The U.S. Nursing Shortage by State: 2025 and the Road Ahead
The nursing shortage in the U.S. impacts virtually all aspects of healthcare, from emergency response times in rural communities to infection rates in urban hospitals. The gap between available nurses and demand for care is expected to continue, with estimates of a shortage of 295,360 RNs nationwide by 2030. We’ve gathered the data about the nursing shortage by state to help you better understand the unique challenges your facility may face in the years ahead.
Though the shortage affects healthcare across the country, the severity varies by geographical location. Nursing shortage statistics by state can provide insights into your facility’s short-term and long-term needs, and give you an idea about what kinds of resources you could engage to address those needs.
Here’s a look at the forecast for the nursing job market across the different states — and what you can do to prepare for it.
Factors Contributing to the Shortage by State and Region
The nursing shortage is a result of both an increased demand for nurses and a decreased supply of nursing professionals in the workforce. This imbalance creates a critical shortage that varies quite a bit by geography and which can have a number of cascading effects impacting patient care, mental health, and nurse job satisfaction to name a few. Let’s take a closer look at some of the key demand and supply factors that are creating this market imbalance.
Aging Population
The fastest growing segment of the population is the “oldest old,” those who are 85 and older. This segment of the population is expected to reach 13.7 million by 2040, more than double the size of that population in 2022.
For nurses, this means higher-acuity patients with more comorbidities. These increased demands on healthcare can contribute to the nursing shortage, especially in regions with the largest elderly populations.
Retiring Nurses
The baby boomer generation (born between 1946 and 1965) will reach retirement age and exit the workforce through 2030, leading to a significant loss of experienced nurses. An estimated 1 million nurses of all generations are expected to retire by 2030, creating a significant hole in the workforce that must be filled by younger nursing professionals and new graduates.
Insufficient Educational Program Capacities
Faculty shortages, fewer clinical site options, and budget constraints limit the capacity of nursing programs, making it increasingly difficult to prepare the next generation of nurses. For example, The American Association of Colleges of Nursing reported 65,766 qualified applicants were turned away from nursing programs in 2023.
How Does the Nursing Shortage Affect Facilities?
The effect of the shortage will vary by type of facility and the care provided. For example, small rural clinics may be faced with facility closures and limitations on the services offered, while large hospitals may have to contend with higher nurse-to-patient ratios and the potential for declining quality of care.
Nursing Shortage by State: Key Signs to Watch For
Examining the nursing shortages by state will give you a wide-scope view of the situation for your area. However, local elements such as the population density of the area around your facility can also profoundly impact your staffing resources.
You may need to observe nursing staff trends and analyze facility data to identify a shortage. Common indicators of the nursing shortage include:
- Consistently heavy workloads for staff nurses.
- Reduced time for patient care.
- Increased rates of medication errors.
- Low patient satisfaction scores.
- Increased rates of hospital acquired infections (HAIs).
- Nursing staff expressions of anxiety, depression, exhaustion, and decreased levels of job satisfaction.
- High nursing staff turnover and increased recruiting expenses.
- Facility closures, restricted hours of operation, or limitations on care provided.
Nursing Shortage by State: A Look at the Numbers
Now that you’re aware of the factors contributing to the nationwide nursing shortage and the indicators to watch for, let’s dive into the numbers. We gathered data illustrating the nursing shortages by state from the Health Resources and Service Administration (HRSA), along with the U.S. Census Bureau, to show you which states are experiencing the highest shortages.
You’ll also find your state’s current demand for nurses and an estimate of the demand in five years’ time. HRSA predicts demand for nurses based on how the population has utilized healthcare services in the past and their ability to pay for care.
