The global shortage of nurses and midwives, estimated by the World Health Organization at nearly nine million, continues to pose a major challenge to health systems, especially in low- and middle-income countries (LMICs) where the deficit is most severe. Central to this crisis is the phenomenon of nursing brain drain, characterised by the migration of skilled professionals from under-resourced countries to wealthier nations in pursuit of better pay, safer working conditions, and career advancement. While this movement addresses workforce gaps in destination countries, it critically undermines healthcare delivery in source nations, leading to increased workloads, staff burnout, and compromised patient care. The effects are particularly acute in sub-Saharan Africa and parts of Asia, where fragile health systems already struggle with high disease burdens. This study, adopting a literature-based review methodology, synthesised evidence from peer-reviewed articles, policy reports, and international guidelines to analyse the drivers, consequences, and potential solutions to nursing brain drain. Findings reveal that push factors such as low salaries, unsafe environments, and professional stagnation intersect with pull factors including higher wages and advanced training abroad, intensifying migration trends. Consequences include weakened primary healthcare, rising mortality rates, and the erosion of investments in nursing education. Strategies to address the crisis include improving remuneration and working conditions, regulating international recruitment through ethical frameworks, investing in professional development, and leveraging innovations such as circular migration and telemedicine. Ultimately, mitigating nursing brain drain requires coordinated national and global efforts to retain talent while ensuring equitable healthcare access.

Keywords: Nursing brain drain, Healthcare workforce, Migration, Global health equity, retention strategies,

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