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Nursing in Canada, 2019 A Lens on Supply and Workforce

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Unless otherwise indicated, this product uses data provided by Canada’s provinces and territories.

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ISBN 978-1-77109-932-5 (PDF)

© 2020 Canadian Institute for Health Information

How to cite this document:Canadian Institute for Health Information. Nursing in Canada, 2019: A Lens on Supply and Workforce. Ottawa, ON: CIHI; 2020.

Cette publication est aussi disponible en français sous le titre Le personnel infirmier au Canada, 2019 : un regard sur l’effectif et la main-d’œuvre.ISBN 978-1-77109-933-2 (PDF)

http://www.cihi.camailto:[email protected]

Table of contentsOverview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

More information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Regulated nursing professionals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Key findings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

Nursing supply and workforce . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

Supply . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

Inflow/outflow . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

Education . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

Age . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

Workforce . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19

Provincial and territorial highlights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21

Appendix: Text alternative for figures and images . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46

Reference . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 62

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Nursing in Canada, 2019: A Lens on Supply and Workforce

OverviewNursing in Canada, 2019: A Lens on Supply and Workforce presents key characteristics in Canada and each of the provinces and territories. This year, the Canadian Institute for Health Information (CIHI) is acknowledging the Year of the Nurse and the 200th anniversary of the birth of Florence Nightingale. A pioneer in health care data visualizations, she created the first rose diagram to inform staff on how to improve hygiene in hospitals, which in turn saved thousands of lives. Florence’s work continues to be influential today.

The data informing this Nursing in Canada report was collected between January 1 and December 31, 2019. Generally, this data reflects a point in time 6 months after the start of the renewal period. As such, those registering after that point are excluded, which is important to note when comparing this report with those created by different parties.

The Nursing in Canada series highlights trends in nursing practice across a variety of supply, distribution, employment and demographic characteristics of the 4 groups of regulated nursing professionals:

• Nurse practitioners (NPs);• Registered nurses (RNs);• Registered psychiatric nurses (RPNs); and• Licensed practical nurses i (LPNs).

Note that for the first time, across all of CIHI’s nursing products, data on nurse practitioners is reported separately from registered nurses because of their distinct scopes of practice.

Regulated nurses work independently or in collaboration with other members of a health care team, providing services to individuals of all ages, and to families and communities. Understanding the trends in the supply of regulated nurses and the factors that influence the nursing labour market provides needed insight for effective planning and management of health care delivery across the country.

Collecting and reporting health workforce data assists decision-makers in the planning and distribution of health care providers. Evidence-based planning and distribution can influence outcomes of care and patient safety.

i. In the province of Ontario, licensed practical nurses are referred to as registered practical nurses.

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More information The following nursing companion products are available on CIHI’s website:

• CIHI’s Nursing Product Guide (PDF)• A profile of nursing in Canada, 2019 (infographic)• Nursing in Canada, 2019 — Chartbook (PPTX)• Health Workforce in Canada, 2019 — Quick Stats (XLSX)• Nursing in Canada, 2019 — Data Tables (XLSX)• Nursing in Canada, 2019 — Methodology Notes (PDF)

Other health workforce products are also available on CIHI’s website:

• Canada’s Health Care Providers, 2014 to 2018 — Data Tables (XLSX)• Canada’s Health Care Providers, 2014 to 2018 — Methodology Notes (PDF)• Occupational Therapists in Canada, 2019 — Data Tables (XLSX)• Occupational Therapists in Canada, 2019 — Methodology Notes (PDF)• Occupational therapists (OTs): Supply, percentage change and rate per 100,000 population,

Canada, 2019 (map)

• Physiotherapists in Canada, 2019 — Data Tables (XLSX)• Physiotherapists in Canada, 2019 — Methodology Notes (PDF)• Physiotherapists (PTs): Supply, percentage change and rate per 100,000 population, Canada, 2019 (map)• Pharmacists in Canada, 2019 — Data Tables (XLSX)• Pharmacists in Canada, 2019 — Methodology Notes (PDF)• Pharmacists: Supply, percentage change and rate per 100,000 population, Canada, 2019 (map)• Physicians in Canada, 2018 (PDF)• Supply, Distribution and Migration of Physicians in Canada, 2019 (data tables, methodology notes)

Regulated nursing professionalsThere are 4 groups of regulated nursing professionals in Canada. Each province and territory has its own legislation governing nursing practice, as well as its own body that regulates and licenses its members. Included below are definitions for each:

Nurse practitioners (NPs) are graduate-prepared health care professionals who practise autonomously and independently. NPs provide direct care to patients to diagnose and manage disease and illness, prescribe medications, order and interpret laboratory and diagnostic tests, and refer patients to specialists. In Canada, NPs are licensed by jurisdictional nursing regulators.

https://www.cihi.ca/en/health-workforcehttps://www.cihi.ca/en/health-workforce

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NPs work in a variety of health care settings, such as community care (community clinics, health care centres, physicians’ offices and patients’ homes), long-term care (nursing homes), hospitals (outpatient clinics, emergency departments and other patient areas) and NP-led clinics.

Registered nurses (RNs) are health care professionals who work both autonomously and in collaboration with others to enable individuals, families, groups, communities and populations to achieve their optimal levels of health. RNs deliver direct health care services to those at all stages of life and in situations of health, illness, injury and disability; they also coordinate care and support clients in managing their own health. RNs contribute to the health care system through their leadership across a wide range of settings in practice, education, administration, research and policy. RNs are currently regulated in all 13 provinces and territories.

Registered psychiatric nurses (RPNs) are health care professionals who work both autonomously and in collaboration with clients and other health care team members to coordinate health care and provide client-centred services to individuals, families, groups and communities. RPNs focus on mental and developmental health, mental illness and addictions, while integrating physical health and utilizing bio-psycho-social and spiritual models for a holistic approach to care. RPNs practise where people live, work and learn. This includes people’s homes and workplaces, educational settings, acute care hospitals, correctional facilities and programs, and long-term care facilities. RPNs are currently regulated in the 4 Western provinces (Manitoba, Saskatchewan, Alberta and British Columbia) and Yukon. Note: RPNs are educated and trained independently of the registered nursing class.

Licensed practical nurses (LPNs) are health care professionals who work independently or in collaboration with other members of a health care team. LPNs assess clients and work in health promotion and illness prevention. They assess, plan, implement and evaluate care for clients. LPNs are currently regulated in all 13 provinces and territories. Note: In Ontario, these nurses are called registered practical nurses. For the purposes of CIHI reporting, and to maintain continuity between provinces and territories, they are referred to as LPNs.

Unless otherwise noted and/or referenced, the term nursing refers collectively to Canada’s 4 regulated nursing professions. Data and information are from the nursing component of CIHI’s Health Workforce Database.

More information about the collection and reporting of this data is available in Nursing in Canada, 2019 — Methodology Notes.

https://www.cihi.ca/sites/default/files/document/nursing-methodology-notes-2019-en-web.pdfhttps://www.cihi.ca/sites/default/files/document/nursing-methodology-notes-2019-en-web.pdf

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Key findingsNursing in Canada, 2019: A Lens on Supply and Workforce is CIHI’s annual nursing publication. It explores how regulated nurses evolved over the 5-year period from 2015 to 2019 and considers some of the transformations that have occurred in the nursing professions across Canada. Below is a summary of some high-level key findings from the 2019 nursing data. These key findings are further broken down in our suite of nursing products. Please refer to CIHI’s Nursing Product Guide.

The total supply of regulated nurses reached 439,975 in 2019, growing 1.9% from 2018. Supply information provides an accurate representation of the volume of nurses in Canada for health system planners. The supply count for each of Canada’s 4 groups of regulated nursing professionals is as follows:

• NPs: 6,159• RNs: 300,669 • RPNs: 6,050• LPNs: 127,097

In 2019, there were 37,370 internationally educated nurses licensed to practise in Canada. These nurses represent 8.9% of Canada’s regulated nursing supply.

The average age across all nurse types has decreased slightly over the last 5 years; 1 in 10 regulated nurses in the workforce is age 60+.

• RNs and RPNs have the greatest proportion of nurses age 60 and older.• RPNs have the highest average age (44.4). • LPNs have the lowest average age (40.7).

9% of the nursing supply is male.

• RPNs have the greatest proportion of male nurses compared with the other groups of nursing professionals (19% versus 9% for the 3 other groups combined).

The total number of regulated nurses in the workforce is 396,085, indicating that over 90% of the overall nursing supply is currently employed in nursing-specific jobs. The workforce count for each of Canada’s 4 groups of regulated nursing professionals is as follows:

• NPs: 5,677• RNs: 273,617 • RPNs: 5,668• LPNs: 111,123

View some of these key findings as a data visualization in Nursing in Canada, 2019 — Chartbook.

