Nurse staffing statistics at a glance
Nurse staffing is under pressure from both demand and supply. The latest figures in this dataset show a large registered nurse workforce, wide state-by-state variation in pay and concentration, and multiple pipeline signals that point to continued strain.
These statistics do not tell one simple story. They show where nurses work, what they earn, where shortages are expected, and why staffing conversations often move from local scheduling to national workforce planning.
Quick take
- Registered nurses held about 3.4 million jobs in 2024 (BLS Occupational Outlook Handbook, Registered Nurses).
- Hospitals employed 59% of registered nurses (BLS Occupational Outlook Handbook, Registered Nurses).
- The median annual wage for registered nurses was $93,600 in May 2024 (BLS Occupational Outlook Handbook, Registered Nurses).
- Registered nurse employment is projected to grow 5% from 2024 to 2034 (BLS Occupational Outlook Handbook, Registered Nurses).
- About 189,100 openings for registered nurses are projected each year on average over the decade (BLS Occupational Outlook Handbook, Registered Nurses).
- HRSA projects an 8% shortage of registered nurses in 2028 (HRSA Nurse Workforce Projections, 2023-2038).
- AACN reported 80,162 qualified applications turned away from baccalaureate and graduate nursing programs in 2024 (AACN Nursing Faculty Shortage Fact Sheet).
- 40% of nurses indicated an intent to leave the workforce by 2029, which corresponds to potentially 1.6 million nurses (NCSBN 2024 National Nursing Workforce Study infographic).
Contents
- Where registered nurses work
- Pay and wage spread
- State concentration and location quotients
- Workforce signals from national surveys
- Faculty and pipeline pressure
- Shortage projections by year and geography
- What the numbers suggest for staffing
Where registered nurses work
The employment mix matters because staffing pressure looks different in hospitals than it does in ambulatory care, long-term care, government, or education.
Hospitals employed 59% of registered nurses (BLS Occupational Outlook Handbook, Registered Nurses). That makes hospitals the single largest employer by a wide margin. Ambulatory healthcare services employed 19% of registered nurses, which means outpatient and same-day care settings account for a meaningful share of the profession as well (BLS Occupational Outlook Handbook, Registered Nurses).
Nursing and residential care facilities employed 6% of registered nurses, while government, excluding state and local education and hospitals, employed 5% (BLS Occupational Outlook Handbook, Registered Nurses). Educational services, state, local, and private, employed 3% (BLS Occupational Outlook Handbook, Registered Nurses).
That distribution helps explain why staffing debates often start in acute care. But the numbers also show that nurse staffing is broader than hospitals alone. A shortage in one setting can shift demand into another, especially when care moves across settings and when facilities compete for the same licensed workforce.
Employment mix table
| Setting | Share of registered nurse employment | Source |
|---|---|---|
| Hospitals | 59% | BLS Occupational Outlook Handbook, Registered Nurses |
| Ambulatory healthcare services | 19% | BLS Occupational Outlook Handbook, Registered Nurses |
| Nursing and residential care facilities | 6% | BLS Occupational Outlook Handbook, Registered Nurses |
| Government, excluding state and local education and hospitals | 5% | BLS Occupational Outlook Handbook, Registered Nurses |
| Educational services, state, local, and private | 3% | BLS Occupational Outlook Handbook, Registered Nurses |
Pay and wage spread
Compensation is one of the clearest indicators of staffing stress because wages often rise when demand is tight or when employers need to attract nurses into harder-to-fill roles.
The median annual wage for registered nurses was $93,600 in May 2024 (BLS Occupational Outlook Handbook, Registered Nurses). At the low end, the lowest 10% earned less than $66,030. At the high end, the highest 10% earned more than $135,320 in May 2024 (BLS Occupational Outlook Handbook, Registered Nurses).
That spread is wide enough to show how much staffing outcomes depend on workplace, geography, and experience. It also shows that a single national wage figure hides a large range of labor market conditions.
