The nursing shortage by state in the United States is not just a headline, it’s a complex, regionally variable crisis with deep-rooted causes. While the national nursing workforce has shown signs of recovery post-pandemic, the uneven distribution of registered nurses (RNs) across states reveals a more alarming reality. Some states like North Carolina, Washington, and Georgia are facing persistent and growing deficits, with shortages projected to exceed 20% by 2037. These shortages are largely driven by an aging population demanding more care, a parallel wave of nurse retirements, and limitations in nursing education capacity. Meanwhile, states like Wyoming and the District of Columbia show nursing surpluses, but even these numbers can mask internal disparities between urban centers and rural communities that remain underserved.
The regional impact of the nursing shortage by state also highlights systemic vulnerabilities in workforce planning and healthcare infrastructure. Factors such as nurse burnout, faculty shortages in nursing schools, and the growing appeal of non-bedside roles have further reduced the pool of actively practicing nurses. Many licensed RNs are not currently working in patient care settings, skewing official workforce statistics and complicating hiring efforts. States with the most severe shortages are often those with rapidly growing populations, aging residents, and limited nursing program expansion. Moreover, rural states tend to suffer more acutely, as nurses gravitate toward urban environments where wages, support resources, and professional development opportunities are more accessible.
Understanding the nursing shortage by state is essential not only for healthcare employers and policymakers but also for nursing professionals planning their careers. States with greater deficits are increasingly offering competitive incentives like higher pay, housing stipends, and flexible scheduling to attract qualified nurses. Conversely, surplus states may present more job competition and fewer benefits. Platforms like Carejobs.ai are stepping in to bridge this gap, providing real-time data on state-specific shortages, helping nurses align their skills with high-demand regions, and ultimately ensuring patients receive the care they need. This granular, state-by-state understanding is key to addressing the national shortage with precision and long-term impact.
Understanding State-Level Variations in Nursing Shortages
The nursing shortage by state continues to evolve against the backdrop of national recovery and regional disparities. According to a 2024 study by the JAMA Health Forum, the nursing workforce rebounded in 2022 and 2023 following significant pandemic-related declines. This resurgence placed the workforce back on track toward the pre-pandemic projection of 4.56 million registered nurses (RNs) by 2025. However, while this national recovery may appear promising, it does not fully capture the granular, state-level realities. The truth is that some states are successfully stabilizing their nursing workforce, while others continue to grapple with chronic shortfalls that threaten the functionality of their healthcare systems.
Despite a national trend of gradual improvement, the nursing shortage by state remains a critical concern. The Health Resources and Services Administration (HRSA) forecasts a 10% shortage of full-time equivalent (FTE) RNs by 2027, declining slightly to 8% by 2032 and 6% by 2037. While this downward trend signals slow progress, the projected shortfall still translates to approximately 207,980 FTE RNs by the end of the forecast period. This figure underscores a persistent imbalance between the supply of qualified nurses and the escalating demand for healthcare services, especially as the U.S. population continues to age and chronic illness becomes more prevalent.
Perhaps most importantly, this national data obscures the sharp contrasts revealed in a nursing shortage by state analysis. Some regions are expected to enjoy a surplus of nursing staff, while others, particularly in the South and West, are predicted to face escalating deficits. For instance, while states like Wyoming may see an oversupply, others such as North Carolina and Georgia are projected to confront severe shortages well into the next decade. These disparities highlight the urgent need for targeted solutions, such as incentivized relocation, expanded education pipelines, and retention initiatives tailored to the most affected states. Without localized strategies, national averages will fail to reflect the real crisis unfolding in under-resourced regions.
- Some states are projected to improve modestly over time
- Others are on a deteriorating trajectory, deepening their nursing shortages by state metrics from 2025 to 2037
- A few have nurse surpluses, though this may mask imbalances within regions
Facing the Most Severe Nursing Shortage by State
The nursing shortage by state continues to reveal deep disparities in healthcare workforce distribution, particularly when examining projections through 2037. The Health Resources and Services Administration (HRSA) developed these projections using pre- and post-pandemic data up to 2022. However, the full impact of COVID-19 on the nursing workforce may not be entirely reflected due to the lag in capturing workforce shifts such as accelerated retirements and nurses exiting the profession. These forecasts rely on the assumption that historic patterns in nurse graduation rates, employment, and attrition will remain steady, a significant assumption given the current volatility in the healthcare labor market.