For more detailed information on supply, workforce, inflow/outflow and provincial and territorial profiles, refer to Health Workforce in Canada, 2019 — Quick Stats and Nursing in Canada, 2019 — Data Tables.

https://www.cihi.ca/sites/default/files/document/nursing-product-guide-2019-en-web.pdfhttps://www.cihi.ca/sites/default/files/document/nursing-chartbook-2019-en-web.pptxhttps://www.cihi.ca/sites/default/files/document/nursing-quick-stats-2019-en-web.xlsxhttps://www.cihi.ca/sites/default/files/document/nursing-data-tables-2019-en-web.xlsx

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Nursing supply and workforceOverall counts of nursing supply and workforce are important to know when interpreting data for workforce planning. This information makes clear how many nurses are registered to work (supply) and how many are actually working in nursing-specific jobs (workforce). Understanding the difference in supply and workforce numbers can help in planning during a crisis (e.g., knowing the number of nurses who could potentially be available to provide nursing-related work).

Table 1 Percentage of supply in the workforce and percentage of workforce providing direct care to patients, by nurse type, Canada,* 2019

Nurse typePercentage of supply

in workforcePercentage of workforce

providing direct careNurse practitioners 92.0% 96.1%

Registered nurses 91.0% 89.8%

Registered psychiatric nurses 93.7% 85.1%

Licensed practical nurses 87.4% 95.4%

Regulated nurses (total) 90.0% 91.5%

Notes* Data is not available for all provinces and territories.RPNs are regulated only in Manitoba, Saskatchewan, Alberta, British Columbia and Yukon. In Ontario, LPNs are referred to as registered practical nurses. 2019 workforce data is not available for LPNs from New Brunswick, Yukon and Nunavut, and for RPNs from Yukon; and it is not included for RPNs from British Columbia. This could result in understated workforce counts. Employment data for NPs and RNs in Manitoba for 2019 has been suppressed due to significant under-coverage as a result of voluntary reporting. For more information about data collection and comparability, refer to Nursing in Canada, 2019 — Methodology Notes.SourceHealth Workforce Database, 2020, Canadian Institute for Health Information.

Table 1 shows the 2019 percentage of supply in the workforce and percentage of workforce providing direct care to patients for each nurse type.

Over the next few pages, nursing supply and workforce numbers are outlined and broken down according to various characteristics. For more information about supply, workforce and comparability across the country, refer to Health Workforce in Canada, 2019 — Quick Stats and Nursing in Canada, 2019 — Data Tables.

https://www.cihi.ca/sites/default/files/document/nursing-methodology-notes-2019-en-web.pdfhttps://www.cihi.ca/sites/default/files/document/nursing-quick-stats-2019-en-web.xlsxhttps://www.cihi.ca/sites/default/files/document/nursing-data-tables-2019-en-web.xlsx

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SupplyLooking at supply information enables health system planners to have an accurate picture of the volume of nurses in Canada. This information, in combination with understanding population needs, access to care, quality of care and the cost of delivering care, helps to inform policy.

Figure 1 Percentage change in nursing supply from the previous year for each nurse type, Canada,* 2015 to 2019

3.6%

0.4%

1.1%

8.1%

3.1%

1.5%

0.6%

8.0%

2.1%

1.3%

0.6%

9.1%

2.8%

1.6%

0.5%

11.0%

5.1%

1.4%

1.1%

9.8%

0% 2% 4% 6% 8% 10% 12%

LPNs

RPNs

RNs

NPs

201920172015 20182016

Notes* Data is not available for all provinces and territories.Supply refers to all regulated nurses who have an active licence.RPNs are regulated only in Manitoba, Saskatchewan, Alberta, British Columbia and Yukon. In Ontario, LPNs are referred to as registered practical nurses.For more information about data collection and comparability, refer to Nursing in Canada, 2019 — Methodology Notes.SourceHealth Workforce Database, 2020, Canadian Institute for Health Information.

Figure 1 shows that NPs in Canada experienced the largest rate of growth each year and over the 5-year period. Between 2018 and 2019, the supply of NPs grew by 8.1% — almost 8 times the change for RNs (1.1%).

https://www.cihi.ca/sites/default/files/document/nursing-methodology-notes-2019-en-web.pdf

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Other highlightsBetween 2015 and 2019, Canada’s supply of regulated nurses grew an average of 1.6% per year. This growth outpaced that of Canada’s population (an average of 1.2% per year) over the same 5-year period.

Between 2018 and 2019, Canada’s supply of regulated nurses increased by 8,070 (1.9%), resulting in a total count of 439,975 nurses across all 4 groups of regulated nursing professionals. Each group experienced supply growth.

Table 2 Supply changes by nurse type, Canada,* 2018 to 2019

Nurse typeSupply count,

2018Supply count,

2019

Change in supply (number),

2018 to 2019

Change in supply (percentage), 2018 to 2019

Nurse practitioners 5,697 6,159 +462 +8.1%

Registered nurses 297,448 300,669 +3,221 +1.1%

Registered psychiatric nurses 6,028 6,050 +22 +0.4%

Licensed practical nurses 122,732 127,097 +4,365 +3.6%

Notes* Data is not available for all provinces and territories. Supply refers to all regulated nurses who had an active licence. Workforce refers to only those regulated nurses who were employed at the time of annual registration. In Ontario, LPNs are referred to as registered practical nurses.RPNs are regulated only in Manitoba, Saskatchewan, Alberta, British Columbia and Yukon. SourceHealth Workforce Database, 2020, Canadian Institute for Health Information.

For more information about supply and comparability across the country, refer to Health Workforce in Canada, 2019 — Quick Stats and Nursing in Canada, 2019 — Data Tables.

For more information about data collection and comparability, refer to Nursing in Canada, 2019 — Methodology Notes.

https://www.cihi.ca/sites/default/files/document/nursing-quick-stats-2019-en-web.xlsxhttps://www.cihi.ca/sites/default/files/document/nursing-quick-stats-2019-en-web.xlsxhttps://www.cihi.ca/sites/default/files/document/nursing-data-tables-2019-en-web.xlsxhttps://www.cihi.ca/sites/default/files/document/nursing-methodology-notes-2019-en-web.pdfhttps://www.cihi.ca/sites/default/files/document/nursing-methodology-notes-2019-en-web.pdf

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Inflow/outflowThe term inflow refers to the number of registrants entering the nursing profession, while the term outflow refers to the number of registrants leaving the profession. It’s important to look at the inflow and outflow numbers together in addition to looking at each independently. Understanding inflows and outflows can help health system planners to see how the nursing supply is changing over time.

Currently, inflows and outflows can be determined only for individual provinces and territories (not between jurisdictions). In future, seeing the movement of nurses across Canada could provide a richer understanding of inflows and outflows. This type of analysis would require the development of a unique identifier for the regulated nursing professions.

Florence Nightingale’s rose diagramFigures 2 and 3 are a tribute to Florence Nightingale’s rose diagram.

SourceWikimedia. Image of original work by Florence Nightingale, 1858 (a rose diagram illustrating causes of death in the British Army between April 1854 and March 1855). Colour adjustment by Wikimedia user P. S. Burton. Accessed April 29, 2020.

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Figure 2 Percentage of nursing inflow, by nurse type and province/territory, 2019

NPs (%) RNs (%) LPNs (%) RPNs (%)

N.L.

P.E.I.

N.S.

N.B.

Que.

Ont.

Man.

Sask.

Alta.

B.C.

Y.T.

N.W.T./Nun.*

12.311.0

14.2

20.0

8.9

13.0

20.8

16.9

34.9

14.7

10.1

12.9

9.7

8.7

9.1

10.9

13.8

10.08.1

11.5

4.2

8.3

24.4

8.6

6.3

9.78.9

9.0

6.7

7.1

6.06.7

6.8

7.84.4

8.1

Notes* LPN inflow calculation for the Northwest Territories/Nunavut in this figure includes only Northwest Territories data. Inflow statistics are not available for RPNs from British Columbia and Yukon, and LPNs from Prince Edward Island, New Brunswick and Yukon. RPNs are regulated only in Manitoba, Saskatchewan, Alberta, British Columbia and Yukon. For more information about data collection and comparability, refer to Nursing in Canada, 2019 — Methodology Notes.SourceHealth Workforce Database, 2020, Canadian Institute for Health Information.


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Figure 3 Percentage of nursing outflow, by nurse type and province/territory, 2018

N.L.

P.E.I.

N.S.

N.B.

Que.

Ont.

Man.

Sask.

Alta.

B.C.

Y.T.

N.W.T./Nun.*

5.3

4.8

3.1

2.23.3

6.9

4.43.4

9.5

20.0

5.2

6.8

7.4

6.1

9.1

8.7

5.87.4

10.3

21.5

6.3

7.5

23.3

5.7

5.4

6.7

7.09.2

6.9

7.9

16.7

8.4

4.7

6.8

5.5

NPs (%) RNs (%) LPNs (%) RPNs (%)

Notes* LPN outflow calculation for the Northwest Territories/Nunavut in this figure includes only Northwest Territories data. Outflow statistics are not available for RPNs from British Columbia and Yukon, and LPNs from Newfoundland and Labrador, Prince Edward Island and Yukon. RPNs are regulated only in Manitoba, Saskatchewan, Alberta, British Columbia and Yukon. For more information about data collection and comparability, refer to Nursing in Canada, 2019 — Methodology Notes.SourceHealth Workforce Database, 2020, Canadian Institute for Health Information.

Figures 2 and 3 show the inflow and outflow percentages for each nurse type, by province and territory.

Figure 3 shows that between 2018 and 2019, LPNs had the largest outflow compared with other nurse types across most provinces and territories, while NPs had the lowest.

