Nursing Burnout: A Profession on the Brink, and the Path Forward

Nurse burnout has been a growing concern for more than a decade, with studies from the National Academy of Medicine and the American Nurses Foundation highlighting chronic stress, staffing shortages, and compassion fatigue across healthcare settings. As an institution focused on preparing the next generation of nurses, Joyce University wanted to better understand how these well-documented challenges are showing up in nurses’ day-to-day experiences today.

In a 2025 survey of 1,000 registered nurses across the United States, we heard firsthand how emotional exhaustion, skipped breaks, and sleepless nights continue to shape their professional lives.

Nearly three in four nurses surveyed (74%) say they feel emotionally drained from work multiple times each week, underscoring a growing concern that extends beyond long shifts and heavy workloads. 

This growing wave of burnout is more than a workforce challenge. It’s a call to action to care for the caregivers who keep the healthcare system running.

Key Survey Findings:

• 74% of nurses have felt emotionally exhausted from work multiple times a week in the past month. 
• Among early-career nurses, 28% of Gen Z nurses have felt burnt out from work every day over the past month. 
• 55% of nurses skip breaks or meals on most shifts or more because they’re too busy.
• Among Gen Z nurses who represent the newest entrants to the workforce, 25% reported having access to employer-provided mental-health resources but choosing not to use them because of confidentiality or career-impact concerns. 
• 47% of nurses have trouble sleeping due to work-related stress most or all nights. 
• 40% of women nurses are uncomfortable discussing burnout or mental health concerns with their direct supervisor, compared to 26% of male nurses.
• 53% of nurses have seriously considered leaving the nursing profession monthly or more in the past 6 months. 
• 49% of nurses have been worried, once a week or more, that they might make a medication error or other mistake due to fatigue or being overwhelmed.
• 49.5% of nurses have felt unsafe due to verbal or physical aggression from a patient or a patient’s family member in the past year.
• 74% of nurses have worked mandatory overtime 3 or more times in the past month.

Nearly 3 in 4 Nurses Surveyed Feel Emotionally Exhausted Each Week

In our 2025 survey, 74% of nurses say they have felt emotionally drained from work multiple times a week in the past month, reflecting a high level of self-reported strain among participants and echoing national reports of persistent emotional exhaustion within the nursing workforce.

This strain comes as hospitals across the country face a historic staffing shortage. Federal projections show the United States will be short nearly 78,600 full-time nurses by 2025, leaving current staff to shoulder heavier patient loads and longer shifts. 

Despite these conditions, nurses continue to serve on the frontlines of care, driven by their commitment to their patients and communities.

Young Nurses Are Reportedly Burning Out Faster Than Older Cohorts

Survey data suggest that younger nurses may be experiencing higher levels of daily emotional strain. A national analysis published by the American Nurses Association examining generational differences in burnout and turnover risk found that early-career nurses consistently report higher levels of stress, fatigue, and intent to leave, particularly during periods of heightened workforce strain.

Our survey reflects a similar pattern. While not nationally representative, Gen Z respondents reported the highest rate of daily emotional exhaustion (28%), compared with 25% of Millennials, 22% of Baby Boomers, and 17% of Gen X respondents. Together, these findings align with broader research indicating that younger and early-career nurses may face elevated burnout and turnover risk relative to older cohorts.

With an estimated 193,100 nursing positions opening each year as older nurses retire, new graduates are entering a field already under significant pressure. This underscores the importance of supporting nurses early in their careers through mentorship, manageable workloads, and environments that encourage open conversations about well-being.

The Hidden Stigma: Fear Keeps Young Nurses From Seeking Help

Survey data from the American Nurses Foundation suggest that even when mental-health resources exist for nurses, utilization may remain low, and stigma (such as concerns about confidentiality or career impact) continues to be a barrier among many in the workforce. 

This pattern also appeared in our findings, particularly regarding new nurses entering the field: one in four Gen Z respondents (25%) with access to employer-provided mental health support said they chose not to use it due to these same concerns.  

