In 2018, the average ten-year retention rate of healthcare and social assistance workers in New Zealand was 73.2 percent, the highest across all industries in the country. In contrast, the administrative and support industry had the lowest ten-year retention rate of 24.6 percent.

The employee attrition rate of professional services organizations worldwide ********* overall between 2013 and 2023, despite some fluctuations. During the 2023 survey, respondents reported an average employee attrition rate of **** percent.

A time series of staff turnover rates, broken down by provider type. Staff turnover rates are the number of staff who left employment during the period expressed as a percentage of the total number of staff employed at the start of the period.

In 2024, the average staff turnover rate of hospitals in the U.S. stood at **** percent. The percentage of employees leaving hospitals has decreased since the peak of ** percent in 2021. A closer look at turnover reveals that most was among less tenured staff, with the highest rates among certified nursing assistants.

The Synthetic Employee Attrition Dataset is a simulated dataset designed for the analysis and prediction of employee attrition. It contains detailed information about various aspects of an employee's profile, including demographics, job-related features, and personal circumstances.

The dataset comprises 74,498 samples, split into training and testing sets to facilitate model development and evaluation. Each record includes a unique Employee ID and features that influence employee attrition. The goal is to understand the factors contributing to attrition and develop predictive models to identify at-risk employees.

This dataset is ideal for HR analytics, machine learning model development, and demonstrating advanced data analysis techniques. It provides a comprehensive and realistic view of the factors affecting employee retention, making it a valuable resource for researchers and practitioners in the field of human resources and organizational development.

FEATURES:

Employee ID: A unique identifier assigned to each employee. Age: The age of the employee, ranging from 18 to 60 years. Gender: The gender of the employee Years at Company: The number of years the employee has been working at the company. Monthly Income: The monthly salary of the employee, in dollars. Job Role: The department or role the employee works in, encoded into categories such as Finance, Healthcare, Technology, Education, and Media. Work-Life Balance: The employee's perceived balance between work and personal life, (Poor, Below Average, Good, Excellent) Job Satisfaction: The employee's satisfaction with their job: (Very Low, Low, Medium, High) Performance Rating: The employee's performance rating: (Low, Below Average, Average, High) Number of Promotions: The total number of promotions the employee has received. Distance from Home: The distance between the employee's home and workplace, in miles. Education Level: The highest education level attained by the employee: (High School, Associate Degree, Bachelor’s Degree, Master’s Degree, PhD) Marital Status: The marital status of the employee: (Divorced, Married, Single) Job Level: The job level of the employee: (Entry, Mid, Senior) Company Size: The size of the company the employee works for: (Small,Medium,Large) Company Tenure: The total number of years the employee has been working in the industry. Remote Work: Whether the employee works remotely: (Yes or No) Leadership Opportunities: Whether the employee has leadership opportunities: (Yes or No) Innovation Opportunities: Whether the employee has opportunities for innovation: (Yes or No) Company Reputation: The employee's perception of the company's reputation: (Very Poor, Poor,Good, Excellent) Employee Recognition: The level of recognition the employee receives:(Very Low, Low, Medium, High)

Attrition: Whether the employee has left the company, encoded as 0 (stayed) and 1 (Left).

Turnover among U.S. childcare workers was about 65% higher than turnover in the median occupation in 2022, which creates challenges for the broader workforce, according to a new report from the Federal Reserve Bank of Cleveland.

In 2023, the attrition rate was the highest among employees working in ******************. It was followed by life sciences and consumer products sectors.

Turnover is a particular problem among childcare workers and less so among preschool and kindergarten teachers. In 2022, turnover in childcare work was about 65 percent higher than in a typical job, while attrition among preschool and kindergarten teachers was on par with the typical occupation.

Graph and download economic data for Quits: Accommodation and Food Services (JTS7200QUR) from Dec 2000 to Aug 2025 about quits, accommodation, food, services, and USA.

In 2018, the average one-year retention rate of healthcare and social assistance workers in New Zealand was 92 percent, the highest across all industries in the country. In contrast, the administrative and support industry had the lowest one-year retention rate of 66.9 percent.

“Missing” refers to workers seen in a given month not seen in the subsequent month. Turnover is calculated using Formula (1). The Canadian job vacancy rate is provided for reference from Statistics Canada data.

