While nurse burnout remains a significant challenge, new data from the latest Nurse.com survey suggests some improvement.
Key takeaways
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In the 2026 Nurse Salary and Work-Life Report, 53% of nurses reported experiencing burnout during the previous two years, compared with 59% in 2024. However, burnout continues to affect nurses, with 62% reporting feeling overwhelmed.
This in-depth review of nurse burnout statistics breaks down the data by license type, gender, age group, geography, and more. With input from over 500 nurses nationwide, the report gives a comprehensive look at nurse well-being.
What is nurse burnout?
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.
Top workplace factors driving nurse burnout in 2026
According to the report, the top aspects of work that negatively affect mental health and well-being include:
- Dissatisfaction with salary/wage increase policies (49%)
- Lack of responsive leadership (48%)
- Unmanageable nurse-to-patient ratios (48%)
- Documentation workload (43%)
- Not being heard (41%)
Additionally, nurses reported that being unable to take breaks and poor work-life balance were also substantial contributors to burnout.
Other work-related stressors contributing to burnout
In addition to burnout itself, in our 2026 report, nurses reported experiencing:
- Prolonged stress (53%)
- Ethical dilemmas or moral injury (51%)
- Compassion fatigue (46%)
- Alarm fatigue (46%)
- Depression (31%)
- Feeling isolated at work (25%)
These conditions often overlap with burnout and can significantly affect nurse well-being, job satisfaction, and retention.
Nurse-reported burnout and well-being trends by comparison
| Nurses’ Reported Experience | 2024 | 2026 |
| Feeling overwhelmed | 68% | 62% |
| Burnout | 59% | 53% |
| Prolonged stress | 54% | 51% |
| Compassion fatigue | 47% | 46% |
| Worry about my job’s effect on my mental health | 48% | 46% |
| Worry about my job’s effect on my physical health | 49% | 40% |
Burnout by license type
Burnout rates differ between license types:
- Registered nurses (RNs): Representing 80% of respondents, 62% reported feeling overwhelmed, 54% reported burnout, and 52% reported prolonged stress during the previous two years. These findings reinforce concerns about RN burnout and workforce sustainability.
- Licensed practical nurses/licensed vocational nurses (LPNs/LVNs): At 15% of the sample, LPNs/LVNs reported high rates of salary dissatisfaction and not being heard.
- Advanced practice registered nurses (APRNs): APRNs reported the highest salaries greater satisfaction but were also more likely to be working in outpatient roles, where burnout can be tied to not being heard and documentation workload, which aligned with the report’s data.
RNs had the highest percentage of nurses planning to pursue further certifications (49%), which could indicate career shifts, at least partially, driven by nurse burnout.
Burnout by gender
Gender plays a nuanced role in how burnout is experienced and reported:
- Female nurses (91% of respondents): Female nurses were more likely to experience intimidation from colleagues and verbal abuse from patients and family members. Because workplace violence is strongly associated with emotional exhaustion, stress, and job dissatisfaction, these experiences may increase the risk of burnout and contribute to nurses leaving the profession.
- Male nurses (7% of respondents): Male nurses were more likely to consider leaving the nursing profession (30% versus 23% of female nurses). They were also more likely to negotiate salaries, yet more than one-third remained dissatisfied with their compensation. Since compensation concerns were among the leading factors negatively affecting mental health, salary dissatisfaction may be contributing to burnout and turnover intentions.
Burnout by age and generation
Survey findings suggest that age and career stage play an important role in shaping nurses’ experiences with burnout, job satisfaction, and workplace stress.
- Generation Z (under age 28): Although representing only 4% of respondents, Generation Z nurses were among the least satisfied with their salaries and the least likely to negotiate compensation. Financial stress and concerns about fair compensation can contribute to burnout, particularly among nurses early in their careers. Flexible scheduling was the top factor motivating this group to remain in nursing, highlighting the importance of work-life balance.
- Millennials (ages 29 to 44): Millennial nurses were most likely to identify higher pay as a key reason to stay in the profession. Given that salary dissatisfaction was the leading factor negatively affecting nurses' mental health, concerns about compensation may be contributing to stress and burnout among this group.
- Generation X and Baby Boomers (ages 45 to 79): Older nurses generally reported higher job satisfaction and greater salary satisfaction than younger generations. However, more than 60% of Generation X and Baby Boomer nurses expressed concerns that artificial intelligence (AI) could make patient care feel less personal, adding another layer of workplace stress during a period of rapid change.
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.
- American Indian and Alaska Native: Nearly 40% of nurses in this group identified bonuses as a desired workplace benefit. Since dissatisfaction with salary and wage increase policies was the leading factor negatively affecting nurses' mental health, compensation concerns may be an important contributor to workplace stress and burnout for some nurses in this group.
