The nursing workforce is entering a new era. After the disruptions caused by the COVID-19 pandemic, employment levels are stabilizing, yet healthcare systems still face critical workforce issues. From burnout to recruitment gaps and rising turnover costs, healthcare leaders must stay ahead of trends to protect care quality and team morale.
At 3B Healthcare, we’ve analyzed the most relevant 2025 data to bring you 11 key nursing workforce trends every clinical and HR leader should know today.
1. The Global Nursing Workforce Is on the Rise
According to the World Health Organization (WHO), the global nursing workforce increased from 27.8 million in 2018 to 29.8 million in 2023, with expectations to reach 36 million by 2030. This growth reflects global investment in nursing capacity.
2. U.S. Nurse Employment Has Rebounded
Post-pandemic, the U.S. nursing workforce is stabilizing:
- 88% of licensed Registered Nurses (RNs)
- 71% of Licensed Practical/Vocational Nurses (LPNs/LVNs)
are actively employed, thanks to renewed focus on recruitment and retention.
3. Nurse Practitioner Roles Are Booming
According to the Bureau of Labor Statistics, by 2033:
- Nurse Practitioner jobs will grow 46%
- Nurse Anesthetists: +10%
- Nurse Midwives: +7%
- RNs: +6%
- Nursing Assistants: +4%
Advanced roles are gaining momentum as demand for primary and specialty care expands.
4. Nearly 1.6 Million RNs Plan to Leave
A staggering 40% of RNs plan to leave the profession in the next five years:
- 22% due to retirement
- 18% due to stress, burnout, and dissatisfaction
This could create a massive workforce gap without strategic retention efforts.
5. Burnout, Staffing, and Recognition Are Top Issues
Nurses cite the following challenges:
- 65%: Stress and burnout
- 59%: Short staffing and high patient ratios
- 52%: Low compensation
- 51%: Feeling undervalued by leadership
Nurses seek better scheduling flexibility, wellness support, and workplace recognition.
6. Turnover Is Improving—But Still Costly
In 2024:
- RN turnover dropped by 2.4%, averaging 4%
- Turnover cost per RN rose to $61,110, up from $56,300 in 2023
Reducing turnover is critical to lower costs and maintain team stability.
7. RN Vacancies Remain High and Hiring is Slow
- RN Vacancy Rate (2024):6%
- Time to Hire Experienced RNs: 62–103 days
Extended hiring windows increase staffing strain and overtime dependency.
8. High Turnover Specialties Need Attention
From 2019–2024, highest cumulative turnover rates were in:
- Step-down, telemetry, emergency units: 113–121%
Lowest turnover:
- Pediatrics:2%
- Surgical Services:1%
Strategic staffing models can target high-churn areas for improvement.
9. Mental Health Support Is a Major Gap
Mental health remains under-supported:
- 24%: No resources available
- 21%: Programs exist but unused
- 24%: Unaware of available services
Mental health must become a priority pillar in workforce retention strategies.
10. Nursing Students Are Anxious About the Transition
Among nursing students:
- 68% are concerned about managing workload
- 58% worry about emotional stress
Stronger mentorship and transition programs are needed to support new grads.
11. Retirement Planning Is Urgent
As the workforce ages, systems must:
- Redesign roles for aging nurses
- Offer financial retirement coaching
- Create volunteer and teaching pathways
These steps preserve institutional knowledge and reduce sudden workforce exits.
Final Take from 3B Healthcare
The nursing workforce in 2025 is showing resilience, but underlying issues like burnout, mental health, staffing ratios, and upcoming retirements demand serious attention. Healthcare leaders must act now to improve retention, create better work environments, and invest in future-ready staffing strategies.
At 3B Healthcare, we provide insights, workforce tools, and staffing support to help you build a sustainable nursing team—ready for today and tomorrow.
For more data-driven healthcare staffing insights, don’t miss our latest blog: Insights from SIA’s US Staffing Industry Forecast for Healthcare Staffing. It breaks down national staffing trends, demand shifts, and what to expect in 2025 and beyond.
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