How long indoor sex workers stay employed in collectives is a poorly understood aspect of sex worker agency in industrialized democracies. This study provides estimates of turnover, the rate at which workers leave employment, using a subsample of 76 collectives representing 3545 workers over a one-year period. All the collectives provided data on individual workers via external websites. The collectives were identified in a larger random sample of 783 advertisers from a popular Canadian classifieds site used by sex workers, all of whom provided URLs as part of their ad contact information. Monthly between October 2022 and October 2023, individual workers associated with the subsample of advertisers were identified from web pages maintained by these advertisers and scheduling data was collected where available. Worker turnover was estimated based on whether workers were visible one month to the next. Over the year, estimated turnover ranged from 12.0% to 16.0% (mean 14.2% SD 1.1%). Turnover was not affected by month or number of workers in the collectives. Mean 41.1% workers (SD 23.5%, N = 51 advertisers) were scheduled on any given day. Workers were visible for a mean 5.5 months (SD 4.5) with those visible for one month being the largest single group. Most sex workers in collectives are likely not permanent full time employees, and the extremely brief work histories of many suggest that failure in the industry may be common for this subpopulation.

Abstract copyright UK Data Service and data collection copyright owner.

The OECD Employment and Labour Market Statistics provide detailed annual information the employment and labour market for the period 1950/60 onwards for all OECD countries (where data is available).
The OECD Employment and Labour Market Statistics includes a range of annual labour market statistics and indicators broken down by sex and age as well as information about part-time and short-time workers, job tenure, hours worked, unemployment duration, trade union, employment protection legislation, minimum wages, labour market programmes for OECD countries and non-member economies.
These data were first provided by the UK Data Service in February 2015.

Main Topics:

• administrative data
• age dependency ratio
• age groups
• age structure
• agriculture
• armed force
• average salary
• average tenure s
• average wages
• births
• broad economic activities
• civil employment
• civilian labour
• collective dismissals
• constant prices
• current prices
• death rates
• dependent employment
• discouraged workers
• dismissals
• duration of unemployment
• earning-dispersion measures
• earnings
• employee density
• employee turnover
• employee union
• employees
• employment
• employment protection legislation
• employment ratio
• employment status
• exchange rate
• finance
• full-time
• full-year equivalent employee
• gender
• gross earnings
• health
• incidents
• independent workers
• industry
• Involuntary part time workers
• job tenure
• jobs
• labour
• labour force
• labour force forecasts
• labour market
• labour market fluidity
• labour market programmes
• labour regulation
• low pay incidence
• median wages
• membership
• migration rates
• minimum wages
• national legislation
• natural increase rates
• pension age
• population
• population baseline
• population estimates females
• population projections
• PPP
• professional status
• real estate
• rigidness
• salary earner ratio
• salary earners
• self-employed
• services
• short-time workers
• standardised age groups
• statistics
• strict regulation
• strictness of legislation
• survey data
• synthetic indicators
• total employment
• total increase rates
• trade union
• trade union members
• transport
• turnover rate
• unemployment
• union members
• unpaid family workers
• unpaid workers
• vital statistics
• weekly hours
• working age ratio

The home care turnover rate during the reported time period was highest in 2018 at **** percent, but dropped to **** percent the following year. By 2023, the median turnover rate of professional caregivers in the U.S. was **** percent.

Annual estimates of paid hours worked and earnings for UK employees by sex, and full-time and part-time, by region, and public and private sector, and non-profit bodies and mutual associations. Hourly and weekly estimates are provided for the pay period that included a specified date in April. They relate to employees on adult rates of pay, whose earnings for the survey pay period were not affected by absence. Estimates for 2020 and 2021 include employees who have been furloughed under the Coronavirus Job Retention Scheme (CJRS). Annual estimates are provided for the tax year that ended on 5th April in the reference year. They relate to employees on adult rates of pay who have been in the same job for more than a year.

This statistic shows the share of average share of staff turnover among Indian companies, by industries in the fiscal year 2018, based on an online survey across ** sectors. The staff turnover in the retail industry was the highest with about **** percent, while it was the lowest for automotive with close to ***** percent during the survey period.

Frequency distribution of youth unemployment in the East Gojjam Zone.

Impact of participation on earnings in job creation programs, East Gojjam Zone, Northwest Ethiopia.

In 2022, around ** percent of small and mid-sized companies in the construction industry in Germany stated that they are facing an increasing challenge with employee turnover. ** percent of companies in the production of capital goods also answered that it was an issue, but that it did not have any negative consequences for the company.