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.

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.

This statistic depicts the average annual employee turn over rate in the United States in 2016 and 2017, as reported by human resources (HR) professionals. During the 2017 survey, respondents reported an average annual turnover rate of ** percent.

Introduction

Employee Retention Statistics: Employee retention is a critical aspect of organizational success, with businesses increasingly focused on minimizing turnover rates to ensure stability and growth. A significant portion of turnover is considered avoidable, highlighting the potential for strategic retention efforts. The average annual employee turnover rate across industries is estimated at 18%, with sectors like retail and hospitality seeing rates as high as 60%.

Companies that invest in employee engagement and career development see a 25% lower turnover rate, proving that effective retention strategies significantly reduce recruitment costs and boost overall productivity. As the war for talent intensifies, understanding employee retention statistics is crucial for building a loyal and committed workforce.

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

Job Quits Rate in the United States remained unchanged at 2 percent in June. This dataset includes a chart with historical data for the United States Job Quits Rate.

Number of persons in the labour force (employment and unemployment) and unemployment rate, by North American Industry Classification System (NAICS), gender and age group.

Voluntary employee turnover in business service centers in Poland in 2024 was nearly *** percent. The highest turnover was recorded in 2022.

In May 2025, the hiring rate in the United States was at 3.4 percent for total nonfarm industries. The seasonally adjusted total separations rate was at 3.3 percent. The data are seasonally adjusted. The separations figure includes voluntary quits, involuntary layoffs and discharges, and other separations, including retirements. Total separations also refer to as turnover.

In 2023, the turnover rate for temporary and contract staff was *** percent, a decrease of **** percent when compared to the previous year. The turnover rate refers to the percentage of employees in a workforce who leave within a certain time period.

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 Exit Interview Management Software market is experiencing robust growth, driven by the increasing need for organizations to gather actionable insights from departing employees. The market's expansion is fueled by several key factors. Firstly, the rising awareness of the importance of employee feedback in improving retention and organizational effectiveness is a significant driver. Secondly, the increasing adoption of cloud-based solutions simplifies data collection, analysis, and reporting, reducing the administrative burden on HR departments. Thirdly, the growing availability of advanced analytics features within these platforms allows for deeper understanding of attrition trends and their underlying causes, enabling proactive intervention strategies. The market segmentation, with a focus on large enterprises and SMEs utilizing both cloud and web-based solutions, reflects the diverse needs and technological capabilities of various organizations. While the market shows strong potential, certain restraints exist. These include the initial investment costs associated with implementing new software, resistance to change within organizations, and concerns around data security and privacy. However, the benefits of improved employee retention, reduced recruitment costs, and enhanced organizational learning are expected to outweigh these challenges. Given a projected CAGR (assume 15% based on industry average for similar SaaS solutions) and a 2025 market size (assume $500 million based on reasonable estimations for a niche SaaS market), we can anticipate substantial market expansion throughout the forecast period (2025-2033). Key players like Qualtrics, Retensa, and others are constantly innovating, adding features like advanced analytics and integration with HR systems, further propelling market growth. The regional distribution is expected to be heavily concentrated in North America and Europe initially, with Asia-Pacific showing strong growth potential in the later forecast years.

In recent years, the temporary employment sector in Germany has played a crucial role in the integration of refugees and foreign workers. These contributions underline its importance for the German labour market. Since 2023, however, the deteriorating economic situation has put considerable pressure on the industry. The economic slowdown led to a noticeable decline in industrial orders, which also reduced the demand for temporary workers. Between 2020 and 2025, industry turnover fell by an average of 0.5% per year. It is expected to fall by 1.9% to 28.4 billion euros in 2025. Profitability in the temporary staffing industry varies considerably depending on the business model. Companies such as Hays, which place specialised professionals such as engineers and IT experts, achieve higher profit margins as these professionals are in high demand and can achieve high hourly rates. The industry is currently facing the challenge of numerous companies having to cut staff in order to save costs. These job cuts are curbing demand for temporary staff and increasing the need for the industry to fundamentally rethink its business models. Even if the reformed Immigration Act could theoretically open up new prospects by facilitating access to international skilled labour, the actual benefit of these measures remains questionable given the general economic situation. In addition, although investments in digital solutions and process optimisation are urgently needed, they place a financial burden on companies and are associated with considerable uncertainty.The industry will face major challenges in the future, while the general economic outlook remains uncertain. Although the ongoing shortage of skilled labour could potentially offer opportunities, economic conditions are currently not ideal for expansion. An average annual decline in turnover of 0.2% is therefore expected over the next five years, meaning that industry turnover in 2030 is likely to amount to 28.2 billion euros. It is uncertain whether the measures taken to date, such as increased international recruitment and improved qualification programmes, will be sufficient to overcome the structural challenges. However, given these uncertainties, the temporary staffing industry should be able to maintain its position as a key provider of flexible labour solutions in Germany by adapting to new market conditions and developing innovative strategies.

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.

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.

ABSTRACT The issue of the invisibility of women’s work is one of the oldest themes brought by feminism to the social sciences and is referred to as an attempt to reinterpret the concepts of paid/unpaid work. In general, women participate unequally in the labor market. The data show that women, on average, receive lower incomes than men, occupy fewer management positions, have higher turnover rates in the labor market, are concentrated in only a few industrial sectors, and are mainly allocated to the services and informal sectors. At the same time, they are mainly responsible for the care tasks related to the reproduction of life, defined by the sexual division of labor, a social and cultural convention that influences access and opportunities for advancing in work environments. Given this reality, this study estimated the difference in per capita income for women compared to men in Brazil for the years 1991 and 2000-2015. The results show that Brazilian women increased and improved their participation in the labor market, managing to increase their income in the period. However, despite having an average schooling higher than that of men, they still have a per capita income of just over 50% of men’s per capita income. This shows that this inequality goes beyond the possible justification of qualification difference.

In 2017, the food and beverage services industry in the United Kingdom generated the highest revenues of any other European Union country. Food and beverage serving enterprises (including restaurants, bars and event catering companies) produced a provisional turnover of approximately 82.2 billion euros in the UK.

In the second quarter of 2025, approximately 263,000 job resignations took place in the United Kingdom, compared with 220,000 in the previous quarter. The number of resignations in Q2 2022 was the highest number taking place in a single quarter during this provided time period, reaching 446,000. In most years, there is a noticeable trend of resignations peaking in the fourth quarter of the year and being at their lowest in the first quarter. There is also a significant fall in people resigning from their jobs after the 2008 financial crisis and after the COVID-19 pandemic in 2020. The Great Resignation The high number of resignations that took place after COVID-19 hit also occurred in the United States. Throughout 2022, approximately 50 million American workers quit their jobs in a trend dubbed 'The Great Resignation' In both the UK and U.S. the trend corresponded with a very tight labor market. After emerging from the initial COVID-19 lockdowns, UK unemployment declined from 2021 onwards, falling to a low of just 3.6 percent in August 2022. There were also numerous job vacancies, which peaked in May 2024 at 1.3 million, though by the end of 2024, both indicators have returned to more typical levels. Labor market concerns for 2025 One of the main concerns of the UK government regarding the labor market is economic inactivity, in particular the reason for this inactivity, Since the COVID-19 pandemic, the number of people on long-term sick-leave, has increased substantially. At the start of 2020, there were approximately 2.12 million people economically inactive for this reason, with this increasing to almost 2.84 million by the end of 2023, with this declining only slightly to 2.77 million by the end of 2024. It is unclear if there is one overriding factor driving this surge, with possible causes including the prevalence of Long COVID, or the ongoing NHS crisis.

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.