- North Carolina 22%
- Washington 22%
- Maryland 20%
- South Carolina 19%
- Michigan 19%
- New Mexico 19%
- Oklahoma 18%
- California 18%
- Idaho 17%
- Georgia 17%
State-specific data highlights where the nursing shortage by state will be most severe if trends continue unaddressed. By 2037, states like North Carolina and Washington are projected to face the highest RN deficits at 22%, followed closely by Maryland (20%) and South Carolina, Michigan, and New Mexico, each nearing a 19% shortfall. Even larger states like California, which typically produce high volumes of nursing graduates, face an 18% projected shortage, showing that size alone does not insulate a state from staffing challenges. These figures demonstrate a clear pattern: many of the hardest-hit states are in the South and West, where population growth and aging demographics are outpacing the nursing workforce pipeline.
Notably, not all states follow a linear trajectory. While North Carolina’s shortage is expected to grow from 15% in 2025 to 22% by 2037, states like Idaho are projected to improve dramatically, dropping from a severe 38% deficit to a still-significant but smaller 17%. This shift indicates the effectiveness of certain interventions or local workforce strategies. Conversely, surplus states like Wyoming, which anticipates a 99% oversupply in 2025, are expected to see that number dip to 77% by 2037. These changes show that while the overall number of states facing shortages is projected to decrease, from 34 in 2025 to 29 in 2037, the nursing shortage by state remains dynamic, with worsening conditions in some areas and marginal improvement in others. Additionally, rural versus urban divides within states further complicate the picture, with nonmetropolitan areas continuing to face steeper staffing gaps despite broader state-level surpluses.
States with Nurse Surpluses, Are They That Secure?
Interestingly, roughly eight states plus the District of Columbia expect nursing surpluses by 2037. However, these numbers can be misleading:
| State | 2025 Supply | 2025 Demand | 2025 Adequacy |
| Idaho | 10,940 | 17,570 | 62% |
| New Mexico | 12,290 | 19,350 | 64% |
| Oklahoma | 28,100 | 41,020 | 69% |
| Virginia | 57,720 | 82,540 | 70% |
| South Carolina | 39,940 | 55,120 | 72% |
| Maryland | 44,680 | 59,270 | 75% |
| Arizona | 51,870 | 68,220 | 76% |
| Iowa | 25,350 | 32,020 | 79% |
| Colorado | 39,320 | 49,240 | 80% |
| Kentucky | 39,890 | 49,470 | 81% |
| West Virginia | 16,280 | 20,160 | 81% |
| Georgia | 82,370 | 99,260 | 83% |
| Missouri | 54,230 | 65,310 | 83% |
| Pennsylvania | 112,370 | 135,100 | 83% |
| Arkansas | 26,870 | 32,020 | 84% |
| Michigan | 86,090 | 102,000 | 84% |
| Tennessee | 60,580 | 72,070 | 84% |
| Louisiana | 42,400 | 49,750 | 85% |
| New Hampshire | 11,840 | 13,980 | 85% |
| North Carolina | 90,810 | 107,200 | 85% |
| Kansas | 24,640 | 28,720 | 86% |
| Maine | 13,080 | 15,230 | 86% |
| Nebraska | 15,990 | 18,630 | 86% |
| Washington | 60,940 | 69,980 | 87% |
| California | 286,880 | 327,670 | 88% |
| Texas | 222,250 | 253,610 | 88% |
| Mississippi | 28,080 | 31,240 | 90% |
| Florida | 206,640 | 225,290 | 92% |
| Nevada | 25,640 | 27,830 | 92% |
| New Jersey | 76,540 | 83,150 | 92% |
| Indiana | 65,570 | 67,310 | 97% |
| Ohio | 120,690 | 122,640 | 98% |
| Oregon | 40,400 | 41,080 | 98% |
| Utah | 25,950 | 26,290 | 99% |
| New York | 185,050 | 184,710 | 100% |
| Montana | 11,440 | 11,190 | 102% |
| Illinois | 121,700 | 116,130 | 105% |
| Delaware | 11,390 | 10,630 | 107% |
| Connecticut | 39,940 | 37,060 | 108% |
| Wisconsin | 60,010 | 55,760 | 108% |
| Minnesota | 57,850 | 52,590 | 110% |
| Rhode Island | 12,260 | 10,950 | 112% |
| South Dakota | 10,240 | 9,130 | 112% |
| Alabama | 59,250 | 51,910 | 114% |
| Massachusetts | 81,040 | 65,470 | 124% |
| North Dakota | 9,460 | 7,540 | 125% |
| Hawaii | 15,940 | 11,870 | 134% |
| Vermont | 8,520 | 6,350 | 134% |
| Alaska | 9,570 | 6,590 | 145% |
