Work statistics
Employee Turnover Statistics 2026
This page collects current figures on employee turnover: quit, layoff and total separation rates, turnover by industry and job level, how long people stay with one employer, what it costs to replace someone and why people leave. Most data cover the US in 2025 and 2026, with comparison figures from Australia, the UK and the EU. Each number links to the statistical agency, survey firm or research group that produced it.
By the Mojolin research desk · Updated November 6, 2026 · Next review by December 21, 2026
- Figures
- 55
- Primary sources
- 17
- Official or research
- 47%
- Charts
- 4
Key takeaways
- 3.4 millionAbout 3.4 million US workers quit their jobs in September 2026, a quits rate of 2.1% of employment.U.S. Bureau of Labor Statistics
- 38.0 millionUS workers quit 38.0 million times in 2025, 1.3 million fewer than in 2024, and quits made up 60.6% of all job separations.U.S. Bureau of Labor Statistics
- 13.0%The average US voluntary turnover rate was 13.0% for 2024 to 2025 in Mercer's survey of US organizations, excluding retirees, volunteers and contractors.Mercer
- 4.1 yearsThe median US wage and salary worker had been with their current employer for 4.1 years in January 2026, up from 3.9 years in January 2024.U.S. Bureau of Labor Statistics
- one-half to two timesGallup estimates that replacing an individual employee costs from one-half to two times that employee's annual salary.Gallup
- 33%Work Institute conservatively puts the cost of turnover at 33% of an employee's base pay.Work Institute
- 63%Work Institute classed 63% of all employee exits in 2024 as preventable, driven by career stagnation, work-life balance and management failures.Work Institute
- 53%53% of US employees were open to leaving their organization as of August 2026, according to Gallup.Gallup
Research overview
What the numbers say
US turnover has settled into a slower rhythm. The Bureau of Labor Statistics counted 3.4 million quits and 5.3 million total separations in September 2026, a quits rate of 2.1%, almost exactly the 2025 average of 2.0%. Workers quit 38.0 million times in 2025, down from 50.5 million in 2022, and quits still made up 60.6% of all separations. Layoffs stayed near 1.0% of employment, so most turnover remains voluntary.
Employer surveys translate this into annual rates. Mercer's 2025 survey put average US voluntary turnover at 13.0%, down from 17.3% two years earlier, and SHRM's median was 12%. Industry and seniority drive most of the variation: Mercer measured 26.7% in retail and wholesale against 8.2% in insurance, and 5.2% for executives against 12.5% for blue-collar staff. BLS data show accommodation and food services quitting at 4.2% a month in 2025, more than three times the finance and insurance rate. Slower turnover has pushed median tenure up to 4.1 years in January 2026.
Replacing someone is costly however it is measured. Work Institute uses a conservative 33% of base pay, or $16,500 for a $50,000 employee, while Gallup's estimate runs from one-half to two times salary and adds up to about $1 trillion a year for US businesses. First-year exits account for about 40% of turnover, which makes onboarding one of the cheapest places to cut it.
Most exits are not about pay alone. Gallup finds pay and benefits is named in only 16% of exits, while engagement, culture and wellbeing explain 68%. Work Institute rates 63% of exits as preventable, led by career development (18.9%) and management (9.7%). Intent to leave is high, with 53% of US employees open to leaving in August 2026, but 72% think it is a bad time to find a quality job, which keeps actual quits low for now.
01
US quits, layoffs and total separations
Chart
US quits per year, 2021 to 2025 (thousands)
Sum of monthly quits, total nonfarm, not seasonally adjusted, in thousands (JOLTS table 21).
Source U.S. Bureau of Labor Statistics, Job Openings and Labor Turnover Summary, January 2026 (with 2025 annual estimates)
View data table
| Category | Value |
|---|---|
| 2021 | 47,558 |
| 2022 | 50,503 |
| 2023 | 44,205 |
| 2024 | 39,285 |
| 2025 | 38,029 |
- 13.4 million3.4 million
About 3.4 million US workers quit their jobs in September 2026, a quits rate of 2.1% of employment.
OfficialU.S. Bureau of Labor StatisticsJob Openings and Labor Turnover Summary, September 2026Nov 2026
- 25.3 million5.3 million
Total US separations, which combine quits, layoffs and other exits such as retirement, were 5.3 million in September 2026, a rate of 3.3%.
