Burnout is the top perceived threat to healthcare in 2026, according to new research from Prolink, a premier workforce solutions firm. Prolink released the findings in its inaugural Pulse of Travel Healthcare report, which provides comprehensive insights into the challenges and motivations shaping today’s travel nursing and allied health workforce.
Based on a national survey of more than 400 travel nurses and allied healthcare professionals, Prolink’s 2026 Pulse of Travel Healthcare report identifies burnout (29%), declining morale (21%), and workforce retention and turnover (20%) as the most significant perceived threats to the healthcare industry in 2026. At the same time, the findings highlight factors sustaining the travel nursing workforce—flexibility, autonomy, and competitive compensation—which continue to drive its appeal.
“As healthcare systems continue to navigate ongoing staffing shortages and evolving patient demand, travel clinicians have become an essential part of workforce strategy,” said Tony Munafo, President & CEO of Prolink. “What this research makes clear is that sustaining this workforce will require a more deliberate focus on reducing burnout, improving morale, and addressing the practical realities of travel assignments. Organizations that act on these insights can strengthen nurse engagement, improve retention, and ultimately drive better patient outcomes.”
Key Drivers of Retention and Attrition
In addition to identifying industry-wide challenges, the report examines why travel nurses may choose to stay or leave travel nursing as a profession. Beyond compensation, lifestyle factors and logistical challenges are key drivers of attrition in travel nursing.
Nationally, nearly half of respondents (48%) cited major life events or lifestyle changes as a primary reason for leaving, while 44% pointed to housing and assignment logistics. Regional data underscores these pressures, particularly in the South, where respondents reported significantly higher rates of turnover tied to lifestyle disruptions and workplace challenges, including lack of support or respect from permanent staff.
Top reasons travel nurses reported leaving the profession primarily included:
- Major life events or lifestyle changes (48%)
- Housing and logistical challenges (44%)
- Financial considerations (42%)
Conversely, there are many reasons why travel nurses choose to stay in the profession, with autonomy, travel opportunities, and compensation leading the way:
- Control over assignments (67%)
- Opportunities to travel (66%)
- Competitive pay (63%)
“These findings reinforce that attrition in travel healthcare is rarely driven by a single factor: it’s the result of compounding workforce pressures across lifestyle, logistics, and compensation,” said Vanessa Janus, Chief Workforce Solutions Officer at Prolink. “For healthcare organizations, the opportunity isn’t simply about understanding why travel nurses leave or stay—it’s about designing more responsive staffing models that align with how today’s clinicians want to work.”
Flexibility & Staying Power
Beyond motivations for leaving or staying, the report explores how travel nurses approach assignments and long-term career planning. Travel nurses demonstrate strong flexibility in terms of when they begin new assignments, with 60% indicating that any time is a good time to start. In contrast, only 14% identify the summer months (June through August) as their preferred window. When it comes to securing roles, recruiters remain the primary channel with 30% of respondents finding their most recent assignment through a current recruiter, followed by 18% who used staffing agency websites.
The data also underscores the staying power of travel nursing as a career path. More than one-third (35%) of respondents plan to remain in the field for over five years, while 30% expect to continue for at least two years. Notably, 11% indicate an intention to stay in travel nursing for more than 20 years, reinforcing the profession’s long-term appeal.
Qualitative responses provided real-world insights in a number of areas, notably the most rewarding and most difficult aspects of being a travel nurse. Responses included:
What do you think is the most rewarding part of being a travel nurse?
- “The personal and professional growth that comes from adapting to new environments, learning new skills, and making a meaningful impact on patients wherever you go.”
- “The ability to see different places, set your own schedule, and earn more money.”
What do you think is the most difficult part of being a travel nurse?
- “Adjusting quickly to new environments and expectations while forming connections in a short amount of time.”
- “The goodbyes! Quite often I have worked bedside and made connections with some really awesome people.”
Burnout and Morale Vary by Generation
The report uncovers notable generational differences in how workforce challenges are experienced, pointing to the need for more tailored retention strategies. Among nurses ages 18–34, burnout is the dominant issue (31%), followed by retention (22%) and declining morale (16%). For those ages 35–54, burnout (27%) and morale (21%) remain closely linked, while nurses 55 and older cite declining morale (26%) as their top concern, followed by burnout (25%).
These findings suggest that while burnout remains pervasive across the profession, morale plays an increasingly significant role for more experienced clinicians.
“From the front line to the boardroom, I’ve seen firsthand the realities clinicians face when stepping into unfamiliar environments and delivering care amid constant change,” said Natalie Jones, Senior Vice President of Clinical Practice & Innovation at Prolink. “This research reinforces that retention in travel nursing ultimately depends on whether clinicians are truly supported at the bedside—through clear processes, reduced administrative burden, and the ability to focus on delivering safe, high-quality patient care.”
Methodology
Prolink’s 2026 Pulse of Travel Healthcare report is based on a survey of more than 400 travel nurses and allied healthcare professionals across the United States. Commissioned by Prolink, the research includes both quantitative data and qualitative insights, capturing perspectives across age groups, experience levels, specialties, and geographic regions.
To access Prolink’s 2026 Pulse of Travel Healthcare report, visit: https://prolinkworks.com/perspectives/2026-pulse-of-travel-healthcare-download-full-report.
About Prolink
Prolink is a premier workforce solutions organization connecting work and workers in meaningful ways across a variety of industries, including healthcare, information technology, engineering, manufacturing, and skilled trades. Founded in 2011, Prolink puts care in motion by fulfilling comprehensive staffing, technology, culture, data, and talent experience needs throughout the United States. Prolink has developed processes, in-depth client analysis, and other proprietary workforce optimization solutions that have proven invaluable to clients and talent alike. Prolink’s purpose is to bring your legacy to life, and it promises to be your solution to get there. Visit prolinkworks.com to learn more.
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