| District of Columbia | 11,200 | 5,800 | 193% |
| Wyoming | 10,290 | 5,160 | 199% |
The evolving nature of the nursing shortage by state through 2037 reveals a complex and shifting national landscape. In 2025, 34 states were projected to experience nursing shortages. Encouragingly, all but nine of those states are expected to see improvements in supply by 2037. However, an increase in supply doesn’t automatically translate to a surplus. Of the 26 states experiencing improved nurse availability, only seven are forecasted to reach an actual oversupply, ranging modestly from 1% to 23%. Utah stands out with a substantial improvement, moving from 99% adequacy in 2025 to a 123% surplus by 2037. West Virginia sees an even larger jump in adequacy (27%), but its total surplus remains lower at 108%, indicating that while improvements are possible, only a few states achieve meaningful overages.
On the opposite end of the spectrum, the nursing shortage by state is expected to deepen in six states, with adequacy dropping by as much as 14% between 2025 and 2037. Oregon is projected to suffer the largest decline, moving from a relatively stable 98% adequacy down to 84%. Even with this drop, it still fares better than North Carolina, which is expected to sit at just 78% nurse adequacy by 2037. These figures underscore how fragile gains in the nursing workforce can be and how easily positive trends can reverse without sustained investment in workforce development, educational capacity, and retention strategies. Notably, Georgia and Maine are outliers, remaining static with no improvement or decline in adequacy, both holding steady at 83% and 86% respectively, which still reflects a shortfall.
Among the fifteen states and the District of Columbia that reported surpluses in 2025, half are projected to further improve by 2037. North Dakota, for instance, climbs from a strong 125% adequacy to an even higher 144%, positioning it among the top three states in nurse surplus. Yet even in states seeing declines, the majority are expected to retain some level of oversupply, suggesting localized stability in parts of the country. However, the case of New York and Delaware highlights how quickly a stable balance can shift. New York, the only state at exactly 100% adequacy in 2025, is expected to slip just below the line to 99% by 2037. Delaware drops even further, from 107% to 97%, shifting it from surplus into shortage territory. These examples illustrate that no state remains static in this crisis, and the nursing shortage by state must be continually reassessed with evolving data to guide meaningful interventions.
Long-Term State-Wide Adequacy Projections Through 2037
| State | 2037 Supply | 2037 Demand | 2037 Adequacy |
| North Carolina | 101,080 | 129,930 | 78% |
| Washington | 68,790 | 87,730 | 78% |
| Maryland | 54,960 | 68,550 | 80% |
| Michigan | 90,120 | 111,410 | 81% |
| New Mexico | 17,000 | 20,920 | 81% |
| South Carolina | 49,930 | 61,790 | 81% |
| California | 302,720 | 367,720 | 82% |
| Oklahoma | 36,390 | 44,510 | 82% |
| Georgia | 93,010 | 112,000 | 83% |
| Idaho | 17,060 | 20,650 | 83% |
| Oregon | 41,370 | 49,200 | 84% |
| Maine | 15,570 | 18,090 | 86% |
| Texas | 271,570 | 310,700 | 87% |
| New Jersey | 79,540 | 90,680 | 88% |
| Louisiana | 46,380 | 52,320 | 89% |
| Colorado | 54,770 | 60,470 | 91% |
| Virginia | 84,310 | 92,900 | 91% |
| Arizona | 77,220 | 83,690 | 92% |
| Kansas | 31,850 | 34,590 | 92% |
| Missouri | 64,520 | 69,870 | 92% |
| Pennsylvania | 136,880 | 148,140 | 92% |
| New Hampshire | 15,890 | 16,870 | 94% |
| Mississippi | 31,430 | 33,000 | 95% |
| Tennessee | 77,950 | 81,740 | 95% |
| Delaware | 11,850 | 12,170 | 97% |
| Iowa | 32,890 | 34,040 | 97% |
| Florida | 267,260 | 270,660 | 99% |
| Indiana | 71,280 | 72,190 | 99% |
| New York | 189,880 | 191,570 | 99% |
| Arkansas | 34,070 | 33,840 | 101% |
| Kentucky | 53,770 | 53,010 | 101% |
| Nevada | 32,940 | 31,500 | 105% |
| Connecticut | 40,110 | 37,820 | 106% |