OfficialU.S. Bureau of Labor StatisticsJob Openings and Labor Turnover Summary, September 2026Nov 2026
- 31.0%1.0%
US layoffs and discharges held at 1.6 million in September 2026, or 1.0% of employment.
OfficialU.S. Bureau of Labor StatisticsJob Openings and Labor Turnover Summary, September 2026Nov 2026
- 4375,000375,000
US quits in September 2026 were 375,000 higher than a year earlier.
OfficialU.S. Bureau of Labor StatisticsJob Openings and Labor Turnover Summary, September 2026Nov 2026
- 538.0 million38.0 million
US workers quit 38.0 million times in 2025, 1.3 million fewer than in 2024, and quits made up 60.6% of all job separations.
OfficialU.S. Bureau of Labor StatisticsJob Openings and Labor Turnover Summary, January 2026 (with 2025 annual estimates)Mar 2026
- 62.0%2.0%
The average monthly US quits rate in 2025 was 2.0%, against 1.1% for layoffs and discharges and 0.2% for other separations.
OfficialU.S. Bureau of Labor StatisticsJob Openings and Labor Turnover Summary, January 2026 (with 2025 annual estimates)Mar 2026
- 74.8%4.8%
US hiring measured on LinkedIn was 4.8% lower in May 2026 than in May 2025.
IndustryLinkedInLinkedIn Workforce Report, June 2026Jun 2026
- 822%22%
LinkedIn's US hiring rate in mid-2026 was still nearly 22% below its February 2020 level, which limits how often workers can change employers.
IndustryLinkedInLinkedIn Workforce Report, June 2026Jun 2026
What these figures suggest
About 5.3 million US workers left a job in September 2026, and roughly two in three of those exits were quits rather than layoffs. The quits rate of 2.1% is close to its 2025 average of 2.0% and well below the 2021 to 2022 peak, which is why many employers feel turnover has cooled. Layoffs stayed near 1.0% of employment. LinkedIn's hiring data point the same way: fewer openings filled means fewer chances to switch, so many workers who would like to leave are staying put for now.
02
Job mobility and redundancy outside the US
- 97.2%7.2%
About 1.0 million Australians changed employer or business in the year to February 2026, a job mobility rate of 7.2%, down from 7.7% a year earlier.
OfficialAustralian Bureau of StatisticsJob mobility, February 2026Jul 2026
- 1012.0%12.0%
Australian workers aged 15 to 24 had a job mobility rate of 12.0% in the year to February 2026, against 4.6% for those aged 45 to 64.
OfficialAustralian Bureau of StatisticsJob mobility, February 2026Jul 2026
- 1125%25%
In Australia, 25% of people who left or lost a job in the year to February 2026 left to get a better job or simply wanted a change, down from 33% in the year to February 2023.
OfficialAustralian Bureau of StatisticsJob mobility, February 2026Jul 2026
- 123.8 per 1,0003.8 per 1,000
The UK redundancy rate rose to 3.8 per 1,000 employees in June to August 2026, while the yearly level stayed largely unchanged.
OfficialOffice for National StatisticsEmployment in the UK: October 2026Oct 2026
- 13113 thousand113 thousand
About 113,000 people in the UK reported being made redundant in the three months to August 2026.
OfficialOffice for National StatisticsEmployment in the UK: October 2026Oct 2026
- 141.2%1.2%
Across the EU, 2.5 million people, or 1.2% of those employed at the end of 2024, were unemployed one quarter later in early 2025.
OfficialEurostatLabour market flows in Q1 2025Jun 2025
What these figures suggest
Other national statistics offices measure turnover differently, so their numbers do not line up exactly with JOLTS. Australia counts the share of workers who changed employer over a year, the UK counts people made redundant in the last three months, and Eurostat tracks quarterly flows out of work. All three show modest movement in 2025 and 2026: Australian job mobility fell to 7.2%, UK redundancies stayed below four per 1,000 employees, and young workers moved far more often than older ones.
03
Turnover rates by industry and job level
Chart
Average monthly quits rate by US industry, 2025
Annual average of monthly quits as a percent of employment, not seasonally adjusted (JOLTS table 22).
