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.

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 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.

Brazil Formal Employment: Turnover Rate: Metropolitan: São Paulo data was reported at 4.390 % in Apr 2019. This records an increase from the previous number of 4.150 % for Mar 2019. Brazil Formal Employment: Turnover Rate: Metropolitan: São Paulo data is updated monthly, averaging 3.630 % from Feb 2003 (Median) to Apr 2019, with 195 observations. The data reached an all-time high of 4.410 % in Mar 2016 and a record low of 2.010 % in Dec 2003. Brazil Formal Employment: Turnover Rate: Metropolitan: São Paulo data remains active status in CEIC and is reported by Ministry of Labor and Social Security. The data is categorized under Brazil Premium Database’s Labour Market – Table BR.GBB093: Formal Employment: Turnover Rate: by Region and State.

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.

The wholesale and retail trade sector in the United Kingdom had a combined turnover of almost *** trillion British pounds at the start of 2025, more than double that of the manufacturing sector, the sector with the second-highest turnover at more than ****billion pounds.

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.

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

A data-driven review of employee retention and turnover in 2024–2025 with benchmarks, industry comparisons, drivers of quits, and actionable retention levers.

By the last business day of August 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.

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.

Annual statistics on the value of turnover from services provided by the UK service economy.

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.

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).

Worker Retention Analytics Platforms Market Outlook

According to our latest research, the global Worker Retention Analytics Platforms market size reached USD 2.14 billion in 2024, with a robust CAGR of 12.7% anticipated through the forecast period. By 2033, the market is projected to attain a value of USD 6.26 billion, driven by escalating investments in workforce analytics, rising attrition rates, and the growing necessity for data-driven HR decisions. The increasing demand for actionable insights into employee engagement and turnover prediction remains a key growth factor propelling the market forward.

The primary growth driver of the Worker Retention Analytics Platforms market is the accelerating adoption of advanced analytics and artificial intelligence within human resource management. Organizations across industries are facing unprecedented challenges in retaining top talent, particularly in the wake of evolving workplace norms, remote work adoption, and a competitive labor market. These platforms enable companies to analyze vast datasets, including employee feedback, performance metrics, and engagement surveys, to identify at-risk employees and proactively address retention issues. Furthermore, the integration of predictive analytics empowers HR teams to develop targeted interventions, optimize workforce planning, and enhance overall employee satisfaction, which collectively contribute to lower turnover rates and improved organizational performance.

Another significant factor fueling market growth is the increasing recognition of the financial impact of employee turnover. The costs associated with recruiting, onboarding, and training new hires, coupled with the loss of institutional knowledge, can be substantial. As a result, businesses are seeking sophisticated solutions that provide real-time insights into employee sentiment, performance trends, and engagement levels. Worker Retention Analytics Platforms offer a comprehensive suite of tools that enable organizations to monitor key retention indicators, benchmark against industry standards, and implement data-driven strategies for talent management. The shift towards evidence-based HR practices is further amplified by regulatory requirements and the growing emphasis on diversity, equity, and inclusion, which necessitate a deeper understanding of workforce dynamics.

The proliferation of cloud-based solutions and the expansion of digital transformation initiatives across enterprises have also contributed to the rising adoption of Worker Retention Analytics Platforms. Cloud deployment offers scalability, flexibility, and cost-effectiveness, making these platforms accessible to organizations of all sizes, including small and medium enterprises (SMEs). The seamless integration with existing HR systems, coupled with enhanced data security and compliance features, has made cloud-based platforms the preferred choice for many businesses. Additionally, the advent of mobile-first analytics and user-friendly dashboards has democratized access to retention insights, empowering managers and leaders at all organizational levels to make informed decisions that positively impact employee retention.

From a regional perspective, North America continues to dominate the Worker Retention Analytics Platforms market, accounting for the largest share in 2024, followed by Europe and Asia Pacific. The mature HR technology landscape, high digital adoption rates, and a strong focus on employee experience in North America have accelerated market growth. Meanwhile, Asia Pacific is witnessing the fastest growth, driven by rapid economic expansion, digitalization, and increasing investments in workforce analytics by enterprises seeking to navigate complex labor markets. Europe remains a key market, supported by stringent labor regulations and a growing emphasis on workplace well-being. Latin America and the Middle East & Africa are also experiencing steady growth, albeit from a smaller base, as organizations in these regions increasingly recognize the value of data-driven retention strategies.

Worker Retention Analytics Platforms Market Outlook

According to our latest research, the Global Worker Retention Analytics Platforms market size was valued at $2.4 billion in 2024 and is projected to reach $8.1 billion by 2033, expanding at a robust CAGR of 14.2% during 2024–2033. The primary factor driving this remarkable growth is the mounting need among organizations to reduce employee turnover and improve workforce stability in an increasingly competitive labor market. As businesses recognize the high costs associated with recruiting and training new employees, the adoption of advanced analytics platforms to proactively identify retention risks and implement targeted engagement strategies has become a strategic imperative across industries worldwide.