| Nebraska | 21,760 | 20,260 | 107% |
| Illinois | 126,650 | 117,490 | 108% |
| Montana | 13,420 | 12,480 | 108% |
| West Virginia | 21,000 | 19,530 | 108% |
| Massachusetts | 80,190 | 72,270 | 111% |
| Alaska | 8,450 | 7,450 | 113% |
| Rhode Island | 13,680 | 11,770 | 116% |
| Wisconsin | 68,250 | 58,850 | 116% |
| Alabama | 64,610 | 55,030 | 117% |
| Minnesota | 68,980 | 58,890 | 117% |
| Ohio | 145,620 | 123,300 | 118% |
| Utah | 42,720 | 34,600 | 123% |
| South Dakota | 12,830 | 10,300 | 125% |
| Vermont | 8,100 | 6,500 | 125% |
| Hawaii | 16,270 | 12,430 | 131% |
| North Dakota | 11,670 | 8,090 | 144% |
| District of Columbia | 9,130 | 6,210 | 147% |
| Wyoming | 9,310 | 5,260 | 177% |
The nursing shortage by state continues to be a defining issue in healthcare workforce planning, and projections through 2037 suggest that this imbalance is far from resolved. According to the HRSA, 29 states are expected to remain in shortage territory by 2037. While some of these deficits are marginal, such as Florida, Indiana, and New York, each forecasted to be just 1% short of meeting nursing demand, the presence of any shortfall in large, populous states is significant. These near-balanced figures indicate improvements but still imply ongoing challenges in maintaining consistent nurse staffing levels, especially in critical care and rural settings. Even a 1% gap in states with dense populations can translate to thousands of unfilled positions, creating ripples across patient care delivery systems.
Conversely, the remaining 22 states are projected to have nursing surpluses by 2037, though not all are substantial. For example, Arkansas and Kentucky are both expected to be just 1% over their required nurse supply. This narrow margin reflects a fragile stability that could easily tip into shortage should local demand increase, retirement rates spike, or educational bottlenecks worsen. These figures reinforce the idea that the nursing shortage by state is not just a matter of counting total nurses, it’s about matching the right number of skilled professionals to the right roles in the right locations. Even states technically in surplus may struggle to meet the needs of specialized departments or remote communities without strategic distribution.
Perhaps the most striking data comes from the District of Columbia and Wyoming. While both territories remain well above adequacy, their downward trends highlight the volatile nature of nurse workforce forecasting. The District of Columbia is projected to decline from a staggering 193% adequacy in 2025 to 147% by 2037. Despite this significant drop, it remains the second most overstaffed region in the country. Wyoming, though experiencing a 22% decrease in surplus, from 199% to 177%, continues to lead the nation in nurse overage. These outsized surpluses can be misleading, as they may stem from concentrated workforce availability in urban zones while rural parts of the same regions face ongoing recruitment challenges. For platforms like Carejobs.ai, which specialize in helping healthcare professionals find the right opportunities across the U.S., such data is vital. It enables smarter matching of nurses to high-need areas, balancing out workforce supply where traditional hiring methods fall short.
Nurses Per Capita by State
Analyzing the nursing shortage by state through the lens of nurses per capita provides a valuable and quantifiable perspective on where staffing gaps are most severe. In this context, “per capita” refers to the number of registered nurses (RNs) available for every 1,000 residents in a given state. Using the most recent 2023 data from the U.S. Department of Labor (USDOL) and the U.S. Census Bureau, Carejobs.ai calculated and compared nurse density across all 50 states. This measurement allows healthcare leaders, staffing firms, and policymakers to assess whether a state is potentially understaffed or well-equipped to meet the healthcare needs of its population.
