanged. Final outlook: a mature, constrained earnings model Endocrinology in 2026 is no longer characterised by rapid earnings growth or clear upward mobility. Instead, it reflects a mature compensation system defined by: Stable but compressed pay growth High dependence on productivity metrics Strong variation based on role structure rather than seniority Persistent dissatisfaction despite moderate income levels The most important shift is conceptual: Endocrinology earnings are no longer defined by progression. They are defined by position within a stable but uneven distribution. Source: Medscape Endocrinologist Compensation Report 2026 (May 2026) Discover how nuaxia can support your next medical education initiative: Find out more about our specialist services - Moore's Outcome Assessments, Educational Needs Assessments and Patient Impact Studies for the Medical Education sector Contact us on: support@nuaxia.com

The Medscape Ob/Gyn Compensation Report 2026 shows obstetricians and gynaecologists earning approximately $390,000 in average total compensation. While compensation increased by roughly 5% during 2025, this is no longer simply a growth story. It is a positioning story. Ob/Gyn earnings are best understood by where you sit relative to the $390,000 benchmark, not whether the average is rising. Most variation now comes from workload structure, procedural intensity, and practice model rather than experience alone. Ob/Gyn compensation sits at approximately $390,000 on average The Medscape 2026 data places Ob/Gyn compensation at roughly $390,000, positioning the specialty firmly above many medical specialties but below the highest-paid procedural disciplines. What this means in real terms: This is now the baseline reference point for Ob/Gyn. Anything meaningfully below $390,000 places you under the specialty average. Anything meaningfully above it places you within the higher-earning segment of the profession. So the key question becomes: Are you above or below the $390,000 Ob/Gyn anchor point? Because this is now the effective centre of gravity for the specialty. Below the $390,000 range This group sits under the main Ob/Gyn earnings cluster. This typically reflects: Lower procedural or surgical volumes Predominantly employed or salaried positions Limited private practice exposure Reduced access to higher-margin subspecialist work What this means in real terms: You remain within normal Ob/Gyn compensation ranges, but you sit below the current specialty average of $390,000. Around the $390,000 range This is where a large proportion of Ob/Gyn physicians sit. Earnings here are shaped by: Consistent clinic and procedural activity Standard consultant productivity levels Mixed employed and private practice work Typical RVU-driven compensation structures This is the functional centre of Ob/Gyn earnings in 2026. Above the $390,000 range This is where compensation begins to separate from the main distribution. Higher earners are typically characterised by: Greater surgical and procedural intensity Stronger private practice exposure Subspecialist expertise Additional revenue streams and productivity incentives At this level, structure matters more than tenure. Only 53% of Ob/Gyns feel fairly compensated Despite average compensation reaching $390,000, only 53% of Ob/Gyns report feeling fairly compensated. Meanwhile, 71% believe physicians in the US are underpaid overall. This highlights a significant disconnect. High income does not automatically translate into perceived fairness. What this means for you: Two Ob/Gyns earning similar compensation can experience very different realities depending on: Call requirements Delivery volume Administrative burden Staffing support Work-life balance Even with rising compensation, satisfaction remains uneven across the specialty. Expectations point to a stabilising market The report shows: 37% expect pay increases 43% expect flat pay 20% expect pay decreases What this means in real terms: Flat compensation is now the most common expectation. The strong post-pandemic growth period appears to be moderating. Future earnings progression is becoming less predictable and more dependent on individual practice circumstances. What this means for you by experience level If you are early career (0–3 years post-consultant) At this stage, $390,000 is not where most Ob/Gyns begin. Positioning matters more than absolute compensation. If you are: Below $390,000, you are still building procedural volume and productivity Around $390,000, you are progressing towards typical specialty earnings relatively quickly Above $390,000, you are likely operating in a high-volume or strong procedural pathway early Key point: Early career outcomes are heavily influenced by procedural exposure and contract structure. If you are mid-career (4–9 years) This is where many physicians converge around the $390,000 benchmark. What the report implies: Most Ob/Gyns cluster around the average Earnings divergence begins through productivity and procedural intensity Practice structure becomes increasingly important If you are: Below $390,000, you sit beneath the specialty earnings centre Around $390,000, you are tracking typical Ob/Gyn outcomes Above $390,000, you are entering the higher-performing earnings segment Key insight: This is where structural factors begin to outweigh experience. If you are established (10–19 years) At this stage, $390,000 becomes a dividing line rather than simply a benchmark. What the report suggests: A stable earnings core remains around the average. A higher-income tier emerges through: Increased surgical volume Subspecialisation Private practice activity Leadership responsibilities If you are: Below $390,000, you are under the current earnings anchor Around $390,000, you remain aligned with the core distribution Above $390,000, you are capturing a disproportionate share of specialty earnings Key point: The financial gap between compensation bands becomes increasingly meaningful. If you are senior (20+ years) At the senior level, compensation tends to split into two distinct pathways: Stable earnings around the $390,000 benchmark Continued progression beyond it through scale, reputation, procedural intensity, and private practice exposure The difference is no longer driven by years of experience. It is driven by structure. The workload factor cannot be ignored Ob/Gyn physicians reported working an average of 52 hours per week, compared with 49 hours across physicians generally. This places Ob/Gyn among the heavier workload specialties. The implication is important: The compensation discussion cannot be separated from workload. The relatively modest proportion of physicians who feel fairly compensated may reflect not just pay levels, but the demands required to earn them. The core message of the 2026 report The Medscape 2026 Ob/Gyn data can be reduced to three anchors: Ob/Gyn averages approximately $390,000 Only 53% feel fairly compensated More physicians expect flat pay than pay increases Taken together, the structure is clear: Ob/Gyn remains a well-compensated specialty where $390,000 is the central reference point, but future earnings growth is becoming less certain and increasingly dependent on how a physician is positioned within the distribution. Summary If you are an Ob/Gyn reading this report, the key question is not whether the specialty pays well. It clearly does. The real question is: Am I below, around, or above the $390,000 benchmark? And is my position shaped by procedural volume, private practice exposure, productivity metrics, or structural constraints? Because the report makes one thing clear: Ob/Gyn compensation is increasingly defined not by average growth, but by where you sit within the distribution. Source Medscape Ob/Gyn Compensation Report 2026. Discover how nuaxia can support your next medical education initiative: Find out more about our specialist services - Moore's Outcome Assessments, Educational Needs Assessments and Patient Impact Studies for the Medical Education sector Contact us on: support@nuaxia.com