New research confirms it: nurse burnout is escalating and hospital leaders need practical solutions, not platitudes.
A new survey by Joyce University found that 74% of nurses feel emotionally exhausted multiple times a week. That’s not occasional stress — it’s sustained depletion.
For Gen Z nurses, the newest members of the profession, it’s even worse. More than one in four (28%) report feeling burned out every single day.
Even more concerning, 53% of nurses surveyed said they’ve seriously considered leaving the profession in the last six months due to burnout.
For HR and healthcare leadership teams, these numbers aren’t just sobering, they’re operationally significant.
When clinicians are running on empty, the ripple effects show up everywhere: retention challenges, increased absenteeism, lower morale, and reduced capacity across teams that are already stretched thin.
The same survey also revealed how deeply burnout is impacting day-to-day well-being.
More than half of nurses report regularly skipping breaks or meals because there simply isn’t time to step away.
Nearly half report that stress is disrupting their sleep, and a similar number fear their fatigue could lead to clinical mistakes.
When burnout reaches this level, it becomes more than an employee experience issue; it becomes a concern for workforce stability and patient safety.
Burnout Isn’t Only About the Shift. It’s About What Happens After It.
It’s easy to assume burnout is primarily driven by long hours, staffing shortages and high-acuity environments.
Those factors absolutely play a role. But many nurses also burn out because there is no real recovery time between shifts.
After a long day of caring for others, nurses still go home to the responsibilities waiting for everyone: groceries, errands, appointment scheduling, child care logistics, household needs and the constant stream of “life admin” that never seems to end.
When personal time gets consumed by to-do’s, recovery becomes harder. Stress stays high. Sleep suffers. And returning to work feeling restored becomes nearly impossible.
That’s why many well-intentioned burnout initiatives don’t go far enough.
Support programs can help, but they often rely on employees finding the time and energy to engage. For clinicians working long shifts, that can feel like one more thing to manage.
A Practical Retention Lever: Give Nurses Time Back.
Hospital leaders need long-term solutions to address burnout, including staffing strategies and sustainable workforce planning.
But HR leaders need practical support that makes a difference now, support that meets clinicians where they are.
That’s where concierge support can play a powerful role. (Don’t let the fancy French fool you, concierge services aren’t about luxury; they’re about relief.)
Concierge support helps healthcare professionals offload everyday tasks that take up their limited personal time so they can use their time off for what it’s meant for: rest, recovery and being present with the people who matter most.
In hospital environments, this benefit can measurably reduce stress. In fact, 98% of hospital staff using our concierge program say it reduces stress.
For HR leaders, that’s an important signal: when organizations invest in real-world support, not just resources, employees feel it.
Why This Works: Recovery Requires Breathing Room.
The Joyce University survey found that 47% of nurses struggle with sleep due to stress, and more than half regularly skip meals or breaks because they don’t have time.
When recovery and basic needs get pushed aside, it’s not just a personal wellness issue; it becomes a performance and safety issue.
Sleep and fuel are foundational for focus, emotional resilience and delivering safe, consistent care.
Concierge support helps create breathing room in two critical ways. First, it reduces the “after work” workload by taking everyday tasks off a nurse’s plate.
Each concierge request saves about an hour on average, which can mean the difference between feeling recharged or depleted.
Second, concierge services can also help nurses protect their time during the workday.
When personal tasks are handled in advance, like coordinating appointments, managing deliveries or taking care of errands, nurses are less likely to spend their breaks making calls, running through mental to-do lists or skipping meals altogether just to keep up.
Instead, breaks can actually be used for what they’re meant for: eating, hydrating, resetting and breathing.
This type of support also sends a clear message to employees: “We understand how much you’re carrying, and we’re committed to helping.”
That matters especially in healthcare, where clinicians are often expected to give endlessly without receiving the same level of support in return.
A Retention Strategy That Doesn’t Feel Performative.
Retention is rarely improved by one-time appreciation gestures. Nurses stay where they feel supported consistently, in ways that make life more manageable.
Concierge support is one of the most practical benefits hospitals can offer because it doesn’t require clinicians to attend another session, download another app or carve out time they don’t have. It simply takes something off their plate.
And when more than half of nurses have considered leaving the profession due to burnout, meaningful support can make a difference.
Reducing everyday pressure outside of work won’t solve every systemic challenge. Still, it can help prevent burnout from reaching a breaking point and it can strengthen employee loyalty in a way that feels genuine.
Supporting Nurses Outside the Hospital Strengthens Care Inside It.
At its core, this is about people. Nurses are carrying extraordinary emotional and physical demands, and the data shows the cost is rising.
Hospitals don’t have to accept burnout as inevitable. While long-term solutions are essential, practical support can create real relief right now.
Concierge services help by giving clinicians back time, the one resource they can’t get more of, and the one they need most to recover.
When you help nurses reclaim their time off, you’re not only improving the employee experience, but also strengthening retention, protecting well-being and supporting better patient care.
Talk to Our Healthcare Team
If your organization is exploring ways to reduce stress, improve work-life balance and strengthen nurse retention, Best Upon Request can help.
Talk to our healthcare team to learn how concierge support can help your clinicians improve well-being and deliver meaningful “time back” across your workforce.