The following table provides the RN per capita in each state and the District of Columbia.
| Location | # Nurses | Population | Per Capita |
| Idaho | 14,060 | 1,971,122 | 7.13 |
| Utah | 24,730 | 3,443,222 | 7.18 |
| Maryland | 49,770 | 6,217,062 | 8.01 |
| Oklahoma | 32,610 | 4,063,882 | 8.02 |
| Louisiana | 36,840 | 4,588,071 | 8.03 |
| Nevada | 25,890 | 3,214,363 | 8.05 |
| Virginia | 70,650 | 8,734,685 | 8.09 |
| Texas | 251,840 | 30,727,890 | 8.20 |
| Hawaii | 11,920 | 1,441,387 | 8.27 |
| Washington | 65,030 | 7,857,320 | 8.28 |
| Arizona | 63,150 | 7,473,027 | 8.45 |
| Georgia | 93,730 | 11,064,432 | 8.47 |
| California | 332,560 | 39,198,693 | 8.48 |
| New Mexico | 18,030 | 2,121,164 | 8.50 |
| Montana | 9,740 | 1,131,302 | 8.61 |
| New Jersey | 82,950 | 9,379,642 | 8.84 |
| Tennessee | 63,460 | 7,148,304 | 8.88 |
| Alaska | 6,590 | 736,510 | 8.95 |
| South Carolina | 48,790 | 5,387,830 | 9.06 |
| Colorado | 53,480 | 5,901,339 | 9.06 |
| Florida | 207,910 | 22,904,868 | 9.08 |
| Oregon | 38,770 | 4,253,653 | 9.11 |
| Wyoming | 5,350 | 585,067 | 9.14 |
| United States | 3,175,390 | 336,806,231 | 9.43 |
| New York | 188,060 | 19,737,367 | 9.53 |
| North Carolina | 104,380 | 10,881,189 | 9.59 |
| Arkansas | 29,690 | 3,069,463 | 9.67 |
| Mississippi | 28,910 | 2,943,172 | 9.82 |
| Alabama | 50,450 | 5,117,673 | 9.86 |
| Connecticut | 36,430 | 3,643,023 | 10.00 |
| Indiana | 68,850 | 6,880,131 | 10.01 |
| Michigan | 102,240 | 10,083,356 | 10.14 |
| New Hampshire | 14,380 | 1,402,199 | 10.26 |
| Rhode Island | 11,350 | 1,103,429 | 10.29 |
| Iowa | 33,300 | 3,218,414 | 10.35 |
| Wisconsin | 61,870 | 5,930,405 | 10.43 |
| Kansas | 31,120 | 2,951,500 | 10.54 |
| Maine | 14,770 | 1,399,646 | 10.55 |
| Kentucky | 48,710 | 4,550,595 | 10.70 |
| Illinois | 139,910 | 12,642,259 | 11.07 |
| Pennsylvania | 144,100 | 13,017,721 | 11.07 |
| Vermont | 7,260 | 648,708 | 11.19 |
| Ohio | 133,300 | 11,824,034 | 11.27 |
| Delaware | 11,810 | 1,036,423 | 11.39 |
| Nebraska | 22,870 | 1,987,864 | 11.50 |
| Minnesota | 66,700 | 5,753,048 | 11.59 |
| West Virginia | 20,860 | 1,770,495 | 11.78 |
| Missouri | 73,190 | 6,208,038 | 11.79 |
| Massachusetts | 87,320 | 7,066,568 | 12.36 |
| North Dakota | 10,350 | 789,047 | 13.12 |
| District of Columbia | 10,810 | 687,324 | 15.73 |
| South Dakota | 14,600 | 918,305 | 15.90 |
The national benchmark was 9.43 RNs per 1,000 people. Any state with a lower ratio would logically be viewed as experiencing or nearing a nurse shortage. Based on this threshold, 23 states fell below the national average, marking them as especially vulnerable in the ongoing nursing shortage by state analysis. However, it’s critical to understand that this national ratio itself is part of the problem, it reflects a workforce already strained by years of underproduction, pandemic-induced burnout, and growing demand from an aging population. So, even states meeting or slightly exceeding the 9.43 threshold may still be under-resourced relative to actual patient care demands.
