In a survey carried out in the United States in 2024, seven out of ten nurse practitioners (NPs) reported feeling depressed, burned out, or both. This last category amounted up to 28 percent of all respondents.

In the United States, a survey from 2024 conducted among nurse practitioners (NPs) revealed that the primary cause of burnout was excessive bureaucratic tasks. Specifically, ** percent of respondents identified this as the leading factor contributing to their burnout. Despite long working shifts, only a ***** of NPs said their burnout was due to too many hours at work.

Burnout among nurses in the United States has become a pressing concern in recent years, with fluctuating rates highlighting the ongoing challenges faced by healthcare professionals. A 2025 survey revealed that ** percent of registered nurses reported feeling burned out on most days, a slight decrease from the ** percent reported in 2023 but still significantly higher than many other professions. Healthcare workers face high burnout rates The high burnout rates among nurses are part of a broader trend in the healthcare industry. A 2024 survey found that healthcare workers had the second-highest burnout rate in the United States at ** percent, just behind project managers at ** percent. This underscores the intense pressures faced by those in medical professions, with nurses often bearing a significant burden of stress and emotional exhaustion. The overall burnout rate for U.S. workers stood at ** percent, indicating that healthcare professionals experience burnout at rates well above the national average. Gender disparities in burnout among physicians While the nursing profession experiences high burnout rates, there are notable gender differences in burnout among physicians. From 2013 to 2024, female physicians consistently reported higher levels of burnout compared to their male counterparts. In 2024, ** percent of female physicians reported feeling burned out, while ** percent of male physicians experienced burnout. This gender disparity suggests that addressing burnout in healthcare requires targeted approaches that consider the unique challenges faced by different groups within the medical profession.

In the United States, a survey from 2024 conducted among nurse practitioners (NPs) revealed that almost ** percent of nurses were not currently and had never sought professional help to deal with burnout and or depression. Only ** percent of nurses stated that they are currently seeking professional help, despite ** percent of NPs reporting feelings of burnout and or depression.

Among the things that U.S. nurse practitioners mentioned doing to address burnout, healthy coping mechanisms such as socializing, exercise, more sleep, and meditation were among the most carried out. On the other hand, habits like isolation, consumption of junk food, binging and consumption of alcohol, nicotine and cannabis products were also practiced, albeit at a lower frequency.

Half of nurses surveyed in the United States in 2024 stated that increasing compensation would help to counteract their burnout. Measures to improve the workplace like greater respect from coworkers, a more manageable work schedule, lighter patient loads and more support staff followed and were chosen by at least a third of respondents. Other measures included better growth opportunities, fewer government regulations, clearer job expectations and even a new job were also among the measures selected.

These are anonymized original data on 1351 European hospital nurses collected during the survey carried out within the project “Mental Health: focus on Retention of Healthcare Workers” (METEOR), funded by the European Union - European Health and Digital Executive Agency in 2020 as part of the 3rd EU Health Program (Grant Agreement No: 101018310). These data were analyzed in Maniscalco et al. (2024). Further details about the METEOR project are available at https://meteorproject.eu/.

Reference

1. Maniscalco L, Enea M, de Vries N, Mazzucco W, Boone A, Lavreysen O, et al. Intention to leave, depersonalisation and job satisfaction in physicians and nurses: a cross-sectional study in Europe. Sci Rep. 2024;14(1):2312. https://doi.org/10.1038/s41598-024-52887-7

In 2024, the average turnover rate for registered nurses that worked in hospitals across the United States stood at **** percent. This was lower than the turnover rate of **** percent in 2022. According to this survey, the percentage of registered nurses (RN) that left hospitals in 2023 ranged from roughly ** percent to nearly ** percent, depending on the discipline. The highest RN turnover was found among Telemetry nurses. On the other hand, RN turnover was the lowest in Pediatrics.

