As of January 2024, the median number of years (tenure) that wage and salary workers in the manufacturing industry had been with their current employer was *** years in the United States. Workers in the education and health services industry had a median of *** years with their current employer. Employee tenure is a measure of how long wage and salary workers have been with their current employer. Data on employee tenure can be used as a gauge of employment security, where an increase in tenure means improving security, and a decrease in tenure shows deteriorating security.

Number of employed persons by job tenure, North American Industry Classification System (NAICS) and gender.

This statistic shows the average job tenure of employees in a Canada in 2022, distinguished by major industry. In 2022, the average job tenure for Canadian employees in agriculture stood at ***** months.

Number of employed persons by job tenure, National Occupational Classification (NOC) and sex, last 5 years.

Employees in Greece spend an average of 13 years with their employers as of 2023, the longest average job tenure among European countries. Among the provided countries, Denmark had the shortest average job tenure, at 7.5 years. In most European countries, men spend more time with a single employer on average than women. Notable exceptions to this trend come from a number of post-communist countries in central and eastern Europe - Romania, Bulgaria, Lithuania, Latvia, and Estonia-.

In 2023, the average tenure of contract and temporary employees in the United States was **** weeks. Tenure is defined as the duration of employment with the staffing firm.

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).

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

In 2024, approximately ** percent of respondents stated that they have been working in the cleaning/maintenance department within facility management in the United States for four to seven years. This is roughly the same when compared to 2023.

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.

Jones-Hamilton Co. is an employee-owned, U.S.-based chemical manufacturer that has been a trusted supplier to diverse industries since 1951. The company's commitment to responsible stewardship is reflected in its dedication to creating sustainable, high-quality products backed by unparalleled customer service. With over 100 employees with an average tenure of 10 years, Jones-Hamilton's divisions are led by industry experts who are passionate about delivering safe and consistent products.

With a reputation as a dependable supplier, Jones-Hamilton has grown consistently over the years, fueled by its quality, consistency, and accountability. The company's products, including sodium bisulfate and hydrochloric acid, are used in various industries such as animal agriculture, animal nutritional health, chemical grout, cleaning compounds, and more. Through its commitment to sustainability, Jones-Hamilton aims to minimize its environmental impact and promote a safe and healthy work environment for its employees and the communities it serves.

This statistic shows the monthly average change in private sector jobs by presidential tenure, from the month preceding their first full month in office to last month in office in the United States in the post-war era. The monthly average change in jobs was highest when Bill Clinton was U.S. president. An average of 214,000 jobs were created each month of his presidency.

Reductions in job requisitions from clients emerged as the primary challenge for global staffing firms in 2025, with ** percent of surveyed professionals citing it as their main concern. This underscores the increasingly competitive landscape for skilled workers, even as economic uncertainty looms large. The persistent struggle to find qualified candidates highlights a growing mismatch between available talent and industry demands. Economic uncertainty and industry growth While talent scarcity tops the list of challenges, ** percent of respondents pointed to economic uncertainty as a significant hurdle. This concern comes despite the U.S. staffing and recruiting industry's robust growth, with sales reaching approximately *** billion U.S. dollars in 2022, an increase of ** billion from the previous year. The industry's resilience is further evidenced by the success of global leaders like Randstad. The revenue of Randstad was **** billion U.S. dollars in 2023.
Evolving workforce dynamics The staffing industry is adapting to shifting workforce trends, with 16 percent of professionals noting the transition to non-traditional work arrangements as a challenge. This shift is reflected in the average tenure of contract and temporary employees in the United States, which stood at 10 weeks in 2022. Additionally, ** percent of respondents highlighted the need for reskilling workers, indicating a growing emphasis on workforce development to meet changing market demands. The staffing industry revenue worldwide may be a reflection of this, as its turnover decreased between 2022 and 2023. As the industry navigates these challenges, it continues to play a crucial role in bridging the gap between employers and job seekers in an increasingly dynamic labor market.