Furthermore, while the per capita metric is helpful, it does not capture disparities within each state. A state may have a relatively high RN density overall but still experience staffing crises in rural or economically disadvantaged regions. Urban hospitals might attract talent, while remote clinics remain chronically understaffed. That’s why platforms like Carejobs.ai focus not just on placing nurses where they are needed most, but also on using data such as per capita density, local job postings, and workforce trends to offer real-time insight into where opportunities, and shortages, are most pressing. The nursing shortage by state, when examined through this detailed population-based metric, becomes more actionable, helping both nurses and employers make smarter, need-based decisions.
Licensed Versus Actively Working
When evaluating the nursing shortage by state, one often overlooked, but crucial, factor is the distinction between licensed nurses and those actively working in the field. Many registered nurses (RNs) maintain valid licenses but are not currently employed, or if they are, they may not be working in direct patient care roles such as bedside nursing. This distinction plays a major role in shaping workforce data and can significantly distort how nursing shortages are calculated and perceived at the state level.
Additionally, the situation becomes more complex when considering nurses who hold licenses in multiple states. Due to the rise of travel nursing and the growth of compact licensure through programs like the Enhanced Nurse Licensure Compact (eNLC), one nurse may hold several active licenses but only practice in a single state at any given time. This multi-state representation artificially inflates workforce statistics and may lead to a misleading sense of adequacy in states where those nurses are licensed but not actively working. These discrepancies contribute to the ongoing challenge of accurately tracking the nursing shortage by state, especially when making policy or staffing decisions.
| State | Active RN Licenses in 2023 per NCSBN | Employed RNs in 2023 per USDOL | Difference |
| Alabama | 104,695 | 50,450 | 54,245 |
| Alaska | 20,800 | 6,590 | 14,210 |
| Arizona | 111,992 | 63,150 | 48,842 |
| Arkansas | 46,960 | 29,690 | 17,270 |
| California | 523,864 | 332,560 | 191,304 |
| Colorado | 87,295 | 53,480 | 33,815 |
| Connecticut | 80,219 | 36,430 | 43,789 |
| Delaware | 19,658 | 11,810 | 7,848 |
| District of Columbia | 43,947 | 10,810 | 33,137 |
| Florida | 375,078 | 207,910 | 167,168 |
| Georgia | 143,998 | 93,730 | 50,268 |
| Hawaii | 31,615 | 11,920 | 19,695 |
| Idaho | 27,297 | 14,060 | 13,237 |
| Illinois | 235,502 | 139,910 | 95,592 |
| Indiana | 123,464 | 68,850 | 54,614 |
| Iowa | 58,116 | 33,300 | 24,816 |
| Kansas | 53,256 | 31,120 | 22,136 |
| Kentucky | 74,145 | 48,710 | 25,435 |
| Louisiana | 66,616 | 36,840 | 29,776 |
| Maine | 28,785 | 14,770 | 14,015 |
| Maryland | 89,483 | 49,770 | 39,713 |
| Massachusetts | 161,279 | 87,320 | 73,959 |
| Michigan | 173,905 | 102,240 | 71,665 |
| Minnesota | 134,563 | 66,700 | 67,863 |
| Mississippi | 52,355 | 28,910 | 23,445 |
| Missouri | 118,954 | 73,190 | 45,764 |
| Montana | 23,451 | 9,740 | 13,711 |
| Nebraska | 33,044 | 22,870 | 10,174 |
| Nevada | 58,554 | 25,890 | 32,664 |
| New Hampshire | 26,837 | 14,380 | 12,457 |
| New Jersey | 146,031 | 82,950 | 63,081 |
| New Mexico | 33,260 | 18,030 | 15,230 |
| New York | 439,616 | 188,060 | 251,556 |
| North Carolina | 158,174 | 104,380 | 53,794 |
| North Dakota | 17,894 | 10,350 | 7,544 |
| Ohio | 221,760 | 133,300 | 88,460 |
| Oklahoma | 53,376 | 32,610 | 20,766 |
| Oregon | 84,255 | 38,770 | 45,485 |
| Pennsylvania | 241,328 | 144,100 | 97,228 |
| Rhode Island | 29,974 | 11,350 | 18,624 |
| South Carolina | 84,701 | 48,790 | 35,911 |
| South Dakota | 19,800 | 14,600 | 5,200 |
| Tennessee | 115,507 | 63,460 | 52,047 |
| Texas | 401,653 | 251,840 | 149,813 |
| Utah | 44,324 | 24,730 | 19,594 |
| Vermont | 11,958 | 7,260 | 4,698 |
| Virginia | 118,430 | 70,650 | 47,780 |
| Washington | 120,813 | 65,030 | 55,783 |
| West Virginia | 36,539 | 20,860 | 15,679 |
| Wisconsin | 118,033 | 61,870 | 56,163 |
| Wyoming | 8,942 | 5,350 | 3,592 |
| United States | 5,643,150 | 3,175,390 | 2,467,760 |
Carejobs.ai has examined data from authoritative sources, including the National Council of State Boards of Nursing (which reports on active licenses) and the U.S. Department of Labor (which tracks actual employment numbers). The contrast between these datasets reveals that licensing data alone cannot be relied upon to assess true staffing availability. For states aiming to address their nursing shortages effectively, it’s essential to focus not just on how many nurses are licensed, but how many are actively engaged in clinical roles. This clarity is crucial for healthcare systems attempting to bridge staffing gaps and for platforms like Carejobs.ai that help match nurses with the places that need them most.
