The High Cost of Employee Turnover: Financial Impacts in 2025
The High Cost of Employee Turnover: Financial Impacts in 2025
As organizations gear up for the future, they face an unseen financial challenge: employee turnover. Recent surveys shed light on this pressing issue, revealing significant costs associated with employees leaving companies.
Rising Concerns for Businesses
A survey conducted recently among U.S. hiring managers indicates that nearly 39% anticipate increased turnover this year. This marks an increase from the previous year's figures and suggests a shift in the workplace dynamics that organizations need to address.
Financial Implications of High Turnover
The costs of turnover are staggering. Companies are spending an average of $36,723 annually to manage employee departures, considering expenses related to rehiring and the effects of lost productivity. Alarmingly, for 20% of hiring managers, these expenses soar to $100,000 or more each year.
Larger corporations report an especially heavy financial burden. Organizations with 500 or more employees experience the highest turnover costs. Here’s how turnover costs distribute across various company sizes:
- 34% for companies with 500 or more employees.
- 17% for those employing between 100 to 499 individuals.
- 14% for firms with 50 to 99 employees.
- 3% involving businesses that have 10 to 49 employees.
- 2% for the smallest firms with fewer than 10 employees.
Understanding the Reasons Behind Turnover
As turnover rates rise, understanding why employees are leaving becomes crucial. The survey revealed several reasons driving this trend:
- Attractive pay and benefits offered by other organizations (34%).
- Voluntary resignations by employees (32%).
- Increased demands and pressures in the workplace (29%).
- Retirements (26%).
- More appealing work cultures at other companies (24%).
- Feeling overworked without proper support (24%).
- Competitive job market conditions (23%).
- Employees making career pivots (22%).
- Better advancement and benefits being offered elsewhere (22%).
- Lack of flexible working hours (21%).
- Insufficient remote work options (19%).
The Hiring Landscape Despite Turnover
Despite the potential for increased turnover, hiring remains at the forefront of business priorities for 88% of managers. This aligns with trends from the previous year, where hiring goals were set amidst anticipated shifts in workforce numbers. Among the businesses looking to hire, 45% aim to expand their workforce, whereas 34% are focusing on maintaining their current employee levels.
Interestingly, the need to fill positions left vacant due to employee turnover stands out as a significant motivator for hiring plans, highlighting the cycle of hiring and turnover that many firms experience.
The Path Forward for Companies
Bob Funk, Jr., CEO of Express Employment Professionals, emphasized that employee turnover isn’t simply a matter of staffing but also a serious financial issue. He noted that companies aiming to stay competitive must invest in employee retention strategies. This means fostering environments where employees find long-term value—ranging from appropriate compensation to strong leadership, clear direction, and meaningful contributions to their teams.
About Express Employment Professionals
Express Employment Professionals is dedicated to connecting job seekers and client companies. With a vast network of franchises across various regions, including the U.S., Canada, South Africa, Australia, and New Zealand, the organization employed approximately 427,000 people globally in 2024. Their commitment to staffing solutions aims to foster growth for both individuals and organizations, ensuring everyone thrives in a competitive job market.
Frequently Asked Questions
What is employee turnover?
Employee turnover refers to the rate at which employees leave a company and are replaced by new hires.
How much does turnover cost companies annually?
On average, companies spend around $36,723 annually on turnover, with significant expenses rising to $100,000 for some businesses.
What are common reasons for employee turnover?
Employees often leave for better pay, increased workplace demands, retirement, and improved company cultures elsewhere.
How can companies reduce turnover?
Companies can focus on enhancing employee satisfaction through better compensation, career growth opportunities, and fostering supportive workplace environments.
Is hiring still a priority despite turnover?
Yes, many companies consider hiring a top priority, aiming to fill positions vacated due to turnover while also expanding their workforces.
About The Author
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