Regional Outlook

North America currently commands the largest share of the Worker Retention Analytics Platforms market, accounting for approximately 37% of global revenue in 2024. This dominance can be attributed to the region’s mature enterprise sector, widespread digital transformation initiatives, and early adoption of HR technology. The United States, in particular, boasts a well-established ecosystem of analytics vendors, driven by progressive labor policies and a high demand for sophisticated workforce management solutions. Furthermore, the prevalence of remote and hybrid work models in the region has accelerated the need for real-time employee engagement and retention insights, prompting organizations to invest heavily in analytics platforms that can deliver actionable recommendations and measurable ROI.

Asia Pacific is emerging as the fastest-growing region in the Worker Retention Analytics Platforms market, forecasted to register a remarkable CAGR of 17.8% from 2024 to 2033. Rapid economic development, the expansion of multinational corporations, and increasing awareness of the costs associated with high employee attrition are fueling demand for advanced retention analytics solutions across countries like China, India, Japan, and Australia. Investments in digital infrastructure, coupled with the proliferation of cloud-based HR platforms, are enabling organizations in the region to harness predictive analytics and machine learning for workforce optimization. Additionally, governments in Asia Pacific are introducing labor reforms and skill development initiatives that further incentivize enterprises to prioritize employee retention and engagement through technology.

In emerging economies across Latin America, the Middle East, and Africa, the adoption of Worker Retention Analytics Platforms is steadily gaining traction, although growth is tempered by challenges such as limited digital maturity, budget constraints, and varying regulatory frameworks. Organizations in these regions are increasingly recognizing the value of data-driven retention strategies, especially in sectors facing acute talent shortages or high turnover rates. However, localized demand is often shaped by unique workforce dynamics, cultural factors, and evolving labor laws, necessitating tailored analytics solutions. Policy interventions and foreign investments are expected to play a pivotal role in accelerating the adoption of retention analytics platforms in these emerging markets over the forecast period.

Report Scope

Graph and download economic data for Stock Market Turnover Ratio (Value Traded/Capitalization) for United States (DDEM01USA156NWDB) from 1975 to 2019 about ratio, stock market, and USA.

Employee Retention Platform Market Outlook

According to our latest research, the employee retention platform market size reached USD 9.4 billion in 2024 globally, driven by the increasing need for organizations to reduce turnover and retain top talent. The market is projected to grow at a CAGR of 12.1% from 2025 to 2033, reaching approximately USD 26.2 billion by 2033. This robust growth is propelled by digital transformation initiatives, the rising importance of employee experience, and the increasing adoption of cloud-based HR solutions across diverse industry verticals.

One of the primary growth factors for the employee retention platform market is the escalating cost of employee turnover, which has prompted organizations to invest heavily in solutions that help retain valuable staff. With the labor market becoming increasingly competitive, businesses are recognizing the critical role of employee engagement and satisfaction in driving productivity and reducing attrition. The adoption of employee retention platforms enables companies to proactively identify at-risk employees, implement targeted interventions, and foster a culture of continuous feedback and recognition. This strategic focus on retention not only minimizes recruitment and training costs but also contributes to enhanced organizational performance and long-term business sustainability.

Another significant driver is the rapid advancement in analytics and artificial intelligence technologies, which are being seamlessly integrated into modern employee retention platforms. These innovations empower organizations to leverage predictive analytics, sentiment analysis, and personalized engagement strategies, thereby enhancing the accuracy and effectiveness of retention efforts. Moreover, the growing trend of remote and hybrid work models has amplified the need for digital solutions that facilitate ongoing communication, collaboration, and performance management. As a result, organizations across various sectors are prioritizing investments in comprehensive employee retention platforms to maintain high levels of morale and productivity, regardless of physical location.

Furthermore, regulatory compliance and the increasing focus on diversity, equity, and inclusion (DEI) have emerged as critical considerations influencing the adoption of employee retention platforms. Many regions have introduced stringent labor laws and reporting requirements, compelling organizations to implement robust systems for tracking employee engagement, satisfaction, and performance metrics. Employee retention platforms equipped with advanced analytics and reporting capabilities help businesses ensure compliance while simultaneously supporting their DEI initiatives. This dual benefit is particularly appealing to organizations striving to build inclusive workplaces and maintain a positive employer brand in the eyes of both current and prospective employees.

From a regional perspective, North America continues to dominate the employee retention platform market, accounting for the largest share in 2024, followed closely by Europe and Asia Pacific. The region’s leadership is attributed to the early adoption of digital HR technologies, a highly competitive labor market, and the presence of numerous leading solution providers. Meanwhile, Asia Pacific is witnessing the fastest growth, fueled by rapid digitalization, expanding enterprise sectors, and increasing awareness of the importance of employee engagement and retention. Latin America and the Middle East & Africa are also experiencing steady growth, supported by ongoing economic development and rising investments in HR technology infrastructure.

Component Analysis

The employee retention platform market by component is primarily segmented into software and services. The software segment dominates the market, accounting for a significant majority of the total revenue in 2024. This dominance is attributed to the increasing adoption of advanced HR software solutions that integrate seamlessly with existi