Exploring Other Nursing Roles: LPNs and NPs in the Nursing Shortage by State
While most conversations surrounding the nursing shortage by state focus on registered nurses (RNs), the reality is that other nursing roles, like licensed practical/vocational nurses (LPNs/LVNs) and nurse practitioners (NPs), play equally crucial roles in the broader workforce equation. According to projections from the Health Resources and Services Administration (HRSA), LPNs/LVNs are facing their own alarming shortage. By 2037, the country could be short by approximately 302,440 full-time equivalent (FTE) LPNs. Alarmingly, by that time, the national LPN workforce is expected to meet only 64% of projected demand, down from 80% adequacy in 2027 and 72% in 2032.
This deficit mirrors many of the same trends seen in RN shortages, educational pipeline constraints, burnout, and aging professionals exiting the field. However, these shortages vary significantly by state. For example, Maine is projected to experience an 80% shortage in LPNs by 2037, while West Virginia may have a surplus of up to 17%. This range further illustrates how the nursing shortage by state is not a one-size-fits-all crisis, it’s a state-by-state issue requiring localized solutions, especially for under-supported positions like LPNs who often serve vulnerable populations.
Conversely, nurse practitioners (NPs) tell a different story. The HRSA projects a dramatic oversupply of NPs by 2037, with demand being exceeded by 76% nationally. This surplus reflects the increasing number of NP graduates and growing acceptance of their roles in healthcare delivery. In states like California, legislative shifts have allowed NPs to practice independently, helping mitigate the broader physician shortage in primary care. However, even with this national surplus, disparities still exist. Not every state has fully utilized NPs’ potential, and in rural or underserved areas, access to these providers may still be limited, another layer of complexity in the nursing shortage by state landscape.
Why the Nursing Shortage Continues: Unpacking the Root Causes
The nursing shortage by state is not simply a product of supply and demand imbalances; it’s a multifaceted issue rooted in systemic healthcare and workforce challenges. In the wake of the COVID-19 pandemic, the intent among nurses to leave their positions surged and, contrary to early predictions, remained high. While some health systems made strides in replenishing their nursing staff, many have struggled to stabilize their workforce. Particularly in acute-care settings, nurse shortages have persisted due to a combination of retirements, burnout, and workplace stress.
Several significant factors drive the current crisis. First, the nation’s aging population is fueling unprecedented demand for complex care, while the nursing workforce itself is aging out. By 2030, all baby boomers will be 65 or older, amplifying pressure on the healthcare system. Simultaneously, over a million experienced RNs are expected to retire between 2017 and 2030, further exacerbating the talent gap. Second, burnout has reached critical levels. High-stress environments, long shifts, and insufficient staffing have pushed many nurses to leave bedside care or exit the profession entirely. As reported by the National Library of Medicine in 2023, turnover rates can range from 8.8% to as high as 37%, depending on the specialty and location.