- Asian: Asian nurses reported the highest burnout rate among surveyed racial and ethnic groups, with 59% reporting burnout. They were also the most likely to express concerns about patient data privacy and safety related to AI, highlighting how both traditional workplace stressors and emerging healthcare technologies may influence nurse well-being.
- Black or African American: Black or African American nurses were more likely than white nurses to report receiving a salary increase after earning a certification. Because career advancement opportunities and fair compensation are important drivers of job satisfaction, supporting professional growth may help reduce burnout and improve retention.
- Hispanic, Latinx, or Spanish: This group reported the highest rate of feeling overwhelmed, with 67% saying they experienced overwhelm during the previous two years. Given that persistent feelings of overwhelm are often linked to burnout, this finding highlights the significant workplace and emotional demands many nurses continue to face.
- Native Hawaiian or Other Pacific Islander: Nurses in this group reported the highest median annual salary among all surveyed racial and ethnic groups. While higher compensation may help reduce financial stress, the report suggests that factors such as manageable workloads, leadership support, and work-life balance remain critical to preventing burnout regardless of salary level.
- White: Nurses in this group were the most likely to report considering leaving the nursing profession (25%). Intent to leave is often considered a warning sign of chronic workplace stress, burnout, and job dissatisfaction.
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 $95,000): While nurses here earn the most, high housing costs and staff shortages may still contribute to stress.
- Northeast (highest RN salary at $90,000): 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 $80,000) and Midwest (highest RN salary at $76,000): Lower pay across all license types may be a factor in financial stress, which can fuel burnout.
Workplace violence remains strongly linked to burnout
Workplace violence remains one of the most significant stressors facing nurses and continues to contribute to burnout, job dissatisfaction, and workforce turnover. The Nurse.com report found that many nurses regularly encounter verbal abuse, intimidation, and even physical violence from patients, family members, and colleagues.
- 83% of nurses experienced verbal abuse from patients or family members, a stressor that can contribute to emotional exhaustion, compassion fatigue, and burnout.
- 51% experienced intimidation from colleagues, which can undermine psychological safety and increase workplace stress.
- 35% experienced physical assault or abuse from patients or family members, highlighting the significant safety concerns many nurses face on the job.
- 15% reported workplace violence on a weekly basis, suggesting that for some nurses, exposure to violence is a routine part of their work environment rather than an isolated event.
The report notes these rates are substantially higher than those reported in the 2024 survey.
Are nurses avoiding mental healthcare due to stigma?
Despite rising awareness, 21% of nurses said they avoided seeking mental health services out of fear that it would harm their careers. This barrier underscores the need for more supportive and confidential resources within healthcare institutions.
Among the top desired benefits nurses want from their employers, 20% reported wanting more wellness resources.
Understanding intent to leave
Perhaps the clearest nurse burnout indicator in our report is the number of nurses eyeing the exit:
- 24% of nurses are considering leaving the profession, with LPNs/LVNs (25%) and RNs (24%) leading the pack.
- Among generations, Baby Boomer nurses were the most likely (30%) to consider leaving, which could be due to retirement or changing professions.
- Male nurses were also more likely (30%) to consider leaving than females (23%).
Across all respondents, the top reasons for leaving their last position included better pay, dissatisfaction with management, and family or other external responsibilities or circumstances.
Why nurse burnout matters
Nurse burnout affects more than individual well-being. Research has linked burnout to:
- Increased turnover
- Higher staffing shortages
- Lower job satisfaction
- Increased absenteeism
- Reduced workforce retention
- Potential impacts on patient care quality
As healthcare organizations continue addressing staffing challenges, reducing burnout remains a key strategy for supporting both nurses and patients.
About these nurse burnout statistics
The statistics in this article come from the 2026 Nurse Salary and Work-Life Report, which surveyed nurses across the United States between September and October 2025. Respondents included RNs, APRNs, and LPNs/LVNs working in a variety of healthcare settings.
Frequently asked questions on nurse burnout
What percentage of nurses experience burnout?
According to the 2026 Nurse Salary and Work-Life Report, 53% of nurses reported experiencing burnout during the previous two years.
Why are nurses experiencing burnout?
The leading contributors to burnout include salary dissatisfaction (49%), lack of responsive leadership (48%), unmanageable nurse-to-patient ratios (48%), documentation workload (43%), and not being heard (41%).
Is nurse burnout getting better?
Burnout appears to be improving modestly. The percentage of nurses reporting burnout decreased from 59% in 2024 to 53% in 2026, though burnout remains widespread.
How many nurses are considering leaving the profession?
Nearly one in four nurses (24%) reported considering leaving nursing.