Source U.S. Bureau of Labor Statistics, Job Openings and Labor Turnover Summary, January 2026 (with 2025 annual estimates)
View data table
| Category | Value |
|---|---|
| Accommodation and food services | 4.2% |
| Retail trade | 2.6% |
| Professional and business services | 2.3% |
| Health care and social assistance | 2% |
| Construction | 1.8% |
| Manufacturing | 1.4% |
| Information | 1.3% |
| Finance and insurance | 1.3% |
| Government | 0.8% |
Chart
US turnover rate by job level, 2025
Mercer 2025 US Turnover Survey, participating US organizations, turnover by job level.
Source Mercer, Results of the 2025 US Turnover Surveys
View data table
| Category | Value |
|---|---|
| Executives | 5.2% |
| Management | 6.3% |
| Sales professionals | 7.3% |
| Non-sales professionals | 9.1% |
| White collar professionals | 9.9% |
| Para-professional and blue collar | 12.5% |
- 1513.0%13.0%
The average US voluntary turnover rate was 13.0% for 2024 to 2025 in Mercer's survey of US organizations, excluding retirees, volunteers and contractors.
IndustryMercerResults of the 2025 US Turnover SurveysAug 2025
- 1617.3%17.3%
Mercer's voluntary turnover average has fallen from 17.3% in its 2023 survey to 13.5% in 2024 and 13.0% in 2025.
IndustryMercerResults of the 2025 US Turnover SurveysAug 2025
- 1726.7%26.7%
US retail and wholesale employers had the highest turnover in Mercer's 2025 survey, at 26.7%.
IndustryMercerResults of the 2025 US Turnover SurveysAug 2025
- 188.2%8.2%
US insurance and reinsurance employers had the lowest turnover in Mercer's 2025 survey, at 8.2%.
IndustryMercerResults of the 2025 US Turnover SurveysAug 2025
- 1940.3%40.3%
40.3% of US employers in Mercer's 2025 survey reported difficulty hiring or retaining employees for certain roles.
IndustryMercerResults of the 2025 US Turnover SurveysAug 2025
- 2012%12%
The median voluntary turnover rate among organizations in SHRM's 2025 benchmarking data was 12%, the same as in 2022.
IndustrySHRM2025 CHRO Benchmarking data brief2025
- 219%9%
SHRM's 2025 median voluntary turnover rate of 12% is above the pre-pandemic median of 9%.
IndustrySHRM2025 CHRO Benchmarking data brief2025
- 2212.5%12.5%
Health care and social assistance accounted for the largest share of Australians who changed jobs in the year to February 2026, at 12.5%.
OfficialAustralian Bureau of StatisticsJob mobility, February 2026Jul 2026
What these figures suggest
Employer surveys report annual turnover rates of about 12% to 13% for voluntary exits, far below the raw JOLTS totals because they exclude retirements, temporary staff and many hourly roles. The spread across industries is wide: Mercer finds retail and wholesale turnover more than three times the insurance rate, and BLS shows the same ordering, with accommodation and food services quitting at more than three times the rate of finance. Seniority matters as much as industry, since executives leave at well under half the rate of blue-collar staff.
04
How long employees stay: median tenure
Chart
Median years with current employer by age, US, January 2026
Employed wage and salary workers, Current Population Survey supplement, January 2026, median years.
Source U.S. Bureau of Labor Statistics, Employee Tenure, Table 1: Median years of tenure with current employer by age and sex
View data table
| Category | Value |
|---|---|
| 16 to 17 | 0.7 |
| 18 to 19 | 0.8 |
| 20 to 24 | 1.5 |
| 25 to 34 | 3 |
| 35 to 44 | 4.7 |
| 45 to 54 | 7 |
| 55 to 64 | 9.6 |
| 65 and over | 9.9 |
- 234.1 years4.1 years
The median US wage and salary worker had been with their current employer for 4.1 years in January 2026, up from 3.9 years in January 2024.
OfficialU.S. Bureau of Labor StatisticsEmployee Tenure Summary, January 2026Sep 2026
- 2420.6%20.6%
20.6% of US wage and salary workers had been with their employer for a year or less in January 2026, down from 22.2% in 2024.
OfficialU.S. Bureau of Labor StatisticsEmployee Tenure Summary, January 2026Sep 2026
- 2531.1%31.1%
Among US men aged 25 and over, 31.1% had at least 10 years with their current employer in January 2026, compared with 29.0% of women.
OfficialU.S. Bureau of Labor StatisticsEmployee Tenure Summary, January 2026Sep 2026
- 265.6 years5.6 years
US public sector workers had a median tenure of 5.6 years in January 2026, against 3.9 years in the private sector.