It is common for regulated nurses to work in the territories on a temporary basis and to return to their home province for part of the year. This could account for the higher rates of inflow and outflow in the territories.

For more information about inflow/outflow and comparability across the country, refer to Health Workforce in Canada, 2019 — Quick Stats and Nursing in Canada, 2019 — Data Tables.

https://www.cihi.ca/sites/default/files/document/nursing-methodology-notes-2019-en-web.pdfhttps://www.cihi.ca/sites/default/files/document/nursing-quick-stats-2019-en-web.xlsxhttps://www.cihi.ca/sites/default/files/document/nursing-quick-stats-2019-en-web.xlsxhttps://www.cihi.ca/sites/default/files/document/nursing-data-tables-2019-en-web.xlsx

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EducationMonitoring the supply of graduates provides an understanding of the volumes of nurses that may enter into practice. This type of information enables health system planners to understand the inflow into nursing supply. It is important to monitor this measure to help determine whether the nursing supply is sufficient to meet the increasing demand on health services.

Figure 4 NP and RN graduates, Canada, 2014 to 2018

449 551 543 555 481

11,95412,579 12,484 12,283

12,837

0

2,000

4,000

6,000

8,000

10,000

12,000

14,000

2014 2015 2016 2017 2018

NPs RNs

NotesData was provided by the Canadian Association of Schools of Nursing, with the exception of Quebec; Quebec data was provided by the Ordre des infirmières et infirmiers du Québec. LPN and RPN graduate data is not included due to gaps in coverage. For more information about data collection and comparability, refer to Nursing in Canada, 2019 — Methodology Notes.SourcesCanadian Association of Schools of Nursing; Ordre des infirmières et infirmiers du Québec.

Figure 4 shows the number of RN and NP graduates over the last 5 years in Canada. In 2018, the number of RN graduates is the highest it has been in the last 5 years, up 4.5% from 2017. NP graduates have decreased by 13.3%, the lowest it has been in the last 4 years.


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Internationally educated nursesNursing shortages are a growing concern, in part due to an aging workforce and an increasing demand for care for Canada’s aging population. Information on internationally educated nurses (IENs) can be used by planners, regulators, employers, educators and others to inform policy development, regulation, recruitment, retention and integration strategies. The data analyzed around the diversity in work patterns among IENs can help with understanding hurdles in registration and licensure.

Figure 5 Proportion of internationally educated nurses, by nurse type, Canada,* 2019

4.5%

9.4%

4.2%

7.8%

0%

1%

2%

3%

4%

5%

6%

7%

8%

9%

10%

NPs RNs RPNs LPNs

Notes * Data was not available for all provinces and territories.RPNs are regulated only in Manitoba, Saskatchewan, Alberta, British Columbia and Yukon. In Ontario, LPNs are referred to as registered practical nurses. Location of graduation data is not available for LPNs from New Brunswick, Yukon and Nunavut, and for RPNs from Yukon. Due to a high proportion of records with missing location of graduation for British Columbia LPNs and RPNs in 2019, graduation location is not included in this analysis. For more information about data collection and comparability, refer to Nursing in Canada, 2019 — Methodology Notes.Source Health Workforce Database, 2020, Canadian Institute for Health Information.

Figure 5 shows the proportion of internationally educated nurses in Canada in 2019 (based on available data). The proportion of nurses who are internationally educated varies among the groups of nursing professionals, with the highest proportion being RNs, followed by LPNs.


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Other highlightsNursing graduates in Canada

• In 2018, there were 481 NP and 12,837 RN graduates across the country.1

Internationally educated nurses

• The number (and proportion) of IENs by nurse type is as follows: – NPs: 273 (4.5% of NP supply)

– RNs: 28,306 (9.4% of RN supply)

– RPNs: 135 (4.2% of RPN supply)

– LPNs: 8,656 (7.8% of LPN supply)

For more information about education and comparability across the country, refer to Health Workforce in Canada, 2019 — Quick Stats and Nursing in Canada, 2019 — Data Tables.

https://www.cihi.ca/sites/default/files/document/nursing-quick-stats-2019-en-web.xlsxhttps://www.cihi.ca/sites/default/files/document/nursing-quick-stats-2019-en-web.xlsxhttps://www.cihi.ca/sites/default/files/document/nursing-data-tables-2019-en-web.xlsx

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AgeIt is anticipated that seniors will account for one-quarter of the Canadian population by 2036.2 As the Canadian population ages, a key attribute to consider is the age of nurses. This includes looking at the proportion of nurses in various career stages: early, mid and late. A shift in the age of the supply can challenge health system planners and decision-makers as they attempt to balance changes in service delivery while continuing to provide an expected level of service and care.

Figure 6 Proportion of nurses by age, Canada,* 2019

Age

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Other highlights• Almost half of RNs (46.9%), RPNs (44.9%) and LPNs (48.7%) are age 35 to 54, compared

with 60.2% of NPs.

• 19.4% of NPs are younger than 35.• Over a third (35.9%) of LPNs are younger than 35.• 1 in 4 RPNs is age 55 and older.

For more information about age and comparability across the country, refer to Health Workforce in Canada, 2019 — Quick Stats and Nursing in Canada, 2019 — Data Tables.


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WorkforceWith Canadians living longer, the resulting change in needs can influence shifts in care delivery across health care settings. Understanding the distribution of nurses across these settings can help to inform models of care, including the mix of health care providers delivering that care.

Figure 7 Nursing staff mix, by care setting, Canada,* 2019

Mix of nurses in hospital settings, Canada, 2019 (n = 228,752)

NPs0.9%

RPNs0.6%

RNs76.9%

LPNs21.6%

Mix of nurses in community settings, Canada, 2019 (n = 61,129)

NPs3.3%

RPNs1.3%

RPNs0.6%

RNs67.9%

LPNs27.5%

Mix of nurses in long-term care settings, Canada, 2019 (n = 58,982)

NPs0.3%

RNs40.8%

LPNs58.2%

Notes* Data was not available for all provinces and territories.RPNs are regulated only in Manitoba, Saskatchewan, Alberta, British Columbia and Yukon. Nurses whose place of work was unknown were excluded. 2019 workforce data is not available for LPNs from New Brunswick, Yukon and Nunavut, and for RPNs from Yukon; and it is not included for RPNs from British Columbia. Employment data for NPs and RNs in Manitoba for 2019 has been suppressed due to significant under-coverage as a result of voluntary reporting. For more information about data collection and comparability, refer to Nursing in Canada, 2019 — Methodology Notes.SourceHealth Workforce Database, 2020, Canadian Institute for Health Information.

Figure 7 shows the nursing staff mix within 3 care settings in provinces and territories where data was available in 2019. In hospital and community health settings, RNs are the largest portion of the mix of nurses, whereas LPNs are the largest portion in long-term care settings.


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Other highlightsNurses working in mental health

• In 2019, 6.6% of nurses specialized in mental health and addictions or worked in mental health facilities.• The number (and proportion) of nurses specialized or working in this field, by nurse type, is as follows:

– NPs: 150 (2.6% of NP workforce)

– RNs: 15,025 (5.5% of RN workforce)

– LPNs: 5,365 (4.8% of workforce)

– RPNs: 5,668 (100% of workforce)

• Between 2015 and 2019, the number of NPs, RNs and LPNs working in mental health and addictions grew:

– A 64.8% increase in the NP workforce

– A 14.2% increase in the LPN workforce

– A 3.0% increase in the RN workforce

For more information about workforce and comparability across the country, refer to Health Workforce in Canada, 2019 — Quick Stats and Nursing in Canada, 2019 — Data Tables.


21


Provincial and territorial highlightsThe next several pages contain a breakdown of nursing supply and workforce for Canada’s provinces and territories, as follows:

• Supply of regulated nurses and percentage change in supply from 2018 to 2019:2019 supply of regulated nurses

Percentage change

• 5-year trend in workforce percentage change• Rates of graduate retention, including provinces where graduates migrate• Highlights by nurse type

Notes

Regulated nurses refers to nurse practitioners, registered nurses, registered psychiatric nurses and licensed practical nurses.

Graduate retention refers to the percentage of regulated nurses who completed their nursing education in the specific province or territory (in any year) and who registered in that same province or territory in 2019. Graduate migration refers to the percentage of regulated nurses who registered in another province/territory in 2019.

View maps of Canada showing supply and percentage change in Nursing in Canada, 2019 — Chartbook (slides 5 to 8); for provincial and territorial comparability, refer to Health Workforce in Canada, 2019 — Quick Stats.

https://www.cihi.ca/sites/default/files/document/nursing-quick-stats-2019-en-web.xlsxhttps://www.cihi.ca/sites/default/files/document/nursing-quick-stats-2019-en-web.xlsxhttps://www.cihi.ca/sites/default/files/document/nursing-quick-stats-2019-en-web.xlsx

22


Newfoundland and Labrador

Newfoundland and Labrador

Figure 8 5-year trend in nursing workforce percentage change, Newfoundland and Labrador, 2015 to 2019

Figure 9 Graduate retention and graduate migration of regulated nurses to other provinces/territories, Newfoundland and Labrador, 2019

8,344

-0.8%

N.L., 76.7%

Other jurisdictions, 5.3%Alta., 5.7%

Ont., 6.1%

N.S., 6.2%

0.7%

-1.1%

9.8%

-0.3%

-2.0%

0.6%

1.3%

-0.8%

10.1%

1.3%

-0.6%

8.8%

1.1%

0.1%

7.9%

-3% 0% 3% 6% 9% 12% 15%

LPNs

RNs

NPs

201920172015 20182016

Note for Figure 9The location of graduation of RPNs and LPNs registered in British Columbia is not consistently available for 2019. Therefore, the number of RPNs and LPNs migrating to B.C. may be understated.Source for map and figuresHealth Workforce Database, 2020, Canadian Institute for Health Information.

