The 2024 National Nursing Workforce Survey

Background: Every 2 years, the National Council of State Boards of Nursing (NCSBN) and the National Forum of State Nursing Workforce Centers (Forum) conduct the largest and most comprehensive national survey of the U.S. nursing workforce. The survey generates data on the supply of registered nurses (RNs), including advanced practice registered nurses (APRNs) and licensed practical nurses/licensed vocational nurses (LPNs/LVNs). The findings provide critical insight into the demographic and practice profiles of the nation’s nursing workforce in 2024 and, in doing so, inform both state and national policy. Purpose: To provide accurate and reliable data to support sustainable nursing workforce planning and thereby ensure a safe and effective healthcare system. Methods: This study used a mixed-mode approach to capture a representative sample of the nursing workforce in the U.S. A survey was mailed to a randomized sample of licensed RNs and LPNs/LVNs in 24 jurisdictions, supplemented by an email-based survey to a randomized sample of licensed RNs and LPNs/LVNs in 18 jurisdictions, and data from Nursys e-Notify for 10 jurisdictions. Data from RN and LPN/LVN respondents were collected between March 25, 2024, and December 31, 2024. Data include, but are not limited to, nurse demographics, educational attainment, employment status, and practice characteristics. Results: The total number of active RN and LPN/LVN licenses in the United States at the start of 2024 was 5,641,311 and 968,948, respectively. The median age of both RNs and LPNs/LVNs was 50 years, which reflects pre- pandemic trends; suggesting some older nurses who departed the workforce during the pandemic returned in the ensuing two-year period. The shift also may indicate a more stable workforce, although apparent declines among younger nurses warrant further investigation. An average of 88% of all nurses who maintain licensure are employed in nursing with just under three-quarters working full-time. Hospitals and nursing homes/extended care facilities continue to be the primary practice settings for RNs and LPNs/LVNs. Over the past decade, the proportions of male and Hispanic/Latino nurses have grown, leading to greater diversity in the nursing ranks, but people of color and men are still underrepresented in the workforce relative to the nation’s population. The educational attainment of the nursing profession is increasing, with more than 73% of RNs now in possession of a baccalaureate degree or higher. While reported levels of emotional exhaustion, including burnout, and workloads have moderated over the past 2 years, about 40% of nurses report they plan to leave nursing or retire over the next 5 years. Inflation and increased demand for nursing services likely contributed to notable wage growth across the country. Conclusion: Amid the emergency phase of the COVID-19 pandemic, the nursing workforce underwent a dramatic shift characterized by heightened workplace burnout, increased workloads, and the departure of hundreds of thousands of experienced RNs and LPNs/LVNs. Since 2022, the workforce has exhibited greater stability, marked by the return of many experienced nurses. While healthcare employers continue to prioritize investments in mental health and other support services for nurses, structural issues, such as short staffing and the accompanying high workloads, that predated the pandemic remain a source of concern for the long-term stability of the nursing workforce. Continued efforts to retain more experienced nurses and to otherwise address longstanding factors associated with nurses’ premature intent to leave are necessary to ensure sustainable workforce planning moving forward.