OfficialU.S. Bureau of Labor StatisticsEmployee Tenure Summary, January 2026Sep 2026
- 272.4 years2.4 years
US leisure and hospitality workers had the shortest median tenure of any major industry in January 2026, at 2.4 years.
OfficialU.S. Bureau of Labor StatisticsEmployee Tenure Summary, January 2026Sep 2026
- 2874.1%74.1%
74.1% of US workers aged 16 to 19 had been with their employer for 12 months or less in January 2026, compared with 9.2% of those aged 55 to 64.
OfficialU.S. Bureau of Labor StatisticsEmployee Tenure Summary, January 2026Sep 2026
- 2916%16%
About 16% of employed Australians had been in their current job for less than a year in February 2026.
OfficialAustralian Bureau of StatisticsJob mobility, February 2026Jul 2026
- 3010%10%
About 10% of employed Australians had been in their current job for 20 years or more in February 2026.
OfficialAustralian Bureau of StatisticsJob mobility, February 2026Jul 2026
What these figures suggest
Median tenure is the flip side of turnover. In January 2026 the typical US wage and salary worker had been with their employer for 4.1 years, up from 3.9 years in 2024, consistent with fewer people quitting. Tenure rises steeply with age, so industries and occupations with younger workforces, such as leisure and hospitality, show short tenure partly for demographic reasons. Australia shows a similar shape, with 16% of workers in their job for under a year and one in ten for 20 years or more.
05
Cost of replacing an employee
- 31one-half to two timesone-half to two times
Gallup estimates that replacing an individual employee costs from one-half to two times that employee's annual salary.
IndustryGallupThis Fixable Problem Costs U.S. Businesses $1 TrillionMar 2019
- 32$2.6 million$2.6 million
Gallup estimates a 100-person organization paying an average salary of $50,000 could face turnover and replacement costs of about $660,000 to $2.6 million a year.
IndustryGallupThis Fixable Problem Costs U.S. Businesses $1 TrillionMar 2019
- 33$1 trillion$1 trillion
Gallup estimates that voluntary turnover costs US businesses about $1 trillion a year.
IndustryGallupIndicator: Employee Retention and Attraction2026
- 3433%33%
Work Institute conservatively puts the cost of turnover at 33% of an employee's base pay.
IndustryWork Institute2025 Retention Report: Employee Retention Truths in Today's Workplace2025
- 35$16,500$16,500
By Work Institute's estimate, replacing an employee who earns $50,000 a year could cost $16,500 or more in 2025.
IndustryWork Institute2025 Retention Report: Employee Retention Truths in Today's Workplace2025
- 3640%40%
About 40% of all employee turnover happens within the first year of employment, according to Work Institute's exit interview data.
IndustryWork Institute2025 Retention Report: Employee Retention Truths in Today's Workplace2025
- 3739 calendar days39 calendar days
A nonexecutive vacancy took a median of 39 calendar days to fill in SHRM's 2026 benchmarking data, time during which the work is uncovered or shared out.
IndustrySHRM2026 Recruiting Executives Benchmarking: Attracting Critical Talent2026
What these figures suggest
Estimates of replacement cost vary because they count different things: recruiting fees, time to fill, training, lost output and the manager time a vacancy absorbs. Work Institute uses a conservative 33% of base pay, while Gallup's range of one-half to two times salary includes lost productivity and rises with seniority. Early exits are expensive because the employer pays to hire and train without getting a full return, and Work Institute finds about 40% of turnover happens in the first year. Gallup's 2019 cost figures are older and should be read as an order of magnitude.
06
Why employees leave
- 3863%63%
Work Institute classed 63% of all employee exits in 2024 as preventable, driven by career stagnation, work-life balance and management failures.
IndustryWork Institute2025 Retention Report: Employee Retention Truths in Today's Workplace2025
- 3918.9%18.9%
Career issues were the leading reason for leaving in Work Institute's 2024 exit interviews, at 18.9% of turnover, up from 17.7% in 2023.
IndustryWork Institute2025 Retention Report: Employee Retention Truths in Today's Workplace2025
- 409.7%9.7%
Management issues were directly behind 9.7% of employee turnover in 2024, according to Work Institute.
IndustryWork Institute2025 Retention Report: Employee Retention Truths in Today's Workplace2025
- 4113%13%
13% of employee departures in 2024 were attributed to health and family challenges, including caregiving, in Work Institute's data.