Wage distribution snapshot
| Measure | Value | Source |
|---|---|---|
| Lowest 10% earned less than | $66,030 | BLS Occupational Outlook Handbook, Registered Nurses |
| Median annual wage | $93,600 | BLS Occupational Outlook Handbook, Registered Nurses |
| Highest 10% earned more than | $135,320 | BLS Occupational Outlook Handbook, Registered Nurses |
State concentration and location quotients
State-level nurse staffing data show how uneven the workforce can be across the country. Some states have very large absolute numbers of registered nurse jobs, while others stand out because nurses make up a larger share of total employment.
California had 332,560 registered nurse jobs in May 2023, the highest figure in this dataset (BLS OEWS, Registered Nurses). Texas had 251,840, Florida had 207,910, New York had 188,060, and Pennsylvania had 144,100 registered nurse jobs in May 2023 (BLS OEWS, Registered Nurses).
The same dataset also highlights states with especially high employment density and location quotient values. South Dakota had 14,600 registered nurse jobs in May 2023 and an employment density of 32.85 per thousand jobs, with a location quotient of 1.57 (BLS OEWS, Registered Nurses). West Virginia had 20,860 jobs and a density of 30.29 per thousand jobs, with a location quotient of 1.45 (BLS OEWS, Registered Nurses). Missouri, Delaware, and Mississippi also appear among the more concentrated states in the dataset (BLS OEWS, Registered Nurses).
That distinction matters. A state with a large number of jobs is not necessarily a state where nurses are more concentrated in the labor market. The concentration numbers help identify where nursing may be a particularly important part of the workforce mix.
Large-state comparison
| State | RN jobs in May 2023 | Mean hourly wage | Mean annual wage | Source |
|---|---|---|---|---|
| California | 332,560 | $66.20 | $137,690 | BLS OEWS, Registered Nurses |
| Texas | 251,840 | $43.37 | $90,210 | BLS OEWS, Registered Nurses |
| Florida | 207,910 | $40.75 | $84,760 | BLS OEWS, Registered Nurses |
| New York | 188,060 | $51.26 | $106,620 | BLS OEWS, Registered Nurses |
| Pennsylvania | 144,100 | $42.08 | $87,530 | BLS OEWS, Registered Nurses |
Concentration leaders in the dataset
- South Dakota: 14,600 RN jobs, density of 32.85 per thousand jobs, location quotient 1.57, mean annual wage $69,030 (BLS OEWS, Registered Nurses).
- West Virginia: 20,860 RN jobs, density of 30.29 per thousand jobs, location quotient 1.45, mean annual wage $75,990 (BLS OEWS, Registered Nurses).
- Missouri: 73,190 RN jobs, density of 25.45 per thousand jobs, location quotient 1.22, mean annual wage $77,590 (BLS OEWS, Registered Nurses).
- Delaware: 11,810 RN jobs, density of 25.17 per thousand jobs, location quotient 1.20, mean annual wage $94,670 (BLS OEWS, Registered Nurses).
- Mississippi: 28,910 RN jobs, density of 25.14 per thousand jobs, location quotient 1.20, mean annual wage $75,510 (BLS OEWS, Registered Nurses).
The wage figures in that group also show that concentration and pay do not always move together. Delaware’s annual wage is higher than several other high-concentration states in the list, while South Dakota and West Virginia show strong concentration with more moderate pay figures (BLS OEWS, Registered Nurses).
Workforce signals from national surveys
The national survey numbers add another layer to the staffing picture. They show not just how many nurses are working, but how the workforce is aging, changing, and thinking about future participation.
NCSBN surveyed 800,000 nurses in its 2024 National Nursing Workforce Study (NCSBN 2024 National Nursing Workforce Study infographic). In that study, 88% of RN licensees were actively involved in nursing, and 71% of LPN/VN licensees were actively involved in nursing (NCSBN 2024 National Nursing Workforce Study infographic).
The same study reported that 138,000 nurses left the workforce between 2022 and 2024 (NCSBN 2024 National Nursing Workforce Study infographic). It also found that 40% of nurses indicated an intent to leave the workforce by 2029, which corresponds to potentially 1.6 million nurses (NCSBN 2024 National Nursing Workforce Study infographic).