Adding to the crisis is a severe shortage of nursing educators. In 2021, U.S. nursing schools rejected nearly 92,000 qualified applicants due to insufficient faculty, clinical placements, and classroom space. Compounding this issue is the fact that teaching salaries in nursing education often lag far behind those of clinical roles, making it harder to attract new instructors. Moreover, alternative career paths in other industries offer more attractive wages and work-life balance, luring away potential nursing professionals. The situation is further intensified by an increase in workplace violence, which continues to be a deterrent for many entering or remaining in the field. Healthcare workers, including nurses, are five times more likely to face injury from workplace violence than professionals in other sectors, a sobering reality that contributes directly to the nursing shortage by state in many high-stress environments.
How Nurse Shortages Directly Affect You, and How Carejobs.ai Helps
Understanding the nursing shortage by state isn’t just an exercise in policy, it has real consequences for nurses and the communities they serve. Unfortunately, not all data sources agree on the severity or pace of the shortage. This variation is due to differences in data collection, reporting timeframes, and local economic or healthcare changes that shift workforce dynamics rapidly. Moreover, projections often assume workforce participation patterns will stay consistent over a decade, an increasingly unreliable premise in a post-pandemic healthcare world. A projected surplus in one region could turn into a shortage with a sudden policy change, population boom, or wave of retirements.
Despite these variables, the need for skilled nurses, whether RNs, LPNs, or NPs, remains constant. Whether you’re exploring staff roles, per diem positions, or travel nursing assignments, understanding which states are facing surpluses or critical deficits helps guide smarter career decisions. In areas experiencing the worst shortages, healthcare employers often offer stronger incentives: higher pay, better benefits, flexible schedules, housing assistance, or even student loan repayment programs. Conversely, in oversaturated regions, competition is tighter, and incentives may be more limited.
That’s where Carejobs.ai becomes an essential tool. With a real-time jobs marketplace offering thousands of positions,ranging from staff to travel, contract, and locum tenens, Carejobs.ai empowers nurses to filter opportunities based on shortage data, cost of living, salary, and job type. It helps nurses identify where their skills are most needed and most valued. Whether you’re looking to relocate, try a travel assignment, or transition to a less stressful role, Carejobs.ai helps you match with the right opportunity at the right time, especially in the states that need you the most. In doing so, it not only helps close the gap in the nursing shortage by state but also ensures nurses have fulfilling, well-supported careers.
Frequently Asked Questions (FAQs)
Q1: What qualifies as a “nursing shortage by state”?
A regional shortage occurs when the demand for nurses in a specific state or locale exceeds the available supply, factoring in licensed, employed, and specialty-credentialed RNs.
Q2: How are nursing shortage projections made?
Projections like those from HRSA use historical data (nurse graduation rates, retirements, employment trends) to forecast future supply versus demand through 2037.
Q3: Can I still find jobs in states with surpluses?
Yes, but expect more competition, and salaries/perks may be less generous than in high-need regions.
Q4: Are some nursing specialties more in demand?
Absolutely. ICU, ER, oncology, and rural home-health nurses are especially critical in states with acute shortages. LPN demand is also growing, while NP supply varies widely.
Q5: How do travel and locum positions help address the shortage?
These roles allow nurses to temporarily fill critical care gaps in underserved areas, offering flexibility and premium pay while relieving regional staffing strain.
Q6: How does Carejobs.ai support nurses during this crisis?
We arm nurses with up-to-date, state-level shortage data, connect them with flexible travel/locum opportunities, and match skills to places where they can make the most impact, and earn more.
Conclusion: A Turning Point for Nursing in America
The nursing shortage by state in 2025 is more than statistics, it’s a national call to action. Aging demographics, workforce burnout, faculty bottlenecks, retirement waves, and rural-distribution challenges all compound this crisis. States like North Carolina and Idaho need urgent support, while surpluses in places like Wyoming and Utah highlight regional imbalances.
But there’s path forward: Well-supported travel and locum nursing can bridge gaps, education pipelines can be expanded, and technology platforms like Carejobs.ai can align supply with demand. For nurses, this crisis brings opportunity. For health systems and communities, it’s both a challenge and a moment to reshape the future of care.
If you’re a nurse ready to tackle the crisis head-on or a healthcare provider seeking your next staffing solution, visit Carejobs.ai to explore state-level data, available positions, and how you can contribute to solving this urgent national need.