23


Table 3 Highlights for Newfoundland and Labrador, 2019

MetricNPs RNs LPNs

Count Percentage Count Percentage Count PercentageSupply (n = 8,344) 183 — 5,771 — 2,390 —

Per 100,000 population rate 34.8 — 1,098.5 — 454.9 —

Sex — female 158 86.3 5,406 93.7 2,158 90.3

Average age 44.9 — 42.6 — 41.4 —

Workforce (n = 8,167) 180 98.4 5,674 98.3 2,313 96.8

Full time (workforce) 156 86.7 4,049 71.4 1,449 62.6

Part time (workforce) 7 3.9 689 12.1 141 6.1

Casual (workforce) 17 9.4 936 16.5 723 31.3

Mental health (direct care) 6 3.3 354 6.2 134 5.8

Rural/remote (workforce) 73 40.6 1,373 24.2 908 39.3

Notes— Data is not applicable, does not exist or is not reported due to data quality issues.When calculating full-time/part-time/casual employment status, nurses whose employment status was unknown or not stated were excluded. When calculating rural/remote (workforce), nurses whose postal code of primary employer and postal code of residence were unknown or not stated were excluded. SourceHealth Workforce Database, 2020, Canadian Institute for Health Information.

Table 4 5-year trend in percentage change for supply and workforce, by nurse type, Newfoundland and Labrador, 2015 to 2019

5-year trend in percentage change NPs RNs LPNs

Supply2015, 7.1% increase; 2016, 9.6% increase; 2017, 10.7% increase; 2018, 1.8% increase; 2019, 8.9% increase 2015, 0.1% increase; 2016, 0.2% increase; 2017, 0.9% decrease; 2018, 1.7% decrease; 2019, 1.7% decrease 2015, 1.5% increase; 2016, 1.9% increase; 2017, 2.4% increase; 2018, 1.1% decrease; 2019, 0.6% increase

Workforce2015, 7.9% increase; 2016, 8.8% increase; 2017, 10.1% increase; 2018, 0.6% increase; 2019, 9.8% increase 2015, 0.1% increase; 2016, 0.6% decrease; 2017, 0.8% decrease; 2018, 2.0% decrease; 2019, 1.1% decrease 2015, 1.1% increase; 2016, 1.2% increase; 2017, 1.3% increase; 2018, 0.3% decrease; 2019, 0.7% increase

SourceHealth Workforce Database, 2020, Canadian Institute for Health Information.

24


Prince Edward Island

Prince Edward Island

Figure 10 5-year trend in nursing workforce percentage change, Prince Edward Island, 2015 to 2019

Figure 11 Graduate retention and graduate migration of regulated nurses to other provinces/territories, Prince Edward Island, 2019

2,489

2.9%

Ont., 2.6%

Alta., 3.9%

N.S., 8.3%

Other jurisdictions, 5.5%

P.E.I., 79.8%

LPNs

RNs

NPs

201920172015 20182016

8.1%

3.3%

35.7%

3.0%

0.8%

16.7%

4.0%

2.0%

9.1%

5.5%

-0.4%

57.1%

4.0%

-0.9%

16.7%

-10% 0% 10% 20% 30% 40% 50% 60%


25


Table 5 Highlights for Prince Edward Island, 2019

MetricNPs RNs LPNs

Count Percentage Count Percentage Count PercentageSupply (n = 2,489) 43 — 1,704 — 742 —


Sex — female 40 93.0 1,625 95.4 670 90.3

Average age 38.6 — 44.8 — 42.3 —

Workforce (n = 2,319) 38 88.4 1,612 94.6 669 90.2

Full time (workforce) 32 84.2 852 52.9 382 60.3




Rural/remote (workforce) 13 34.2 460 28.6 206 30.8

Notes— Data is not applicable, does not exist or is not reported due to data quality issues.When calculating full-time/part-time/casual employment status, nurses whose employment status was unknown or not stated were excluded. When calculating rural/remote (workforce), nurses whose postal code of primary employer and postal code of residence were unknown or not stated were excluded.SourceHealth Workforce Database, 2020, Canadian Institute for Health Information.

Table 6 5-year trend in percentage change for supply and workforce, by nurse type, Prince Edward Island, 2015 to 2019


Supply2015, 21.4% increase; 2016, 29.4% increase; 2017, 9.1% increase; 2018, 20.8% increase; 2019, 48.3% increase 2015, 1.6% decrease; 2016, 1.6% increase; 2017, 1.1% increase; 2018, 2.3% increase; 2019, 2.3% increase 2015, 2.9% increase; 2016, 1.1% increase; 2017, 2.9% increase; 2018, 8.2% increase; 2019, 2.3% increase

Workforce2015, 16.7% increase; 2016, 57.1% increase; 2017, 9.1% increase; 2018, 16.7% increase; 2019, 35.7% increase 2015, 0.9% decrease; 2016, 0.4% decrease; 2017, 2.0% increase; 2018, 0.8% increase; 2019; 3.3% increase 2015, 4.0% increase; 2016, 5.5% increase; 2017, 4.0% increase; 2018, 3.0% increase; 2019, 8.1% increase


26


Nova Scotia

Nova Scotia

Figure 12 5-year trend in nursing workforce percentage change, Nova Scotia, 2015 to 2019

Figure 13 Graduate retention and graduate migration of regulated nurses to other provinces/territories, Nova Scotia, 2019

14,030

1.1%

Other jurisdictions, 5.9%N.B., 2.3%

Alta., 4.0%

Ont., 5.5%

N.S., 82.4%

LPNs

RNs

NPs

201920172015 20182016

1.7%

0.7%

14.9%

1.3%

-0.8%

11.5%

3.7%

-0.4%

11.3%

2.0%

-0.5%

-1.4%

3.0%

-0.1%

0.7%

-3% 0% 3% 6% 9% 12% 15%


27


Table 7 Highlights for Nova Scotia, 2019

MetricNPs RNs LPNs


Per 100,000 population rate 21.3 — 990.5 — 449.8 —

Sex — female 194 95.1 8,903 93.6 4,093 94.8

Average age 46.0 — 44.6 — 43.5 —

Workforce (n = 13,376) 201 98.5 9,061 95.3 4,114 95.3


Part time (workforce) 19 9.5 1,766 19.5 1,014 24.6

Casual (workforce) 13 6.5 1,124 12.4 858 20.9


Rural/remote (workforce) 61 30.3 2,159 23.9 1,453 35.3


Table 8 5-year trend in percentage change for supply and workforce, by nurse type, Nova Scotia, 2015 to 2019


Supply2015, 2.1% increase; 2016, 2.0% decrease; 2017, 11.6% increase; 2018, 11.7% increase; 2019, 12.1% increase 2015, 0.0% increase; 2016, 0.4% decrease; 2017, 0.1% increase; 2018, 0.6% decrease; 2019, 0.7% increase 2015, 2.9% increase; 2016, 2.7% increase; 2017, 3.2% increase; 2018, 2.7% increase; 2019, 1.6% increase

Workforce2015, 0.7% increase; 2016, 1.4% decrease; 2017, 11.3% increase; 2018, 11.5% increase; 2019, 14.9% increase 2015, 0.1% decrease; 2016, 0.5% decrease; 2017, 0.4% decrease; 2018, 0.8% decrease; 2019, 0.7% increase 2015, 3.0 % increase; 2016, 2.0% increase; 2017, 3.7% increase; 2018, 1.3% increase; 2019, 1.7% increase


28


New Brunswick

New Brunswick

Figure 14 5-year trend in nursing workforce percentage change, New Brunswick, 2015 to 2019

Figure 15 Graduate retention and graduate migration of regulated nurses to other provinces/territories, New Brunswick, 2019

11,444

-1.0%

Other jurisdictions, 6.7%Alta., 3.9%

N.S., 6.9%

Ont., 9.3%

N.B., 73.2%

LPNs

RNs

NPs

201920172015 20182016

*

0.5%

7.1%

2.5%

-0.6%

4.1%

0.2%

0.6%

7.1%

2.5%

-1.8%

6.6%

3.2%

-1.6%

1.0%

-3% 0% 3% 6% 9% 12% 15%

Note for Figure 14* 2019 LPN data not available. Note for Figure 15The location of graduation of RPNs and LPNs registered in British Columbia is not consistently available for 2019. Therefore, the number of RPNs and LPNs migrating to B.C. may be understated.Source for map and figuresHealth Workforce Database, 2020, Canadian Institute for Health Information.

