Data reveals factors shaping nurse retention beyond compensation, from workplace safety to career growth opportunities

Nurse.com, a community where more than 3.5 million nurses connect, earn continuing education, and discover job opportunities, today announced the release of its 2026 Nurse Salary and Job Satisfaction Report, which found that while salary data shows progress, nurses weigh the full work experience when deciding whether to stay or seek new opportunities. Reports of verbal abuse increased sharply over the last two years, rising from 64% in the 2024 report to 83% this year, illustrating how workplace safety is becoming a larger part of nurses’ daily reality.

Now in its fourth edition, the biennial report draws on insights from more than 500 nurses across credential levels and care settings to identify national workforce trends that can help employers strengthen retention strategies and better inform career options for nurses.

The report shows that pay increased across much of the nursing workforce, with some variation by credential. Nurses surveyed reported a median annual salary of $80,000, up $7,000 from the 2024 report. Among registered nurses (RNs), median salary rose 6% to $85,000. RN salary satisfaction also increased, with 47% saying they were satisfied with their current pay, compared with 32% from two years ago.

Regional pay differences were substantial, with RN median salaries ranging from $80,000 in the Midwest and South to $100,000 in the West. Education also corresponded with higher reported pay, with median salary rising from $79,500 among nurses with an associate degree to $96,000 among nurses with a Master of Science in Nursing and $137,500 among nurses with a Doctor of Nursing Practice.

Yet many nurses are still considering making a change. More than half (55%) said they were open to new job offers, and 24% said they were considering leaving the profession altogether.

“Nurses want workplaces that allow them to provide quality care without compromising their own well-being,” said Cara Lunsford, RN, Vice President of Healthcare Policy and Clinical Solutions, Relias. “A livable wage is part of that, but it’s not the whole story. What stands out to me in this data is how clearly nurses are making career moves based on the reality of their day-to-day shifts. They’re showing leaders what to prioritize if they want nurses to stay.”

Key findings include:

• Workplace violence reporting increased. More nurses (83%) reported verbal abuse by a patient or a patient’s family member, compared with 64% in 2024. Reports of physical assault or abuse followed the same pattern, rising from 23% to 35%.
• Burnout remains persistent. More than half (53%) reported burnout; even more (62%) said they felt overwhelmed in the past two years.
• Career growth matters. About one in three (36%) said they plan to pursue a degree or additional training, and 46% said they plan to pursue certification.
• Awareness of AI is outpacing understanding. While 27% said their organization has invested in AI tools, more than half (61%) reported limited knowledge of how AI is being used within their organizations.

The AI findings indicate both interest and hesitation, pointing to a broader workforce readiness challenge. Nurses saw potential for the technology to improve continuing education and streamline administrative tasks, but they also expressed concerns about patient care feeling less personal and worried about patient data privacy and safety.

“Trust in AI starts with organizations clearly explaining where the technology is being used and how it helps nurses reduce administrative burdens,” said Shawn Barber, Chief Product Officer, Relias. “When integrated into existing workflows, AI can turn workforce data into timely insights, helping leaders address knowledge gaps with relevant, personalized training and giving teams more confidence as they adopt new tools.”

For healthcare employers, the report points to a broader workforce strategy that goes beyond wage increases. Nurses said the most influential factors when considering a job include clear salary and benefits, scheduling, flexibility and autonomy, work-life balance or wellness initiatives, as well as opportunities for training or growth. Together, the findings show that attracting, developing, and retaining nurses cannot be treated as separate challenges, but requires a connected workforce strategy that supports nurses throughout their careers.

“Compensation alone is not enough to retain nurses, who consider many factors when choosing a job,” said Felicia Sadler, MJ, BSN, RN, CPHQ, LSSBB, Vice President of Quality and Clinical Workforce Development, Relias. “They look at whether the work environment supports them, respects their expertise, and gives them a reason to stay. When organizations listen and invest in their people, they create the conditions for long-term workforce stability and growth.”

For more insights, download the full report at Relias.com.

About Nurse.com

As the trusted career resource built by and for nurses, Nurse.com supports more than 3.5 million nurses each year with accredited continuing education and personalized job opportunities, empowering them with lifelong career support from nursing school through retirement. Nurse.com is part of Relias’ family of brands, including the Wound Care Education Institute, Relias Academy, FreeCME, and Clinician.com, which share a common goal of improving the lives of the most vulnerable members of society and those who care for them.

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