Those are not small shifts. A workforce with a large share of active licensees still can experience staffing pressure if exits accelerate, if age distribution shifts, or if the pipeline cannot replace departures at the same pace.
Survey indicators to watch
- 88% of RN licensees were actively involved in nursing (NCSBN 2024 National Nursing Workforce Study infographic).
- 71% of LPN/VN licensees were actively involved in nursing (NCSBN 2024 National Nursing Workforce Study infographic).
- 138,000 nurses left the workforce between 2022 and 2024 (NCSBN 2024 National Nursing Workforce Study infographic).
- 40% of nurses indicated an intent to leave the workforce by 2029 (NCSBN 2024 National Nursing Workforce Study infographic).
- That 40% figure corresponds to potentially 1.6 million nurses (NCSBN 2024 National Nursing Workforce Study infographic).
- 7.2% of nurses were Latino/Hispanic, about double the 2015 share (NCSBN 2024 National Nursing Workforce Study infographic).
- 73% of nurses had a baccalaureate degree or higher, the highest educational level NCSBN has documented (NCSBN 2024 National Nursing Workforce Study infographic).
The education figure is especially relevant for staffing discussions because it suggests a workforce with substantial formal preparation. That can support quality and specialization, but it also means the system depends on a robust education pipeline to maintain capacity.
Faculty and pipeline pressure
If staffing shortages are the visible symptom, nursing education capacity is often part of the mechanism underneath it.
AACN reported 80,162 qualified applications turned away from baccalaureate and graduate nursing programs in 2024 (AACN Nursing Faculty Shortage Fact Sheet). It also identified 1,588 full-time nursing faculty vacancies and 150 additional faculty positions needed to meet student demand (AACN Nursing Faculty Shortage Fact Sheet). In addition, AACN reported a 7.2% national nurse faculty vacancy rate in its 2025 fact sheet (AACN Nursing Faculty Shortage Fact Sheet).
Those numbers point to a bottleneck. If qualified applicants cannot be absorbed into programs, and programs cannot expand because faculty are missing or nearing retirement, then workforce growth becomes harder even when student interest exists.
AACN also reported age patterns that reinforce the same concern. Doctorally prepared nurse faculty averaged 61.2 years for professors, 55.6 years for associate professors, and 49.6 years for assistant professors (AACN Nursing Faculty Shortage Fact Sheet). Master’s-prepared nurse faculty averaged 55.0 years for professors, 54.7 years for associate professors, and 47.5 years for assistant professors (AACN Nursing Faculty Shortage Fact Sheet). One-third of the current nursing faculty workforce is expected to retire by 2025 (AACN Nursing Faculty Shortage Fact Sheet).
The academic pipeline numbers from 2023 fit the same pattern. AACN turned away 5,491 qualified master’s applications and 4,461 qualified doctoral applications in 2023 (AACN Nursing Faculty Shortage Fact Sheet).
Pipeline pressure summary
| Indicator | Value | Source |
|---|---|---|
| Qualified applications turned away in 2024 | 80,162 | AACN Nursing Faculty Shortage Fact Sheet |
| Full-time nursing faculty vacancies | 1,588 | AACN Nursing Faculty Shortage Fact Sheet |
| Additional faculty positions needed | 150 | AACN Nursing Faculty Shortage Fact Sheet |
| National nurse faculty vacancy rate | 7.2% | AACN Nursing Faculty Shortage Fact Sheet |
| Qualified master’s applications turned away in 2023 | 5,491 | AACN Nursing Faculty Shortage Fact Sheet |
| Qualified doctoral applications turned away in 2023 | 4,461 | AACN Nursing Faculty Shortage Fact Sheet |
Shortage projections by year and geography
The projection data push the staffing discussion into the future. They show that the labor market is not only tight now; it is expected to remain uneven over time.