29


Table 9 Highlights for New Brunswick, 2019

MetricNPs RNs LPNs



Sex — female 130 93.5 7,554 94.2 — —

Average age 43.8 — 45.0 — — —

Workforce (n = 7,884) 135 97.1 7,749 96.6 — —

Full time (workforce) 110 81.5 4,897 63.2 — —

Part time (workforce) 16 11.9 1,878 24.2 — —

Casual (workforce) 9 6.7 974 12.6 — —

Mental health (direct care) 1 0.7 440 5.7 — —

Rural/remote (workforce) 56 41.5 1,553 20.0 — —

Notes— Data is not applicable, does not exist or is not reported due to data quality issues.In 2019, LPN data was included in the provincial supply count but excluded from the provincial workforce count as it was provided only at the aggregate level (n = 3,286). When calculating full-time/part-time/casual employment status, nurses whose employment status was unknown or not stated were excluded. When calculating rural/remote (workforce), nurses whose postal code of primary employer and postal code of residence were unknown or not stated were excluded.SourceHealth Workforce Database, 2020, Canadian Institute for Health Information.

Table 10 5-year trend in percentage change for supply and workforce, by nurse type, New Brunswick, 2015 to 2019


Supply2015, 3.5% decrease; 2016, 7.3% increase; 2017, 6.8% increase; 2018, 4.0% increase; 2019, 6.9% increase 2015, 0.7% decrease; 2016, 2.5% decrease; 2017, 0.1% increase; 2018, 0.1% decrease; 2019, 0.2% decrease 2015, 4.7% increase; 2016, 2.0% increase; 2017, 2.8% decrease; 2018, 4.4% increase; 2019, 3.2% decrease

Workforce2015, 1.0% increase; 2016, 6.6% increase; 2017, 7.1% increase; 2018, 4.1% increase; 2019, 7.1% increase 2015, 1.6% decrease; 2016, 1.8% decrease; 2017, 0.6% increase; 2018, 0.6% decrease; 2019, 0.5% increase 2015, 3.2% increase; 2016, 2.5% increase; 2017, 0.2% increase; 2018, 2.5% increase —

Note— Data is not applicable, does not exist or is not reported due to data quality issues.SourceHealth Workforce Database, 2020, Canadian Institute for Health Information.

30


Quebec

Quebec

Figure 16 5-year trend in nursing workforce percentage change, Quebec, 2015 to 2019

Figure 17 Graduate retention and graduate migration of regulated nurses to other provinces/territories, Quebec, 2019

101,233

1.6%

Que., 96.1%

Other jurisdictions, 0.4%Alta., 0.4%B.C., 0.4%

Ont., 2.7%

LPNs

RNs

NPs

201920172015 20182016

4.3%

1.0%

7.8%

-3.1%

1.5%

16.7%

-1.8%

0.5%

14.0%

-1.0%

-0.4%

24.8%

0.1%

0.2%

21.2%

-5% 0% 5% 10% 15% 20% 25%


31


Table 11 Highlights for Quebec, 2019

MetricNPs RNs LPNs



Sex — female 495 90.8 64,369 88.5 25,089 89.6

Average age 38.3 — 41.7 — 40.6 —

Workforce (n = 95,174) 542 99.4 70,217 96.6 24,415 87.2



Casual (workforce) 6 1.1 4,545 6.5 1,539 6.3

Mental health (direct care) 0 0.0 3,840 5.5 490 2.0



Table 12 5-year trend in percentage change for supply and workforce, by nurse type, Quebec, 2015 to 2019


Supply2015, 22.0% increase; 2016, 24.6% increase; 2017, 13.4% increase; 2018, 18.1% increase; 2019, 7.1% increase 2015, 0.5% increase; 2016, 0.8% increase; 2017, 0.0% increase; 2018, 1.2% increase; 2019, 1.7% increase 2015, 2.4% increase; 2016, 3.0% decrease; 2017, 2.0% decrease; 2018, 1.1% increase; 2019, 1.4% increase

Workforce2015, 21.2% increase; 2016, 24.8% increase; 2017, 14.0% increase; 2018, 16.7% increase; 2019, 7.8% increase 2015, 0.2% increase; 2016, 0.4% decrease; 2017, 0.5% increase; 2018, 1.5% increase; 2019, 1.0% increase 2015, 0.1% increase; 2016, 1.0% decrease; 2017, 1.8% decrease; 2018, 3.1% decrease; 2019, 4.3% increase


32


Ontario

Ontario

Figure 18 5-year trend in nursing workforce percentage change, Ontario, 2015 to 2019

Figure 19 Graduate retention and graduate migration of regulated nurses to other provinces/territories, Ontario, 2019

160,137

2.9%

Ont., 94.3%

N.S., 0.4%B.C., 1.8%

Alta., 2.1%Other jurisdictions, 0.4%

LPNs

RNs

NPs

201920172015 20182016

5.4%

1.8%

7.9%

5.1%

0.9%

6.2%

3.8%

-0.7%

7.9%

6.1%

-0.1%

10.0%

4.9%

0.2%

9.4%

-3% 0% 3% 6% 9% 12% 15%


33


Table 13 Highlights for Ontario, 2019

MetricNPs RNs LPNs

Count Percentage Count Percentage Count PercentageSupply (n = 160,137) 3,451 — 103,877 — 52,809 —


Sex — female 3,221 93.3 96,000 92.4 47,791 90.5

Average age 45.0 — 45.2 — 40.8 —

Workforce (n = 148,577) 3,273 94.8 97,575 93.9 47,729 90.4

Full time (workforce) 2,510 76.7 65,870 67.5 26,546 55.6


Casual (workforce) 108 3.3 6,329 6.5 3,846 8.1

Mental health (direct care) 120 3.7 6,199 6.4 3,484 7.3


Notes— Data is not applicable, does not exist or is not reported due to data quality issues.When calculating full-time/part-time/casual employment status, nurses whose employment status was unknown or not stated were excluded. When calculating rural/remote (workforce), nurses whose postal code of primary employer and postal code of residence were unknown or not stated were excluded.In Ontario, LPNs are referred to as registered practical nurses.SourceHealth Workforce Database, 2020, Canadian Institute for Health Information.

Table 14 5-year trend in percentage change for supply and workforce, by nurse type, Ontario, 2015 to 2019


Supply2015, 9.4% increase; 2016, 9.9% increase; 2017, 8.7% increase; 2018, 6.5% increase; 2019, 7.6% increase 2015, 0.2% increase; 2016, 0.5% decrease; 2017, 0.1% decrease; 2018, 0.5% increase; 2019, 1.4% increase 2015, 5.1% increase; 2016, 5.9% increase; 2017, 3.9% increase; 2018, 4.0% increase; 2019, 5.7% increase

Workforce2015, 9.4% increase; 2016, 10.0% increase; 2017, 7.9% increase; 2018, 6.2% increase; 2019, 7.9% increase 2015, 0.2% increase; 2016, 0.1% decrease; 2017, 0.7% decrease; 2018, 0.9% increase; 2019, 1.8% increase 2015, 4.9% increase; 2016, 6.1% increase; 2017, 3.8% increase; 2018, 5.1% increase; 2019, 5.4% increase


34


Manitoba

Manitoba

Figure 20 5-year trend in nursing workforce percentage change, Manitoba, 2015 to 2019

Figure 21 Graduate retention and graduate migration of regulated nurses to other provinces/territories, Manitoba, 2019

17,794

-0.1%

Other jurisdictions, 3.3%Ont., 3.0%

Alta., 4.0%

B.C., 4.5%

Man., 85.1%

LPNs

RPNs

201920172015 20182016

4.6%

-2.4%

1.8%

-1.0%

2.2%

2.3%

2.3%

4.4%

2.2%

-1.0%

-4% -3% -2% -1% 0% 1% 2% 3% 4% 5% 6%

Note for Figure 20Employment data for NPs and RNs in Manitoba has been suppressed due to significant under-coverage as a result of voluntary reporting. Workforce data for NPs and RNs for 2015 and 2018 is available in Health Workforce in Canada, 2019 — Quick Stats and Nursing in Canada, 2019 — Data Tables. Note for Figure 21The location of graduation of RPNs and LPNs registered in British Columbia is not consistently available for 2019. Therefore, the number of RPNs and LPNs migrating to B.C. may be understated.Source for map and figuresHealth Workforce Database, 2020, Canadian Institute for Health Information.

https://www.cihi.ca/sites/default/files/document/nursing-quick-stats-2019-en-web.xlsxhttps://www.cihi.ca/sites/default/files/document/nursing-data-tables-2019-en-web.xlsx

35


Table 15 Highlights for Manitoba,* 2019

MetricNPs RNs RPNs LPNs

Count Percentage Count Percentage Count Percentage Count PercentageSupply (n = 17,794) 217 — 12,995 — 1,064 — 3,518 —

Per 100,000 population rate 16.0 — 961.1 — 79.7 — 260.2 —

Sex — female 195 89.9 11,492 90.8 882 82.9 3,132 89.0

Average age 43.3 — 45.3 — 43.4 — 43.1 —

Workforce (n = 4,344) — — — — 968 91.0 3,376 96.0

Full time (workforce) — — — — 579 59.8 1,049 31.1

Part time (workforce) — — — — 305 31.5 2,014 59.7

Casual (workforce) — — — — 84 8.7 313 9.3

Mental health (NP, RN, LPN direct care only; RPN all of workforce)

— — — — 968 100.0 52 1.5

Rural/remote (workforce) — — — — 288 29.8 1,250 37.0

Notes* Employment data for NPs and RNs in Manitoba has been suppressed due to significant under-coverage as a result of voluntary reporting.— Data is not applicable, does not exist or is not reported due to data quality issues.When calculating full-time/part-time/casual employment status, nurses whose employment status was unknown or not stated were excluded. When calculating rural/remote (workforce), nurses whose postal code of primary employer and postal code of residence were unknown or not stated were excluded. SourceHealth Workforce Database, 2020, Canadian Institute for Health Information.