In addition, you can look at trends in the ratio of nurse supply to the projected demand for nurses, or percent adequacy. This metric offers a snapshot of the severity of the nurse surplus or nurse shortage by state, with the lower percentage adequacy indicating a greater shortage of nurses.
| State | State Population* | RN Population (2025) | RN Population per 1,000 People (2025) | RN Demand: 2025 (and adequacy) | Projected RN Demand: 2030 (and adequacy) |
|---|---|---|---|---|---|
| Alabama | 5,157,699 | 59,250 | 11.49 | 51,910 (114%) | 53,330 (113%) |
| Alaska | 740,133 | 9,570 | 12.93 | 6,590 (145%) | 7,000 (125%) |
| Arizona | 7,582,384 | 51,870 | 6.84 | 68,220 (76%) | 75,400 (84%) |
| Arkansas | 3,088,354 | 26,870 | 8.70 | 32,020 (84%) | 32,900 (90%) |
| California | 39,431,263 | 286,880 | 7.28 | 327,670 (88%) | 345,400 (85%) |
| Colorado | 5,957,493 | 39,320 | 6.60 | 49,240 (80%) | 54,020 (85%) |
| Connecticut | 3,675,069 | 39,940 | 10.70 | 37,060 (108%) | 37,780 (103%) |
| Delaware | 1,051,917 | 11,390 | 10.83 | 10,630 (107%) | 11,440 (100%) |
| Florida | 23,372,215 | 206,640 | 8.84 | 225,290 (92%) | 245,830 (93%) |
| Georgia | 11,180,878 | 82,370 | 7.37 | 99,260 (83%) | 104,890 (83%) |
| Hawaii | 1,446,146 | 15,940 | 11.02 | 11,870 (134%) | 12,100 (132%) |
| Idaho | 2,001,619 | 10,940 | 5.47 | 17,570 (62%) | 18,960 (73%) |
| Illinois | 12,710,158 | 121,700 | 9.58 | 116,130 (105%) | 117,090 (103%) |
| Indiana | 6,924,275 | 65,570 | 9.47 | 67,310 (97%) | 69,710 (97%) |
| Iowa | 3,241,488 | 25,350 | 7.82 | 32,020 (79%) | 32,980 (86%) |
| Kansas | 2,970,606 | 24,640 | 8.29 | 28,720 (86%) | 31,290 (88%) |
| Kentucky | 4,588,372 | 39,890 | 8.69 | 49,470 (81%) | 51,250 (90%) |
| Louisiana | 4,597,740 | 42,400 | 9.22 | 49,750 (85%) | 51,200 (86%) |
| Maine | 1,405,012 | 13,080 | 9.31 | 15,230 (86%) | 16,680 (84%) |
| Maryland | 6,263,220 | 44,680 | 7.13 | 59,270 (75%) | 63,340 (76%) |
| Massachusetts | 7,136,171 | 81,040 | 11.36 | 65,470 (124%) | 68,790 (113%) |
| Michigan | 10,140,459 | 86,090 | 8.49 | 102,000 (84%) | 106,900 (81%) |
| Minnesota | 5,793,151 | 57,850 | 9.99 | 52,590 (110%) | 55,420 (111%) |
| Mississippi | 2,943,045 | 28,080 | 9.54 | 31,240 (90%) | 32,000 (92%) |
| Missouri | 6,245,466 | 54,230 | 8.68 | 65,310 (83%) | 67,380 (86%) |
| Montana | 1,137,233 | 11,440 | 10.06 | 11,190 (102%) | 11,810 (103%) |
| Nebraska | 2,005,465 | 15,990 | 7.97 | 18,630 (86%) | 19,400 (95%) |
| Nevada | 3,267,467 | 25,640 | 7.85 | 27,830 (92%) | 29,440 (97%) |
| New Hampshire | 1,409,032 | 11,840 | 8.40 | 13,980 (85%) | 15,320 (87%) |
| New Jersey | 9,500,851 | 76,540 | 8.06 | 83,150 (92%) | 83,760 (88%) |
| New Mexico | 2,130,256 | 12,290 | 5.77 | 19,350 (64%) | 20,090 (71%) |
| New York | 19,867,248 | 185,050 | 9.31 | 184,710 (100%) | 188,330 (98%) |
| North Carolina | 11,046,024 | 90,810 | 8.22 | 107,200 (85%) | 116,850 (81%) |
| North Dakota | 796,568 | 9,460 | 11.88 | 7,540 (125%) | 7,820 (132%) |
| Ohio | 11,883,304 | 120,690 | 10.16 | 122,640 (98%) | 123,280 (105%) |
| Oklahoma | 4,095,393 | 28,100 | 6.86 | 41,020 (69%) | 42,550 (74%) |
| Oregon | 4,272,371 | 40,400 | 9.46 | 41,080 (98%) | 44,720 (91%) |
| Pennsylvania | 13,078,751 | 112,370 | 8.59 | 135,100 (83%) | 141,030 (85%) |
| Rhode Island | 1,112,308 | 12,260 | 11.02 | 10,950 (112%) | 11,340 (110%) |