HRSA projects an 8% shortage of registered nurses in 2028 and a 3% registered nurse shortage in 2038, equal to 108,960 FTEs (HRSA Nurse Workforce Projections, 2023-2038). The same projections show metro RN shortages of 5% in 2028, 4% in 2033, and 2% in 2038, while nonmetro shortages are much larger at 24% in 2028, 18% in 2033, and 11% in 2038 (HRSA Nurse Workforce Projections, 2023-2038).
That gap between metro and nonmetro areas is one of the most important findings in the dataset. It shows that national averages can hide severe local pressure, especially outside large urban centers.
HRSA also projects a shortage of 245,950 FTE licensed practical nurses in 2038 (HRSA Nurse Workforce Projections, 2023-2038). For LPN supply, HRSA projects coverage of 83% of demand in 2028 and 70% of demand in 2038 (HRSA Nurse Workforce Projections, 2023-2038).
State projections add another layer. HRSA projects California to face a 22% RN shortage totaling 84,750 FTEs in 2038, and North Carolina to face a 20% RN shortage totaling 25,710 FTEs in 2038 (HRSA Nurse Workforce Projections, 2023-2038).
Projection comparison
| Projection | Value | Source |
|---|---|---|
| RN shortage in 2028 | 8% | HRSA Nurse Workforce Projections, 2023-2038 |
| RN shortage in 2038 | 3% | HRSA Nurse Workforce Projections, 2023-2038 |
| RN shortage in 2038, FTE terms | 108,960 | HRSA Nurse Workforce Projections, 2023-2038 |
| Metro RN shortage in 2028 | 5% | HRSA Nurse Workforce Projections, 2023-2038 |
| Metro RN shortage in 2033 | 4% | HRSA Nurse Workforce Projections, 2023-2038 |
| Metro RN shortage in 2038 | 2% | HRSA Nurse Workforce Projections, 2023-2038 |
| Nonmetro RN shortage in 2028 | 24% | HRSA Nurse Workforce Projections, 2023-2038 |
| Nonmetro RN shortage in 2033 | 18% | HRSA Nurse Workforce Projections, 2023-2038 |
| Nonmetro RN shortage in 2038 | 11% | HRSA Nurse Workforce Projections, 2023-2038 |
| LPN shortage in 2038 | 245,950 FTEs | HRSA Nurse Workforce Projections, 2023-2038 |
| LPN supply coverage in 2028 | 83% of demand | HRSA Nurse Workforce Projections, 2023-2038 |
| LPN supply coverage in 2038 | 70% of demand | HRSA Nurse Workforce Projections, 2023-2038 |
| California RN shortage in 2038 | 22%, totaling 84,750 FTEs | HRSA Nurse Workforce Projections, 2023-2038 |
| North Carolina RN shortage in 2038 | 20%, totaling 25,710 FTEs | HRSA Nurse Workforce Projections, 2023-2038 |
What the numbers suggest for staffing
A practical reading of these statistics is straightforward.
First, nurse staffing remains a large labor market. Registered nurses held about 3.4 million jobs in 2024, and hospitals still account for the largest share of those jobs (BLS Occupational Outlook Handbook, Registered Nurses). Second, the compensation range is substantial, which signals a workforce that varies widely by setting and location (BLS Occupational Outlook Handbook, Registered Nurses).
Third, the pipeline is constrained. AACN’s turned-away applications, faculty vacancies, and retirement exposure show that training capacity is a real limiter, not just a background issue (AACN Nursing Faculty Shortage Fact Sheet). Fourth, workforce sentiment and exit behavior matter. NCSBN’s findings on leaving the workforce by 2029 suggest that replacement pressure may continue even before longer-term shortages fully arrive (NCSBN 2024 National Nursing Workforce Study infographic).
Finally, projections show that shortages are not distributed evenly. Metro and nonmetro forecasts diverge sharply, and some states face especially large future gaps even when current employment levels are high (HRSA Nurse Workforce Projections, 2023-2038).
For anyone looking at nurse staffing statistics, the clearest takeaway is that supply, pay, education capacity, and geography all interact. No single number captures the whole picture, but the combined dataset shows a workforce that is large, essential, and under sustained strain.