Table 16 5-year trend in percentage change for supply and workforce, by nurse type, Manitoba, 2015 to 2019

5-year trend in percentage change NPs RNs RPNs LPNs

Supply2015, 17.8% increase; 2016, 7.2% increase; 2017, 9.2% increase; 2018, 8.4% increase; 2019, 12.4% increase 2015, 1.1% increase; 2016, 0.6% increase; 2017, 3.3% increase; 2018, 0.4% increase; 2019, 1.3% decrease 2015, 0.6% increase; 2016, 2.6% increase; 2017, 3.1% increase; 2018, 2.2% increase; 2019, 1.2% decrease 2015, 3.3% increase; 2016, 1.0% increase; 2017, 2.4% increase; 2018, 1.8% increase; 2019, 4.3% increase

Workforce — —2015, 1.0% decrease; 2016, 4.4% increase; 2017, 2.3% increase; 2018, 1.0% decrease; 2019, 2.4% decrease 2015, 2.2% increase; 2016, 2.3% increase; 2017, 2.2% increase; 2018, 1.8% increase; 2019, 4.6% increase

Notes— Data is not applicable, does not exist or is not reported due to data quality issues.Employment data for NPs and RNs in Manitoba has been suppressed due to significant under-coverage as a result of voluntary reporting.SourceHealth Workforce Database, 2020, Canadian Institute for Health Information.

36


Saskatchewan

Saskatchewan

Figure 22 5-year trend in nursing workforce percentage change, Saskatchewan, 2015 to 2019

Figure 23 Graduate retention and graduate migration of regulated nurses to other provinces/territories, Saskatchewan, 2019

15,678

1.0%


B.C., 4.3%

Alta., 10.6%

Sask., 81.9%

LPNs

RNs

RPNs

NPs

201920172015 20182016

-10.8%

-5.7%

0.9%

7.9%

0.4%

-4.1%

1.2%

5.4%

0.1%

-4.6%

1.5%

6.3%

4.9%

-1.9%

2.1%

11.6%

3.1%

1.8%

-1.2%

5.5%

-15% -10% -5% 0% 5% 10% 15%


37


Table 17 Highlights for Saskatchewan, 2019


Count Percentage Count Percentage Count Percentage Count PercentageSupply (n = 15,678) 236 — 10,940 — 802 — 3,700 —


Sex — female 217 91.9 10,143 92.7 694 86.5 3,447 93.2

Average age 46.4 — 42.0 — 46.8 — 40.0 —

Workforce (n = 14,619) 232 98.3 10,637 97.2 712 88.8 3,038 82.1

Full time (workforce) 161 69.4 6,250 58.8 351 60.8 1,480 48.7

Part time (workforce) 46 19.8 2,913 27.4 133 23.1 980 32.3

Casual (workforce) 25 10.8 1,474 13.9 93 16.1 578 19.0

Mental health (NP, RN, LPN: direct care only; RPN: all of workforce)

1 0.4 263 2.5 712 100.0 98 3.2

Rural/remote (workforce) 122 52.6 1,908 18.0 81 11.4 924 30.4


Table 18 5-year trend in percentage change for supply and workforce, by nurse type, Saskatchewan, 2015 to 2019


Supply2015, 10.1% increase; 2016, 10.8% increase; 2017, 4.9% increase; 2018, 5.6% increase; 2019, 3.5% increase 2015, 0.6% decrease; 2016, 2.7% increase; 2017, 1.6% increase; 2018, 1.4% increase; 2019, 1.1% increase 2015, 1.4% increase; 2016, 3.1% decrease; 2017, 0.5% decrease; 2018, 2.6% decrease; 2019, 2.8% decrease 2015, 6.0% increase; 2016, 0.7% increase; 2017, 2.9% increase; 2018, 0.5% increase; 2019, 1.4% increase

Workforce2015, 5.5% increase; 2016, 11.6% increase; 2017, 6.3% increase; 2018, 5.4% increase; 2019, 7.9% increase 2015, 1.2% decrease, 2016, 2.1% increase; 2017, 1.5% increase; 2018, 1.2% increase; 2019, 0.9% increase 2015, 1.8% increase; 2016, 1.9% decrease; 2017, 4.6% decrease; 2018, 4.1% decrease; 2019; 5.7% decrease 2015, 3.1% increase; 2016, 4.9% increase; 2017, 0.1% increase; 2018, 0.4% increase; 2019, 10.8% decrease


38


Alberta

Alberta

Figure 24 5-year trend in nursing workforce percentage change, Alberta, 2015 to 2019

Figure 25 Graduate retention and graduate migration of regulated nurses to other provinces/territories, Alberta, 2019

53,340

1.9%


Sask., 3.3%

B.C., 6.9%

Alta., 86.2%

LPNs

RNs

RPNs

NPs

201920172015 20182016

9.9%

1.0%

0.9%

8.9%

0.4%

1.5%

-0.8%

9.1%

5.5%

0.9%

-0.9%

8.2%

7.7%

-1.6%

2.6%

13.3%

7.2%

-0.5%

5.4%

5.3%

-3% 0% 3% 6% 9% 12% 15%


39


Table 19 Highlights for Alberta, 2019




Sex — female 517 90.5 33,400 93.0 1,069 79.2 14,245 91.8

Average age 45.2 — 43.0 — 44.8 — 38.7 —

Workforce (n = 49,775) 549 96.1 34,372 95.7 1,308 97.0 13,546 87.3

Full time (workforce) 371 67.7 15,940 46.4 680 52.0 5,153 38.0

Part time (workforce) 159 29.0 14,603 42.5 473 36.2 5,516 40.7

Casual (workforce) 18 3.3 3,828 11.1 155 11.9 2,877 21.2


6 1.1 1,700 4.9 1,308 100.0 523 3.9

Rural/remote (workforce) 35 6.4 3,340 9.7 332 25.4 2,187 16.1


Table 20 5-year trend in percentage change for supply and workforce, by nurse type, Alberta, 2015 to 2019


Supply2015, 9.5% increase; 2016, 8.5% increase; 2017, 7.1% increase; 2018, 10.0% increase; 2019, 7.9% increase 2015, 6.8% increase; 2016, 0.7% increase; 2017, 1.3% increase; 2018, 0.7% increase; 2019, 0.6% increase 2015, 0.0% increase; 2016, 0.5% increase; 2017, 0.2% increase; 2018, 1.3% increase; 2019, 1.1% increase 2015, 8.9% increase; 2016, 7.6% increase; 2017, 5.3% increase; 2018, 6.1% increase; 2019, 4.8% increase

Workforce2015, 5.3% increase; 2016, 13.3% increase; 2017, 8.2% increase; 2018, 9.1% increase; 2019, 8.9% increase 2015, 5.4% increase; 2016, 2.6% increase; 2017, 0.9% decrease; 2018, 0.8% decrease; 2019, 0.9% increase 2015, 0.5% decrease; 2016, 1.6% decrease; 2017, 0.9% increase; 2018, 1.5% increase; 2019, 1.0% increase 2015, 7.2% increase; 2016, 7.7% increase; 2017, 5.5% increase; 2018, 0.4% increase; 2019, 9.9% increase


40


British Columbia

British Columbia

Figure 26 5-year trend in nursing workforce percentage change, British Columbia, 2015 to 2019

Figure 27 Graduate retention and graduate migration of regulated nurses to other provinces/territories, British Columbia, 2019

53,733

1.4%


B.C., 92.4%

Sask., 0.5%Ont., 1.5%

Alta., 4.4%

LPNs

RNs

RPNs

NPs

201920172015 20182016

2.7%

1.6%

0.1%

32.6%

8.0%

4.4%

0.8%

10.6%

-1.6%

-0.1%

2.3%

19.7%

3.3%

5.3%

2.6%

14.0%

2.1%

0.0%

4.0%

-3.7%

-5% 0% 5% 10% 15% 20% 25% 30% 35%

Note for Figure 27The location of graduation of LPNs and RPNs registered in British Columbia is not consistently available for 2019. Therefore, the number of RPNs and LPNs remaining in B.C. after graduation may be understated.Source for map and figuresHealth Workforce Database, 2020, Canadian Institute for Health Information.