BackgroundNursing interns play a crucial role in shaping the future nursing workforce, as their professional identity is closely linked to workplace retention rates and patient outcomes. Thus, investigating the factors that influence nursing interns' professional identity is important.ObjectiveTo evaluate the relationship between psychological capital, stress, micro-learning environment, and professional identity among nursing interns.MethodsThis was a cross-sectional study. The sample consisted of 388 nursing interns from 8 comprehensive teaching hospitals across five cities in Hubei Province between March and April 2024. Data were collected using a Descriptive Information Questionnaire, the Psychological Capital Questionnaire, the Student Nurse Stress Index scale, the Healthcare Education Micro Learning Environment Measure, and the Professional Identity Scale. The structural equation model was applied to explore the influencing factors of nursing interns' professional identity.ResultsThe mean total score for professional identity was 35.57 ± 7.47. Psychological capital positively influenced professional identity directly (β = 0.16, P < 0.01), while stress as measured using the student nurse stress index had a negative impact (β = −0.20, P < 0.01). High scores on the healthcare education micro-learning environment measure positively contributed to the development of professional identity (β = 0.69, P < 0.001). Furthermore, psychological capital was identified as a mediator in the association between the healthcare education micro learning environment and professional identity, as well as between the student nurse stress index scores and professional identity.ConclusionThe study suggests that a higher level of psychological capital, low stress levels, and a satisfied micro-learning environment are essential in fostering professional identity among nursing interns. It recommends collaboration between nursing schools and clinical departments to enhance nursing interns' psychological capital and stress management skills, creating a positive and safe working environment, thereby fostering professional identity among nursing interns.

BackgroundWorkplace violence is a significant cause of work-related stress in nursing, affecting job performance and satisfaction and increasing burnout risk. This study aims to evaluate the prevalence of verbal and physical violence against psychiatric nurses and its impact on their quality of life.MethodsThis cross-sectional study was conducted from April to October 2024. A sample of 171 nurses was selected using a convenience sampling method. The study was carried out at Eradah Complex for Mental Health in Arar City, Eradah Hospital for Mental Health in Al Jouf City, and Mental Health Hospital in Al Qurayyat City. The authors evaluated workplace violence and quality of life among nurses using a questionnaire-based interview and a 36-item quality of life assessment tool. Statistical analysis was performed using SPSS version 25.ResultsThe participants’ mean age was 34.85 ± 4.74 years, 67.8% were male, and 52.7% had over 10 years of experience. The overall prevalence of workplace violence was found to be 100%, with 62% exposed to verbal violence and 38% to physical violence. Regarding quality of life, 66% had an average quality of life, 12.9% had a good quality of life, and 21.1% had a poor quality of life. Statistically significant associations were found between the type of violence and quality of life (P-value < 0.05).ConclusionThe study found significant levels of verbal and physical workplace violence among psychiatric nurses, with a significant correlation between violence and their quality of life. These results highlight the need for targeted interventions, including training programs, improved workplace safety policies, and continuous monitoring to support nurse well-being and job satisfaction.

A survey in 2025 found that, half of nurses in Canada said their mental health was good or excellent. Meanwhile, 14 percent of nurses said their mental health was poor or very poor. On the other hand, half of the surveyed nurses said they experienced high to very high stress in their job.

