This study examines the primary factors contributing to nurses ending their healthcare employment between 2018 and 2021 in New York and Illinois. The research is based on a cross-sectional analysis of survey data from 7,887 registered nurses who recently left healthcare employment. Key findings include: 1. **Planned Retirement**: The leading factor for leaving healthcare employment was planned retirement (39%). 2. **Burnout or Emotional Exhaustion**: This was cited as a significant factor (26%). 3. **Insufficient Staffing**: Many nurses (21%) cited this as a major reason for leaving. 4. **Family Obligations**: Family responsibilities were a significant factor, particularly for younger nurses (32%). The study also found that 41% of retired nurses left healthcare employment for reasons other than planned retirement, with burnout and insufficient staffing being the leading factors. The age distribution of nurses not employed in healthcare was similar to those currently employed, suggesting that a demographically similar pool of experienced nurses could be attracted back into healthcare. The authors conclude that healthcare employers should focus on addressing systemic issues such as burnout, improving staffing levels, and supporting work-life balance to retain nurses. They emphasize the importance of flexible employment options, better work environments, and enhanced opportunities for professional growth and advancement.This study examines the primary factors contributing to nurses ending their healthcare employment between 2018 and 2021 in New York and Illinois. The research is based on a cross-sectional analysis of survey data from 7,887 registered nurses who recently left healthcare employment. Key findings include: 1. **Planned Retirement**: The leading factor for leaving healthcare employment was planned retirement (39%). 2. **Burnout or Emotional Exhaustion**: This was cited as a significant factor (26%). 3. **Insufficient Staffing**: Many nurses (21%) cited this as a major reason for leaving. 4. **Family Obligations**: Family responsibilities were a significant factor, particularly for younger nurses (32%). The study also found that 41% of retired nurses left healthcare employment for reasons other than planned retirement, with burnout and insufficient staffing being the leading factors. The age distribution of nurses not employed in healthcare was similar to those currently employed, suggesting that a demographically similar pool of experienced nurses could be attracted back into healthcare. The authors conclude that healthcare employers should focus on addressing systemic issues such as burnout, improving staffing levels, and supporting work-life balance to retain nurses. They emphasize the importance of flexible employment options, better work environments, and enhanced opportunities for professional growth and advancement.