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Table 21 Highlights for British Columbia, 2019




Sex — female 475 92.4 34,631 91.0 2,242 79.3 11,101 89.9

Average age 43.7 — 43.6 — 44.0 — 41.3 —

Workforce (n = 50,489) 472 91.8 35,516 93.4 2,680 94.8 11,821 95.7

Full time (workforce) 334 70.8 19,814 55.9 1,780 66.5 6,065 51.5

Part time (workforce) 110 23.3 10,052 28.3 506 18.9 3,126 26.5

Casual (workforce) 28 5.9 5,608 15.8 391 14.6 2,589 22.0


9 1.9 1,487 4.2 2,680 100.0 252 2.1

Rural/remote (workforce) 53 11.2 1,952 5.5 93 3.5 948 8.0


Table 22 5-year trend in percentage change for supply and workforce, by nurse type, British Columbia, 2015 to 2019


Supply2015, 8.6% increase; 2016, 22.2% increase; 2017, 8.6% increase; 2018, 11.2% increase; 2019; 10.5% increase 2015, 0.9% increase; 2016, 3.1% increase; 2017, 2.3% increase; 2018, 0.6% increase; 2019, 1.2% increase 2015, 2.3% increase; 2016, 3.4% increase; 2017, 1.8% increase; 2018, 2.5% increase; 2019, 1.4% increase 2015, 9.6% increase; 2016, 1.3% increase; 2017, 1.8% increase; 2018, 1.4% increase; 2019, 1.6% increase

Workforce2015, 3.7% decrease; 2016, 14.0% increase; 2017, 19.7% increase; 2018, 10.6% increase; 2019, 32.6% increase 2015, 4.0% increase; 2016, 2.6% increase; 2017, 2.3% increase; 2018, 0.8% increase; 2019, 0.1% increase 2015, 0.0% increase; 2016, 5.3% increase; 2017, 0.1% decrease; 2018, 4.4% increase; 2019, 1.6% increase 2015, 2.1% increase; 2016, 3.3% increase; 2017, 1.6% decrease; 2018, 8.0% increase; 2019; 2.7% increase


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Yukon

Yukon

Figure 28 5-year trend in nursing workforce percentage change, Yukon, 2015 to 2019

723

6.2%

RNs

NPs

201920172015 20182016

2.6%

25.0%

6.9%

33.3%

8.5%

50.0%

2.0%

-20.0%

-0.5%

-16.7%

-20% -10% 0% 10% 20% 30% 40% 50%

NotesLPN and RPN workforce data is not available. There is no figure for graduate retention and migration because Yukon data is not available. Source for map and figureHealth Workforce Database, 2020, Canadian Institute for Health Information.

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Table 23 Highlights for Yukon, 2019


Count Percentage Count Percentage Count Percentage Count PercentageSupply (n = 723) 10 — 480 — 8 — 225 —

Per 100,000 population rate 24.7 — 1,185.9 — 20.0 — 555.9 —

Sex — female 9 90.0 433 90.2 — — — —

Average age 45.5 — 41.8 — — — — —

Workforce (n = 486) 10 100.0 476 99.2 — — — —

Full time (workforce) 4 40.0 236 49.6 — — — —

Part time (workforce) 4 40.0 172 36.1 — — — —

Casual (workforce) 2 20.0 68 14.3 — — — —


1 10.0 16 3.4 — — — —

Rural/remote (workforce) 0 0.0 73 15.3 — — — —

Notes— Data is not applicable, does not exist or is not reported due to data quality issues.LPN record-level data is not available for 2019. Also, while RPNs are regulated in Yukon, CIHI does not receive record-level data for RPNs licensed in Yukon. The Yukon government provides aggregate counts only. Aggregate data is included in the provincial supply count but excluded from the provincial workforce count. When calculating full-time/part-time/casual employment status, nurses whose employment status was unknown or not stated were excluded. When calculating rural/remote (workforce), nurses whose postal code of primary employer and postal code of residence were unknown or not stated were excluded.SourceHealth Workforce Database, 2020, Canadian Institute for Health Information.

Table 24 5-year trend in percentage change for supply and workforce, by nurse type, Yukon, 2015 to 2019


Supply2015, 16.7% decrease; 2016, 0.0% increase; 2017, 20.0% increase; 2018, 33.3% increase; 2019, 25.0% increase 2015, 1.0% increase; 2016, 2.8% increase; 2017, 9.0% increase; 2018, 6.1% increase; 2019, 1.5% increase — —

Workforce2015, 16.7% decrease; 2016, 20.0% decrease; 2017, 50.0% increase; 2018, 33.3% increase; 2019, 25.0% increase 2015, 0.5% decrease; 2016, 2.0% increase; 2017, 8.5% increase; 2018, 6.9% increase; 2019; 2.6% increase — —

Note— Data is not applicable, does not exist or is not reported due to data quality issues.SourceHealth Workforce Database, 2020, Canadian Institute for Health Information.

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Northwest Territories and Nunavut

Northwest Territories and Nunavut

Figure 29 5-year trend in nursing workforce percentage change, Northwest Territories and Nunavut, 2015 to 2019

Figure 30 Graduate retention and graduate migration of regulated nurses to other provinces/territories, Northwest Territories and Nunavut, 2019

1,030

-5.9%

N.W.T./Nun., 65.9%


N.S., 5.2%

Ont., 5.6%

B.C., 9.7%

LPNs

RNs

NPs

201920172015 20182016

7.4%

-9.1%

-10.0%

-2.1%

-19.1%

-9.1%

-7.6%

-0.1%

44.7%

6.1%

1.1%

-15.6%

4.2%

-7.8%

9.8%

-20% -10% 0% 10% 20% 30% 40% 50%


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Table 25 Highlights for Northwest Territories and Nunavut,* 2019

MetricNPs RNs LPNs

Count Percentage Count Percentage Count PercentageSupply (n = 1,030) 46 — 732 — 252 —


Sex — female 40 87.0 646 88.3 89 84.0

Average age 51.8 — 47.7 — 45.2 —

Workforce (n = 875) 45 97.8 728 99.5 102 96.2

Full time (workforce) 32 71.1 534 73.6 72 73.5




Rural/remote (workforce) — — — — 67 65.7

Notes* The Registered Nurses Association of the Northwest Territories and Nunavut regulates RNs and NPs for both territories. Data for LPNs in the Northwest Territories is submitted by the Northwest Territories Department of Health and Social Services. While LPNs in Nunavut are regulated, only aggregate data is submitted to CIHI at this time. LPN workforce data includes only the Northwest Territories. — Data is not applicable, does not exist or is not reported due to data quality issues.When calculating full-time/part-time/casual employment status, nurses whose employment status was unknown or not stated were excluded. When calculating rural/remote (workforce), nurses whose postal code of primary employer and postal code of residence were unknown or not stated were excluded.SourceHealth Workforce Database, 2020, Canadian Institute for Health Information.

Table 26 5-year trend in percentage change for supply and workforce, by nurse type, Northwest Territories and Nunavut, 2015 to 2019


Supply2015, 9.8% increase; 2016, 8.9% decrease; 2017, 36.6% increase; 2018, 10.7% decrease; 2019, 8.0% decrease 2015, 2.2% decrease; 2016, 2.5% decrease; 2017, 2.2% decrease; 2018, 19.2% decrease; 2019, 9.2% decrease 2015, 4.7% increase; 2016, 7.5% increase; 2017, 9.3% increase; 2018, 2.1% increase; 2019, 5.4% increase

Workforce2015, 9.8% increase; 2016, 15.6% decrease; 2017, 44.7% increase; 2018, 9.1% decrease; 2019, 10.0% decrease 2015, 7.8% decrease; 2016, 1.1% increase; 2017, 0.1% decrease; 2018, 19.1% decrease; 2019, 9.1% decrease 2015, 4.2% increase; 2016, 6.1% increase; 2017, 7.6% decrease; 2018, 2.1% decrease; 2019, 7.4% increase


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Appendix: Text alternative for figures and imagesText alternative for Figure 1

From 2015 to 2019, the supply of regulated nurses grew at varying rates.

NPs had the largest growth rate among all nurse types over the last 5 years. In 2019, NPs grew by 8.1%, compared with growth for RNs of 1.1%.

Table: Percentage change in nursing supply from the previous year for each nurse type, Canada,* 2015 to 2019

Year NPs RNs RPNs LPNs2015 9.8% 1.1% 1.4% 5.1%

2016 11.0% 0.5% 1.6% 2.8%

2017 9.1% 0.6% 1.3% 2.1%

2018 8.0% 0.6% 1.5% 3.1%

2019 8.1% 1.1% 0.4% 3.6%

Notes* Data is not available for all provinces and territories. Supply refers to all regulated nurses who have an active licence.RPNs are regulated only in Manitoba, Saskatchewan, Alberta, British Columbia and Yukon. In Ontario, LPNs are referred to as registered practical nurses.For more information about data collection and comparability, refer to Nursing in Canada, 2019 — Methodology Notes.SourceHealth Workforce Database, 2020, Canadian Institute for Health Information.