| South Carolina | 5,478,831 | 39,940 | 7.29 | 55,120 (72%) | 58,220 (76%) |
| South Dakota | 924,669 | 10,240 | 11.07 | 9,130 (112%) | 9,690 (115%) |
| Tennessee | 7,227,750 | 60,580 | 8.38 | 72,070 (84%) | 76,520 (89%) |
| Texas | 31,290,831 | 222,250 | 7.10 | 253,610 (88%) | 277,270 (87%) |
| Utah | 3,503,613 | 25,950 | 7.41 | 26,290 (99%) | 29,730 (113%) |
| Vermont | 648,493 | 8,520 | 13.14 | 6,350 (134%) | 6,440 (123%) |
| Virginia | 8,811,195 | 57,720 | 6.55 | 82,540 (70%) | 87,130 (79%) |
| Washington | 7,958,180 | 60,940 | 7.66 | 69,980 (87%) | 77,510 (82%) |
| Washington, D.C. | 702,250 | 11,200 | 15.95 | 5,800 (193%) | 5,970 (169%) |
| West Virginia | 1,769,979 | 16,280 | 9.20 | 20,160 (81%) | 19,880 (91%) |
| Wisconsin | 5,960,975 | 60,010 | 10.07 | 55,760 (108%) | 57,540 (109%) |
| Wyoming | 587,618 | 10,290 | 17.51 | 5,160 (199%) | 5,240 (183%) |
*Based on 2024 U.S Census Bureau data
The Road Ahead for Healthcare Facilities: The Impact of the RN Shortage by State
The overview of the nursing shortage by state demonstrates the impact that state borders can have on a facility’s ability to deliver high quality nursing care. The shortage is predicted to continue in 33 states, with the highest disparity between supply and demand in New Mexico, Idaho, and Oklahoma.
The data on the nursing shortage shows that some states, including New Mexico, Idaho, and Virginia, have very low nurse-to-population ratios, indicating a potential strain on nursing professionals in those areas.
Strategies for Addressing the Nursing Shortage by State
As the baby boomer generation exits the workforce, facilities need to utilize creative solutions to meet staffing needs. According to data on the RN shortage by state, some states have a surplus of nurses, while others face severe shortages and will need to put more effort into recruitment.
Facility managers can work toward maintaining safe staffing ratios by partnering with travel nurse agencies or on-demand healthcare staffing companies to fill open shifts. Strategies for retaining staff are also important, and many facilities use nurse wellness programs to promote a positive and healthy work environment.
More Strategies: Meeting the Demand of High-Acuity Patients
The solution to the nursing shortage, by state and as a whole, is multifaceted, given the multiple factors involved. Facilities that see rising numbers of patients in the “oldest old” demographic may need to address the burden of high-acuity patients on their nursing staff by lowering nurse-to-patient ratios and engaging more resources for staff nurses.
For example, ensuring that your hospital unit has a charge nurse who doesn’t have patient assignments can allow them to focus on being a resource for the rest of the staff. By addressing the burden that sicker, frailer patients have on nurses, facilities can work toward preventing nurse burnout.
Need Help Solving the Nurse Staffing Shortage at Your Facility?
If you’re facing a nursing shortage at your facility, you’re not alone. Our review of the nursing shortage by state shows that many healthcare providers across the country are facing the same challenge. See how you can find the right nurse staffing solution for your facility so you can fill open shifts with ease and continue to provide excellent patient care.