This reluctance comes at a time when hospitals are placing greater emphasis on retention, resilience, and workplace well-being. National workforce studies have found that stress and burnout continue to influence nurses’ decisions to leave the profession. In the 2024 National Nursing Workforce Study, 41.3% of RNs who plan to leave or retire within five years cited stress and burnout as a contributing factor, second only to retirement itself. Workload and understaffing were also cited frequently, underscoring the ongoing impact of workplace pressures on long-term career decisions.

Together, these findings highlight that emotional strain is only part of what nurses are navigating; many also face barriers to accessing the support intended to help them cope. Reducing stigma, strengthening confidentiality protections, and promoting psychological safety are essential steps in creating environments where nurses can seek help without hesitation. As the broader workforce continues to face high demands, addressing these cultural and structural barriers is critical to supporting long-term well-being and retention of nurses.

Skipped Meals, Skipped Breaks: Daily Survival Over Self-Care

Physical strain is also a significant part of a nurse’s day-to-day routine. More than half of the nurses surveyed (55%) say they regularly skip meals or breaks on most shifts because they are too busy. For many respondents, basic needs are set aside to keep pace with workload demands, leaving little time for rest, recovery, or self-care routines.

These findings occur against the backdrop of ongoing staffing shortages that continue to stretch healthcare systems across the country. In states facing some of the largest projected nurse deficits such as California, Georgia, and Washington, reports of heavy patient ratios and high workloads are common, making consistent breaks difficult to sustain.

While many nurses continue to show remarkable endurance and compassion for those in their care, they are likely to still face burnout if appropriate measures aren’t taken to create a more sustainable work environment.

The Systemic Roots of a Workforce Crisis 

The forces shaping today’s nursing shortage extend beyond long hours and emotional fatigue. National experts point to several structural barriers that limit the number of new nurses entering the field each year. 

Educational capacity remains a major bottleneck. In 2023, U.S. nursing schools turned away 65,766 qualified applications to baccalaureate and graduate programs, largely due to shortages of faculty, clinical placements, classroom space, and other resource constraints, according to the American Association of Colleges of Nursing. 

At the same time, the nursing workforce is being reshaped by an aging population, increasing retirements among experienced nurses and the lasting impacts of the COVID-19 pandemic. Together, these pressures have narrowed the pipeline of new graduates at a moment when the healthcare system needs them most.

Addressing these systemic factors requires long-term investment in educational capacity, faculty development, and clinical training opportunities. Institutions across the country are beginning to respond by expanding access to high-quality nursing education, developing flexible pathways into the profession, and building clinical partnerships that bring training closer to where students live. 

Hybrid learning models and innovative simulation technologies are helping widen the pipeline for future nurses while preserving rigorous, hands-on skill development. These efforts by emerging universities, represent an important step toward strengthening the workforce and supporting the profession’s long-term stability.

Sleepless Nights: Work Stress Follows Nurses Home

For many nurses, the stress does not end when the shift does. Nearly half of survey respondents (47%) say they struggle to sleep most or all nights because of work-related anxiety.

Additionally, 49% of respondents also say they worry weekly that exhaustion could lead them to make a medication error or another grave mistake. The fear of harming a patient because of fatigue adds another layer of emotional strain, creating a feedback loop that endangers both caregivers and those they serve.

As national shortages deepen, this risk may increase. Fewer nurses on duty mean higher patient loads and thinner margins for safety, a reality that places both staff and patients in jeopardy.

Chronic sleep disruption is one of the most consistent predictors of fatigue-related errors, emotional exhaustion, and long-term attrition in nursing. Research shows that tired nurses are significantly more likely to commit medication errors or miss care tasks and that nurse fatigue and reduced alertness are associated with higher odds of self-reported errors. 

Shifting the conversation from individual stamina to systemic safeguards such as fatigue-risk management, optimized scheduling, workload controls, protected rest periods, and institutional support, acknowledges that sleep and alertness are core safety issues for both nurses and patients.

Staffing pressures can exacerbate fatigue, as fewer staff leads to longer shifts and greater pressure. Creating workplace environments that prioritize rest and mental wellness is essential to breaking this cycle.