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Text alternative for Figure 2

Table: Percentage of nursing inflow, by nurse type and province/territory, 2019

Jurisdiction NP inflow RN inflow RPN inflow LPN inflowNewfoundland and Labrador 16.9% 6.3% — 9.7%

Prince Edward Island 34.9% 8.9% — —

Nova Scotia 14.7% 9.0% — 10.1%

New Brunswick 12.9% 6.7% — —

Quebec 9.7% 7.1% — 8.7%

Ontario 9.1% 6.0% — 10.9%

Manitoba 13.8% 4.2% 8.1% 10.0%

Saskatchewan 8.1% 6.7% 4.4% 11.5%

Alberta 12.3% 6.8% 7.8% 11.0%

British Columbia 14.2% 8.6% — 8.9%

Yukon 20.0% 24.4% — —

Northwest Territories/Nunavut* 13.0% 8.3% — 20.8%

Notes* LPN inflow calculation for the Northwest Territories/Nunavut in this figure includes only Northwest Territories data. — Data is not applicable, does not exist or is not reported due to data quality issues. Inflow statistics are not available for RPNs from British Columbia and Yukon, and LPNs from Prince Edward Island, New Brunswick and Yukon. RPNs are regulated only in Manitoba, Saskatchewan, Alberta, British Columbia and Yukon. For more information about data collection and comparability, refer to Nursing in Canada, 2019 — Methodology Notes.Source Health Workforce Database, 2020, Canadian Institute for Health Information.


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Table: Percentage of nursing outflow, by nurse type and province/territory, 2018

Jurisdiction NP outflow RN outflow RPN outflow LPN outflowNewfoundland and Labrador 9.5% 7.9% — 9.1%

Prince Edward Island 3.4% 6.8% — —

Nova Scotia 4.4% 8.4% — 8.7%

New Brunswick 6.9% 6.9% — —

Quebec 3.3% 5.5% — 7.4%

Ontario 2.2% 4.7% — 5.8%

Manitoba 3.1% 5.4% 9.2% 6.1%

Saskatchewan 4.8% 5.7% 7.0% 10.3%

Alberta 5.3% 6.3% 6.7% 6.8%

British Columbia 5.2% 7.5% — 7.4%

Yukon 0.0% 23.3% — —

Northwest Territories/Nunavut* 20.0% 16.7% — 21.5%

Notes* LPN outflow calculation for the Northwest Territories/Nunavut in this figure includes only Northwest Territories data. — Data is not applicable, does not exist or is not reported due to data quality issues.Outflow statistics are not available for RPNs from British Columbia and Yukon, and LPNs from Newfoundland and Labrador, Prince Edward Island and Yukon. RPNs are regulated only in Manitoba, Saskatchewan, Alberta, British Columbia and Yukon.For more information about data collection and comparability, refer to Nursing in Canada, 2019 — Methodology Notes.Source Health Workforce Database, 2020, Canadian Institute for Health Information.


Table: NP and RN graduates, Canada, 2014 to 2018

Year NP graduates RN graduates2014 449 11,954

2015 551 12,579

2016 543 12,484

2017 555 12,283

2018 481 12,837

NotesData was provided by the Canadian Association of Schools of Nursing, with the exception of Quebec; Quebec data was provided by the Ordre des infirmières et infirmiers du Québec. LPN and RPN graduate data is not included due to gaps in coverage. For more information about data collection and comparability, refer to Nursing in Canada, 2019 — Methodology Notes.SourcesCanadian Association of Schools of Nursing; Ordre des infirmières et infirmiers du Québec.

https://www.cihi.ca/sites/default/files/document/nursing-methodology-notes-2019-en-web.pdfhttps://www.cihi.ca/sites/default/files/document/nursing-methodology-notes-2019-en-web.pdfhttps://www.cihi.ca/sites/default/files/document/nursing-methodology-notes-2019-en-web.pdf

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Table: Proportion of internationally educated nurses, by nurse type, Canada,* 2019

Nurse type Proportion of IENs in 2019 supply NP 4.5%

RN 9.4%

RPN 4.2%

LPN 7.8%

Notes* Data was not available for all provinces and territories.RPNs are regulated only in Manitoba, Saskatchewan, Alberta, British Columbia and Yukon. In Ontario, LPNs are referred to as registered practical nurses. Location of graduation data is not available for LPNs from New Brunswick, Yukon and Nunavut, and for RPNs from Yukon. Due to a high proportion of records with missing location of graduation for British Columbia LPNs and RPNs in 2019, graduation location is not included in this analysis. For more information about data collection and comparability, refer to Nursing in Canada, 2019 — Methodology Notes.Source Health Workforce Database, 2020, Canadian Institute for Health Information.


In 2019, most regulated nurses were age 35 to 54, and this is consistent across all nurse types.

Table: Proportion of nurses by age, Canada,* 2019

Age (career stage) NPs RNs RPNs LPNsYounger than 35 (early career) 19.4% 29.5% 29.3% 35.9%

Age 35 to 54 (mid-career) 60.2% 46.9% 44.9% 48.7%

Age 55 and older (late career) 20.5% 23.7% 25.8% 15.4%

Notes* Data was not available for all provinces and territories.RPNs are regulated only in Manitoba, Saskatchewan, Alberta, British Columbia and Yukon. In Ontario, LPNs are referred to as registered practical nurses. Age data is not available for LPNs from New Brunswick, Yukon and Nunavut, and for RPNs from Yukon.For more information about data collection and comparability, refer to Nursing in Canada, 2019 — Methodology Notes.SourceHealth Workforce Database, 2020, Canadian Institute for Health Information.

https://www.cihi.ca/sites/default/files/document/nursing-methodology-notes-2019-en-web.pdfhttps://www.cihi.ca/sites/default/files/document/nursing-methodology-notes-2019-en-web.pdf

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There were 228,752 regulated nurses working in hospital settings, 61,129 working in community health settings, and 58,982 working in long-term care settings.

Table: Nursing staff mix, by care setting, Canada,* 2019

Nurse type Hospital settings Community settings Long-term care settingsNPs 0.9% 3.3% 0.3%

RNs 76.9% 67.9% 40.8%

RPNs 0.6% 1.3% 0.6%

LPNs 21.6% 27.5% 58.2%

Notes* Data was not available for all provinces and territories.RPNs are regulated only in Manitoba, Saskatchewan, Alberta, British Columbia and Yukon. Nurses whose place of work was unknown were excluded. 2019 workforce data is not available for LPNs from New Brunswick, Yukon and Nunavut, and for RPNs from Yukon; and it is not included for RPNs from British Columbia. Employment data for NPs and RNs in Manitoba for 2019 has been suppressed due to significant under-coverage as a result of voluntary reporting.For more information about data collection and comparability, refer to Nursing in Canada, 2019 — Methodology Notes.SourceHealth Workforce Database, 2020, Canadian Institute for Health Information.

Text alternative for Newfoundland and Labrador map

The supply count of regulated nurses for Newfoundland and Labrador in 2019 was 8,344, a 0.8% decrease from 2018.

Source Health Workforce Database, 2020, Canadian Institute for Health Information.


Table: 5-year trend in nursing workforce percentage change, Newfoundland and Labrador, 2015 to 2019

Year NP percentage change RN percentage change LPN percentage change2015 7.9% 0.1% 1.1%

2016 8.8% -0.6% 1.3%

2017 10.1% -0.8% 1.3%

2018 0.6% -2.0% -0.3%

2019 9.8% -1.1% 0.7%



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Table: Graduate retention and graduate migration of regulated nurses to other provinces/territories, Newfoundland and Labrador, 2019

JurisdictionPercentage of graduates who

registered in jurisdictionNewfoundland and Labrador 76.7%

Nova Scotia 6.2%

Ontario 6.1%

Alberta 5.7%

Other jurisdictions 5.3%

NoteThe location of graduation of RPNs and LPNs registered in British Columbia is not consistently available for 2019. Therefore, the number of RPNs and LPNs migrating to B.C. may be understated.Source Health Workforce Database, 2020, Canadian Institute for Health Information.

Text alternative for Prince Edward Island map

The supply count of regulated nurses for Prince Edward Island in 2019 was 2,489, a 2.9% increase from 2018.



Table: 5-year trend in nursing workforce percentage change, Prince Edward Island, 2015 to 2019

Year NP percentage change RN percentage change LPN percentage change2015 16.7% -0.9% 4.0%

2016 57.1% -0.4% 5.5%

2017 9.1% 2.0% 4.0%

2018 16.7% 0.8% 3.0%

2019 35.7% 3.3% 8.1%


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Table: Graduate retention and graduate migration of regulated nurses to other provinces/territories, Prince Edward Island, 2019

JurisdictionPercentage of graduates who

registered in jurisdictionPrince Edward Island 79.8%

Nova Scotia 8.3%

Alberta 3.9%

Ontario 2.6%

Other jurisdictions 5.5%

NoteThe location of graduation of RPNs and LPNs registered in British Columbia is not consistently available for 2019. Therefore, the number of RPNs and LPNs migrating to B.C. may be understated.Source Health Workforce Database, 2020, Canadian Institute for Health Information.

Text alternative for Nova Scotia map

The supply count of regulated nurses for Nova Scotia in 2019 was 14,030, a 1.1% increase from 2018.



Table: 5-year trend in nursing workforce percentage change, Nova Scotia, 2015 to 2019

Year NP percentage change RN percentage change LPN percentage change2015 0.7% -0.1% 3.0%

2016 -1.4% -0.5% 2.0%

2017 11.3% -0.4% 3.7%

2018 11.5% -0.8% 1.3%

2019 14.9% 0.7% 1.7%


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