IndustryWork Institute2025 Retention Report: Employee Retention Truths in Today's Workplace2025
- 4216%16%
Pay and benefits was the most common single reason US employees gave for leaving a job in 2024, yet Gallup found it cited only 16% of the time.
IndustryGallupIndicator: Employee Retention and Attraction2026
- 4368%68%
Grouped into themes, engagement and culture (37%) and wellbeing and work-life balance (31%) explained 68% of US employee exits in Gallup's 2024 data.
IndustryGallupIndicator: Employee Retention and Attraction2026
- 4451%51%
51% of employees who quit told Gallup that in the three months before leaving, no manager or leader had talked with them about their job satisfaction or future.
IndustryGallupThis Fixable Problem Costs U.S. Businesses $1 TrillionMar 2019
- 4563%63%
In Pew's 2022 survey of US adults who quit a job in 2021, 63% cited low pay and 63% cited no opportunities for advancement as reasons.
ResearchPew Research CenterMajority of workers who quit a job in 2021 cite low pay, no opportunities for advancement, feeling disrespectedMar 2022
- 4648%48%
Among US workers with a child under 18 who quit a job in 2021, 48% said child care issues were a reason, per Pew.
ResearchPew Research CenterMajority of workers who quit a job in 2021 cite low pay, no opportunities for advancement, feeling disrespectedMar 2022
- 4710.4 times10.4 times
MIT Sloan Management Review's 2022 analysis found a toxic corporate culture was 10.4 times more powerful than compensation in predicting a company's attrition rate.
ResearchMIT Sloan Management ReviewToxic Culture Is Driving the Great ResignationJan 2022
- 482.5 times2.5 times
The same MIT Sloan analysis found lateral job opportunities were 2.5 times more predictive of retention than compensation.
ResearchMIT Sloan Management ReviewToxic Culture Is Driving the Great ResignationJan 2022
- 49three timesthree times
In MIT Sloan's 2021 attrition data, apparel retailers lost employees at three times the rate of airlines, medical device makers and health insurers.
ResearchMIT Sloan Management ReviewToxic Culture Is Driving the Great ResignationJan 2022
What these figures suggest
Exit data from Work Institute, Gallup and Pew agree that pay matters but rarely tells the whole story. Pay and benefits is the single most common reason Gallup records, yet it accounts for only 16% of exits, while engagement, culture and wellbeing together explain about two thirds. Work Institute classes 63% of 2024 exits as preventable, led by career development and management issues. MIT Sloan's 2022 analysis of employee reviews found toxic culture a far stronger predictor of attrition than pay. The Pew and MIT figures describe the 2021 to 2022 quit wave and are included as older reference points.
07
Who is thinking about leaving
- 5053%53%
53% of US employees were open to leaving their organization as of August 2026, according to Gallup.
IndustryGallupIndicator: Employee Retention and Attraction2026
- 5111%11%
In Q4 2025, 11% of US employees were actively looking for a new job and another 40% were watching for opportunities, per Gallup.
IndustryGallupWorker Thriving Declines as Job Market Pessimism Grows2026
- 5269%69%
Among US workers looking for something better, 69% named pay or benefits as a top reason for looking in Gallup's 2025 data.
IndustryGallupWorker Thriving Declines as Job Market Pessimism Grows2026
- 5372%72%
72% of US employees called Q4 2025 a bad time to find a quality job, which helps explain why quits stay low.
IndustryGallupWorker Thriving Declines as Job Market Pessimism Grows2026
- 5424.9%24.9%
24.9% of respondents to the New York Fed's July 2026 labor market survey had searched for a job in the past four weeks, up from 22.5% in March 2026.
IndustryFederal Reserve Bank of New YorkSCE Labor Market Survey, July 2026Aug 2026
- 5518.0%18.0%
US respondents put their average chance of receiving at least one job offer in the next four months at 18.0% in July 2026, the lowest since March 2021.
IndustryFederal Reserve Bank of New YorkSCE Labor Market Survey, July 2026Aug 2026
What these figures suggest
Intent to leave is much higher than actual quits. About half of US employees told Gallup they were watching for or actively seeking a new job in late 2025 and 2026, yet the monthly quits rate stayed near 2%. The gap is explained by confidence: most workers think it is a bad time to find a good job, and New York Fed respondents rated their odds of getting an offer at the lowest level since 2021. If hiring picks up, some of this pent-up intent could turn into quits quickly.
