Graph and download economic data for Quits: Total Nonfarm (JTSQUR) from Dec 2000 to Aug 2025 about quits, nonfarm, and USA.

Based on a survey data collected in February of 2022, low pay was the number one major reason for quitting a job in 2021. Lack of advancement opportunities and feeling disrespected at work were also highly cited as reasons for quitting. Additionally, challenges related to childcare were commonly indicated.

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.

A curated dataset of the most current U.S. employee turnover statistics for 2024–2025, including voluntary and total turnover rates, monthly quit rates, sector-level comparisons, job-level differences, reasons for leaving, preventability, and cost impacts. Compiled by HIGH5 from sources including Mercer, the U.S. Bureau of Labor Statistics (JOLTS), Gallup, Work Institute, and others.

Graph and download economic data for Quits: Leisure and Hospitality (JTS7000QUL) from Dec 2000 to Aug 2025 about quits, leisure, hospitality, and USA.

Graph and download economic data for Quits: Total Private (JTS1000QUR) from Dec 2000 to Aug 2025 about quits, private, and USA.

Introduction

Social Media Recruitment Statistics: Social media recruitment has begun as a widespread practice among leading recruiters. The flow of technological advancements and the advent of new social media platforms have transformed social media from a smooth activity into a strategic method for attracting high-quality talent in a severely competitive hiring landscape.

The competitive nature of the hiring process is significantly driven by unprecedented levels of employee resignations. Commonly referred to as "The Great Resignation," this phenomenon has resulted in a substantial departure from the job market since early 2021. The trend of resignations reached its peak in March 2022, when approximately 4.5 million workers left their positions within a single month.

This situation is precisely what has made recruitment increasingly competitive. The developing work priorities of employees have imposed additional challenges on recruiters, who must identify candidates that align with their existing workplace culture, as not all applicants meet this standard.

Approximately 2.3 percent of people employed in the United Kingdom moved from one job to another in the second quarter of 2025, compared with 2.2 percent in the previous quarter.

United States JOLTS: Separations Rates: Quits: NF: PR: Mfg: Durable good data was reported at 1.400 % in May 2018. This records a decrease from the previous number of 1.600 % for Apr 2018. United States JOLTS: Separations Rates: Quits: NF: PR: Mfg: Durable good data is updated monthly, averaging 1.000 % from Dec 2000 (Median) to May 2018, with 210 observations. The data reached an all-time high of 1.900 % in Jul 2017 and a record low of 0.300 % in Dec 2009. United States JOLTS: Separations Rates: Quits: NF: PR: Mfg: Durable good data remains active status in CEIC and is reported by Bureau of Labor Statistics. The data is categorized under Global Database’s USA – Table US.G054: Job Openings and Labor Turnover Survey: Separation Rate.

Overall and voluntary turnover data for State of Oklahoma classified employees beginning in fiscal year 2007.

Maintain the state employee turnover rate at or below the annual regional average of surrounding states every year through 2019.

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.

Short-term business statistics (STS) give information on a wide range of economic activities. All STS data are index data. Additionally, annual absolute values are released for building permits indicators. Percentage changes are also available for each indicator: Infra-annual percentage changes - changes between two consecutive months or quarters - are calculated on the basis of non-adjusted data (prices) or calendar and seasonally adjusted data (volume and value indicators) and year-on-year changes - comparing a period to the same period one year ago - are calculated on the basis of non-adjusted data (prices and employment) or calendar adjusted data (volume and value indicators).

The index data are generally presented in the following forms:

• unadjusted
• calendar adjusted
• calendar and seasonally adjusted.

Depending on the EBS Regulation data are accessible as monthly, quarterly and annual data.

The STS indicators are listed below in five different sectors, reflecting the dissemination of these data in Eurostat’s online database “Eurobase”.

Based on the national data, Eurostat compiles short-term indicators for the EU and euro area. Among these, a list of indicators, called Principal European Economic Indicators (PEEIs) has been identified by key users as being of primary importance for the conduct of monetary and economic policy of the euro area. The PEEIs contributed by STS are marked with * in the text below.

The euro indicators are released through Eurostat's website.