Hospitals play a critical role in healthcare delivery across Canada, serving as the primary providers of specialized and emergency medical services. These facilities treat patients regardless of economic circumstances, but income growth coupled with universal insurance coverage has made elective care more accessible to a wider population. Years of steady growth were interrupted by the COVID-19 pandemic, as the pandemic’s sudden impact left hospitals grappling with unprecedented challenges to their staff, finances and infrastructure. While provincial policies and billions in funding for hospitals helped mitigate the initial financial impact, financial pressures continue to strain hospitals even as health spending has sharply recovered. Intense financial pressures facing hospitals aren’t likely to abate in 2024. Revenue has been expanding at a CAGR of 1.1% to an estimated $92.4 billion over the past five years, including an estimated jump of 2.1% in 2023. Labour shortages impacting the health sector in Canada have been particularly acute in hospitals. Shortages occurring prepandemic were worsened by burnout and high turnover rates, forcing closures and using costly contract labour. Some efforts are being made to address the staffing crisis, with provinces like British Columbia implementing required nurse-to-patient ratios in 2024 – other provinces are expected to follow suit. Still, hospitals will unlikely get much relief from hiring challenges in 2024. Persistent inflation is casting downward pressure on wages, as hospitals struggling to manage rising patient volumes with higher expenses for everything from prescription drugs to equipment leaves less room for impactful salary hikes. Hospitals’ role in Canada’s health sector will remain central to successful public health outcomes moving forward, but their performance will depend on how they navigate ongoing and emerging challenges. Record population growth in Canada in recent years will leave hospitals with a larger potential patient case, while the complex medical needs of a growing older adult population will require them to expand their capacity. Meeting these needs will depend on how hospitals and provincial governments manage labour shortages and persistent inflation. Investments in emerging technologies, ranging from EHRs to artificial intelligence, will be critical to overcome these hurdles. In all, revenue will continue expanding, increasing at a CAGR of 2.2% to an estimated $102.9 billion over the next five years.

In 2023, most nurses felt high levels of stress at their work. According to this survey, ** percent of registered nurses stated to experience a great deal of stress during their work, and a further ** percent felt a lot of stress. That year, only **** percent of registered nurses felt little to no stress.

Demographic trends play a major role in shaping the healthcare landscape, as economic factors and an aging population contribute to fast-rising healthcare spending. While consumers are spending more on healthcare services in the US, healthcare providers are confronting complex challenges related to labor, competition and tech advances. The COVID-19 pandemic exposed healthcare and social assistance providers to unprecedented financial and operational pressures, with the lasting impacts still shaping every corner of the sector in 2024. Providers continue to grapple with workforce shortages intensified by the pandemic, resulting in ongoing staffing and recruitment challenges that pressure wage growth and new strategies to recruit and retain. At the same time, consolidation activity is reshaping the healthcare landscape, with more patients than ever receiving care from massive, integrated health systems rather than independent ones. Meanwhile, social assistance providers are finding it difficult to meet rising demand. Despite this challenging operating environment, revenue has been expanding at a CAGR of 3.1% to an estimated $4.1 trillion over the past five years, with revenue rising an expected 3.2% in 2025. Healthcare and social assistance providers are struggling to address staffing challenges. The pandemic exacerbated existing staffing shortages, as the physical and mental toll of the pandemic pushed some to leave the sector entirely. Persistent labor shortages jeopardize healthcare and social assistance providers' ability to address demand, creating widespread staff burnout, high turnover rates and wage inflation. While the health sector labor market began stabilizing in 2024, alleviating wage pressures, an undersized workforce still leaves hundreds of thousands of jobs open. Statewide and federal initiatives have been enacted to direct investment into building a more robust workforce. Demographic trends will continue to be the driving force behind rising healthcare spending moving forward. However, increasing demand and elevated costs will pressure healthcare and social assistance providers to shift how they operate. Some regulatory measures, like the Inflation Reduction Act, could mitigate rising costs in some areas, specifically pharmaceuticals. Consolidation activity will ramp up as smaller providers join larger health groups to secure larger insurer reimbursements through negotiating power. Digital tools and telehealth will become central in healthcare delivery because of their ability to lower costs, increase capacity, bridge health inequities and improve patient outcomes. In all, sector revenue will grow at a CAGR of 2.6% to reach an estimated $4.7 trillion over the next five years.

A survey of NHS staff in the UK from 2023 revealed that roughly 35 percent of medical and dental professionals felt unwell during the 12 months before the survey due to work-related stress. This survey displays the share of NHS staff in the UK who felt unwell due to work related stress during the last 12 months as of 2023, by selected occupation group.