About these figures
Figures come from national statistical offices (BLS, ONS, ABS, Eurostat), the New York Fed and the original reports of Gallup, SHRM, Mercer, Work Institute, LinkedIn, Pew Research Center and MIT Sloan Management Review, and every quote was checked against the publisher's page. JOLTS rates are monthly shares of employment, while Mercer and SHRM report annual voluntary turnover among surveyed employers, so the two kinds of rates cannot be compared directly. Replacement cost estimates use different methods and include different costs. Work Institute reasons come from exit interviews with its clients' former employees and are not a national sample. Gallup's cost figures from 2019 and the Pew and MIT Sloan figures on the 2021 quit wave are older and included as reference points. UK, Australian and EU figures use national definitions that differ from US measures.
Every figure was taken from the publisher's own page, together with the sentence it appears in, and that sentence is re-checked against the source before each update. Where a survey covers a specific group, the figure says so. Read the methodology. Spotted a problem? Email editorial@mojolin.com.
Frequently asked questions
+What is the average employee turnover rate?
US employers surveyed by Mercer averaged 13.0% voluntary turnover for 2024 to 2025, and SHRM's 2025 median was 12%. In monthly terms, the Bureau of Labor Statistics measured a quits rate of 2.1% and a total separations rate of 3.3% in September 2026.
+Which industries have the highest turnover?
Retail, wholesale, accommodation and food services have the highest turnover. Mercer measured 26.7% annual turnover in retail and wholesale in 2025, and BLS data show accommodation and food services workers quitting at 4.2% a month on average in 2025, against 1.3% in finance and insurance.
+How much does it cost to replace an employee?
Work Institute puts the cost at a conservative 33% of base pay, or about $16,500 for someone earning $50,000. Gallup estimates one-half to two times annual salary depending on the role, and about $1 trillion a year across US businesses.
+How long do employees stay at one job?
The median US wage and salary worker had been with their current employer for 4.1 years in January 2026, according to BLS. Tenure ranges from 2.4 years in leisure and hospitality to 5.6 years in the public sector, and 20.6% of workers had been in their job a year or less.
+Why do employees quit?
Gallup finds pay and benefits is the most common single reason but accounts for only 16% of exits, while engagement, culture, wellbeing and work-life balance together explain 68%. Work Institute's 2024 exit interviews put career development first at 18.9%, and it rates 63% of exits as preventable.
Sources
17 primary sources, by publisher
- 01Official Australian Bureau of Statistics. Job mobility, February 2026 (Jul 2026)
- 02Official Eurostat. Labour market flows in Q1 2025 (Jun 2025)
- 03Industry Federal Reserve Bank of New York. SCE Labor Market Survey, July 2026 (Aug 2026)
- 04Industry Gallup. Indicator: Employee Retention and Attraction (2026)
- 05Industry Gallup. This Fixable Problem Costs U.S. Businesses $1 Trillion (Mar 2019)
- 06Industry Gallup. Worker Thriving Declines as Job Market Pessimism Grows (2026)
- 07Industry LinkedIn. LinkedIn Workforce Report, June 2026 (Jun 2026)
- 08Industry Mercer. Results of the 2025 US Turnover Surveys (Aug 2025)
- 09Research MIT Sloan Management Review. Toxic Culture Is Driving the Great Resignation (Jan 2022)
- 10Official Office for National Statistics. Employment in the UK: October 2026 (Oct 2026)
- 11Research Pew Research Center. Majority of workers who quit a job in 2021 cite low pay, no opportunities for advancement, feeling disrespected (Mar 2022)
- 12Industry SHRM. 2025 CHRO Benchmarking data brief (2025)
- 13Industry SHRM. 2026 Recruiting Executives Benchmarking: Attracting Critical Talent (2026)
- 14Official U.S. Bureau of Labor Statistics. Employee Tenure Summary, January 2026 (Sep 2026)
- 15Official U.S. Bureau of Labor Statistics. Job Openings and Labor Turnover Summary, January 2026 (with 2025 annual estimates) (Mar 2026)
- 16Official U.S. Bureau of Labor Statistics. Job Openings and Labor Turnover Summary, September 2026 (Nov 2026)
- 17Industry Work Institute. 2025 Retention Report: Employee Retention Truths in Today's Workplace (2025)