Burnout has become a defining crisis in nursing, and the latest data from Nurse.com’s 2024 Salary and Work-Life Report confirms this issue is still growing.
With 23% of nurses considering leaving the profession and nearly half reporting mental health impacts from their work, it’s clear that burnout is more than a buzzword — it’s a barrier to retention, wellness, and safe patient care.
This in-depth review of nurse burnout statistics breaks down the data by clinical setting, license type, gender, age group, and geography. With input from over 3,600 nurses nationwide, the report gives a comprehensive look at nurse well-being.
How nurse burnout is defined and measured
Burnout, according to the World Health Organization, is a syndrome stemming from chronic workplace stress that hasn’t been successfully managed. In nursing, it often manifests as emotional exhaustion, depersonalization, and a decreased sense of personal accomplishment. Nurse.com’s report evaluated burnout through a series of questions on mental health, job satisfaction, and intent to leave the profession.
Key contributors to nurse burnout in 2024
The top five aspects that negatively affect mental health and well-being, according to the Nurse.com report, include:
- Dissatisfaction with salary/wage increase policies (63%)
- Lack of responsive leadership (60%)
- Unequal work-life balance (54%)
- Not being heard (54%)
- Unmanageable workloads (54%)
Additionally, being unable to take breaks and negative interactions with patients and families were also reported by nurses across all settings.
Burnout by clinical setting
One of the strongest predictors of nurse burnout is the clinical environment.
- Acute care nurses reported the highest rates of burnout-related mental health strain, with 23% stating their work negatively affected their mental health.
- Ambulatory care nurses followed closely behind at 15%, suggesting that outpatient settings aren’t immune to the stressors contributing to burnout.
- Nurses in long-term care and home health or hospice showed slightly lower burnout rates but still reported feeling overwhelmed at work.
Notably, acute care nurses were significantly more likely to experience verbal abuse, intimidation, or physical assault by patients, patients’ family members, or colleagues — a known contributor to psychological stress and job dissatisfaction.
Burnout by nurse license type
Burnout rates also differ between license types:
- Registered nurses (RNs): Representing 72% of respondents, RNs reported moderate to high burnout levels. Many noted issues like unmanageable nurse-to-patient ratios, salary dissatisfaction, and poor leadership responsiveness as aspects that negatively impact their mental health.
- Licensed practical nurses/licensed vocational nurses (LPNs/LVNs): At 24% of the sample, LPNs/LVNs also reported high rates of mandated overtime (29%), adding to workload pressure and fatigue.
- Advanced practice registered nurses (APRNs): Due to higher salaries, APRNs reported greater satisfaction but were also more likely to be working in outpatient roles, where burnout can be tied to role ambiguity, administrative burden, and productivity metrics.
Interestingly, APRNs had the highest percentage of nurses planning to pursue further certifications (68%), which could indicate career shifts driven by nurse burnout.
Burnout by gender
Gender plays a nuanced role in how burnout is experienced and reported:
- Female nurses (89% of respondents): These nurses reported higher levels of intimidation by colleagues and more dissatisfaction with salary or wage policies, which can have serious impacts on mental health. In fact, one study on workplace violence against female healthcare workers found that most nurse respondents reported serious mental health strain, resulting in anger, psychological stress, and job dissatisfaction.
- Male nurses (10% of respondents): While slightly more likely to report compassion fatigue than female nurses (48% vs. 46%), men were more inclined to leave jobs for higher pay and were less likely to report feeling unheard by leadership.
Burnout by age and generation
Younger nurses are disproportionately affected by burnout.
- Generation Z (under age 27): Though only 4% of the sample, Generation Z nurses were the most likely to report burnout, moral injury, and compassion fatigue. However, many reported they were motivated to stay in the profession by more transparency from nurse leaders and more opportunities to change shifts.
- Millennials (ages 27 to 42): Thirty-four percent of Millennial respondents reported being less satisfied with their salary, which can contribute to stress and burnout, according to the Society for Human Resource Management. This group is also most likely to seek support for their well-being or career changes, citing reasons such as dissatisfaction with leadership or inflexible work hours.
- Generation X and Baby Boomers (ages 43 to 77): Older nurses reported more resilience, with higher job satisfaction and lower burnout rates. For instance, 48% of Baby Boomers were satisfied with their salaries, compared to just 30% of Generation Z nurses.
Burnout by race and ethnicity
Racial and ethnic disparities in nurse burnout are emerging as critical concerns. Cultural representation and workplace equity both play roles in nurse well-being.
Mental health impacts
- Nurses who identified as Black or African American were among the most affected, with 74% reporting unequal work-life balance and 67% citing lack of responsive leadership.
- American Indian or Alaska Native nurses had the highest rate of nurses considering leaving the profession (41%), suggesting deep dissatisfaction possibly tied to systemic inequities or lack of support.
- Nurses who identified as Hispanic, Latinx, or Spanish reported an elevated dissatisfaction with salary. However, many noted they were motivated to stay in nursing if remote roles were more accessible.
- Asian nurses were more likely to cite better benefits as a key motivator for job satisfaction.
- Native Hawaiian or Pacific Islander nurses ranked near the top for wanting remote work, better benefits, and more manageable workloads, factors closely tied to burnout management.
Burnout by U.S. region
While the report didn’t include a burnout-specific regional breakdown, salary data and cost of living may serve as indirect stress indicators:
- West (highest RN salary at $90,000): While nurses here earn the most, high housing costs and staff shortages may still contribute to stress.
- Northeast (highest RN salary at $88,000): Although salaries are competitive, working in densely populated urban areas with high patient-to-staff ratios can increase the risk of burnout.
- South (highest RN salary at $77,000) and Midwest (highest RN salary at $75,000): Lower pay across all license types may be a factor in financial stress, which can fuel burnout.
Nurses avoiding mental healthcare due to stigma
Despite rising awareness, 19% of nurses said they avoided seeking mental health services out of fear it would harm their careers. This barrier underscores the need for more supportive and confidential resources within healthcare institutions.
Notably, Generation Z and female nurses were most likely to desire free or reduced-cost mental health counseling, wellness apps, or fitness membership stipends. Still, few reported access to these services through their employers.
Intent to leave: A burnout red flag
Perhaps the clearest nurse burnout indicator in the Nurse.com report is the number of nurses eyeing the exit:
- Twenty-three percent of nurses are considering leaving the profession, with RNs (23%) and LPNs/LVNs (22%) leading the pack.
- Among racial and ethnic groups, nurses who identify as American Indian or Alaska Native were the most likely (41%) to be considering leaving, followed by white nurses, Black or African American nurses, and Hispanic, Latinx, or Spanish nurses.
- Male nurses were also more likely (28%) to consider leaving than females (22%).
Top reasons included dissatisfaction with management, better pay elsewhere, and a desire for more flexible hours.
The Nurse.com 2024 Nurse Salary and Work-Life Report highlights what many nurses already know: burnout isn’t just about being tired — it's about feeling overworked, undervalued, and unsupported. The data makes it clear that solving nurse burnout will require systemic changes, not just individual resilience.