From Burnout to Bedside: Nearly Half of Nurses Fear Fatigue Puts Patients at Risk

Burnout affects not only nurses but also the quality and safety of patient care. Research from the Agency for Healthcare Research and Quality (AHRQ) shows that hospitals with adequate nurse staffing and manageable patient ratios experience lower mortality, fewer adverse events, and shorter lengths of stay. When staffing levels become strained, whether due to vacancies, high turnover, or persistent fatigue, evidence shows that patient outcomes can suffer. The effects of burnout reach far beyond the workforce. 

These findings underscore that supporting the well-being of nurses is also essential to maintaining patient safety. Ensuring that teams are adequately staffed, especially as demand for qualified nurses continues to rise, helps alleviate many of the stressors nurses experience, from heavier patient loads to reduced recovery time between shifts. 

Expanding pathways into the profession can further strengthen staffing by ensuring that aspiring nurses have access to the high-quality education and training needed to enter the workforce. Reducing barriers to education not only supports a more stable, well-prepared nursing workforce but also reinforces the safe, reliable care that patients depend on. Supporting staff well-being is not only a matter of workforce stability but of patient safety. Healthy nurses make healthier communities, and when the profession thrives, patients receive safer, more consistent care.

Violence at Work: A Growing Threat

Violence toward healthcare workers remains a persistent and troubling reality in many care settings. Nearly half of nurses surveyed (49.5%) reported that they have felt unsafe in the past year because of verbal or physical aggression from patients or their families. Encounters like these can heighten stress, erode morale, and compound the fatigue nurses are already navigating. Facing workplace hostility adds another layer of strain to an already overburdened profession.

National safety organizations have long identified workplace violence as a critical hazard for nurses, and health systems across the country are responding with measures such as de-escalation training, clearer reporting pathways, enhanced security protocols, and zero-tolerance policies. This reflects a growing recognition that protecting nurses from harm is essential for a sustainable workforce.

Mandatory Overtime and Intensifying Pressure

Roughly three out of four nurses surveyed (74%) report working mandatory overtime three or more times in the past month. Such demands can magnify existing strain: fewer nurses on shift mean heavier workloads, longer hours, and rising fatigue. As some nurses leave due to exhaustion, the burden intensifies for those who remain. 

Research published in the International Journal of Public Health (2024) confirms that high rates of mandatory overtime and extended scheduling contribute to job dissatisfaction and a greater intent to leave.  

With staffing shortfalls deepening, many in the field are calling for serious reforms and stronger recognition of nurses’ role in keeping the health system afloat. The American Association of Colleges of Nursing has raised concerns that a proposed federal change to how nursing degrees are classified for financial aid eligibility could affect access to advanced training, underscoring the importance of expanding educational pathways into the profession. 

A Profession Worth Protecting

Across this survey, respondents reported experiencing multiple factors commonly associated with burnout, including emotional exhaustion, fatigue, staffing pressure, and safety concerns. While this survey represents a non-representative sample, the patterns observed reflect challenges widely documented in national research on the nursing workforce. Together, these findings suggest that aspects of nurse well-being, safety, and workforce sustainability may be under strain, reinforcing the importance of continued attention to how nurses are supported within the healthcare system. 

Many states, health systems, and educational institutions are beginning to respond to mounting workforce pressures by expanding capacity, strengthening training opportunities, and piloting initiatives that support nurse well-being and retention.  

Joyce University has taken steps aligned with these priorities, including regional expansion to broaden access to accredited nursing programs, flexible hybrid learning models that blend online coursework with hands-on training, and partnerships with clinical sites across the U.S. to bring education closer to where nurses live and work. Together, these efforts contribute to strengthening the nursing pipeline at a time when staffing shortages are placing increased strain on nurses already in the field.

Methodology

To understand the state of nurse burnout in 2025, Joyce University commissioned a survey of 1,000 nurses across the United States. Participants answered questions about their emotional well-being, workloads, mental-health resources, and workplace experiences. Responses were analyzed by demographic group to identify patterns in stress, burnout, and professional satisfaction.

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