INDUSTRY

• production (volume)*
• turnover: Total, Domestic market and Non-domestic market. A further breakdown of the non-domestic turnover into euro area and non-euro area is available for the euro area countries.
• producer prices (output prices)*: Total, Domestic market and Non-domestic market. A further breakdown of the non-domestic producer prices into euro area and non-euro area is available for the euro area countries.
• import prices*: Total, euro area market, Non euro area market (euro area countries only)
• labour input indicators: Number of employees and self-employed persons, Hours worked by employees, Gross wages and salaries

CONSTRUCTION

• production (volume)*
• building permits indicators*: number of dwellings, square meters of useful floor
• producer (output) prices in construction (if not available, they can be approximated by the construction costs variable)
• labour input indicators: number of employees and self-employed persons, hours worked by employees, gross wages and salaries

TRADE

• volume of sales (deflated turnover)*
• turnover (value)
• labour input indicators: number of employees and self-employed persons, hours worked by employees, gross wages and salaries

SERVICES

• production (volume)*
• turnover (in value)
• labour input indicators: number of employees and self-employed persons, hours worked by employees, gross wages and salaries
• producer prices (output prices)*

MARKET ECONOMY

• total market production (volume)
• registrations
• bankruptcies

National reference metadata of the reporting countries are available in the Annexes to this metadata file.

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.

This dataset contains resources that present State of Oklahoma workforce data through the current fiscal year. The data can be used for workforce planning purposes.

JOLTS: Separation Rates: LD: sa: NF: PR: EH: Health & Social Assis data was reported at 0.600 % in Nov 2018. This stayed constant from the previous number of 0.600 % for Oct 2018. JOLTS: Separation Rates: LD: sa: NF: PR: EH: Health & Social Assis data is updated monthly, averaging 0.700 % from Jan 2008 (Median) to Nov 2018, with 131 observations. The data reached an all-time high of 1.100 % in Jul 2010 and a record low of 0.500 % in Aug 2018. JOLTS: Separation Rates: LD: sa: NF: PR: EH: Health & Social Assis data remains active status in CEIC and is reported by Bureau of Labor Statistics. The data is categorized under Global Database’s United States – Table US.G054: Job Openings and Labor Turnover Survey: Separation Rate.

GSA, the nation's largest public real estate organization, provides workspace for over one million federal workers. These employees, along with government property, are housed in space owned by the federal government and in leased properties including buildings, land, antenna sites, etc. across the country.

Turnover data by fiscal year for the City of Tempe compared to the seven market cities, which include Chandler, Gilbert, Glendale, Mesa, Phoenix, Peoria, and Scottsdale. There are two totals, one with and one without retirees.Please note that the Valley Benchmark Cities’ annual average is unavailable for FY 2020/2021 due to a gap in data collection during that year. Please note that corrections were made to the data, including historic data, due to additional review and research on the data on 10/2/2024.This page provides data for the Employee Turnover performance measure.The performance measure dashboard is available at 5.07 Employee Turnover.Data DictionaryAdditional InformationSource: Department ReportsContact: Lawrence La VictoireContact E-Mail: lawrence_lavictoire@tempe.govData Source Type: ExcelPreparation Method: Extracted from PeopleSoft, and requested data from other cities is entered manually into a spreadsheet, and calculations are conducted to determine the percent of turnover per fiscal yearPublish Frequency: AnnuallyPublish Method: Manual

By the last business day of June 2025, there were about **** job separations in the trade, transportation, and utilities industry in the United States. Separations include voluntary quits, involuntary layoffs and discharges, as well as other separations such as retirements. Separations are also referred to as turnover.

JOLTS: Separations: LD: NF: Montana data was reported at 9.000 Unit th in Feb 2025. This stayed constant from the previous number of 9.000 Unit th for Jan 2025. JOLTS: Separations: LD: NF: Montana data is updated monthly, averaging 8.000 Unit th from Dec 2000 (Median) to Feb 2025, with 291 observations. The data reached an all-time high of 41.000 Unit th in Mar 2020 and a record low of 3.000 Unit th in Mar 2022. JOLTS: Separations: LD: NF: Montana data remains active status in CEIC and is reported by U.S. Bureau of Labor Statistics. The data is categorized under Global Database’s United States – Table US.G139: Job Openings and Labor Turnover Survey: Separation: by State.