Visier Monthly Resignation Report

Visier’s monthly resignation report provides definitive insight into the labor market behavior that impacts your business. Explore the rates for your industry and identify which populations are driving employee mobility.

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Overall

Industry

Tenure

Age

Gender

Manager

What’s happening here...

Non-management employees and women were more likely to adjust their employment situations during this period, while management positions showed remarkable stability. For example, female employees showed a larger decline in resignation rates than male workers, dropping 0.37 percentage points from 2% to 1.6%.

Looking at management levels, non-managers saw a significant decrease of 0.39 percentage points, declining from 2.2% to 1.8%. Notably, manager resignation rates remained virtually unchanged at 0.4%, suggesting greater stability at leadership levels.

Resignation rates declined significantly across industries in October 2024, with the Retail/Transport sector showing the steepest drop from 2.8% to 2% compared to the year prior.

The Tech sector followed with the second-largest decrease, falling from 1.4% to 0.8%, while Financial services saw the smallest decline. Manufacturing remained relatively stable, with rates decreasing slightly from 0.7% to 0.6%, indicating a broader cooling of the labor market.

The resignation data by age shows the most dramatic declines among younger workers, with those aged 20-25 experiencing the largest drop of 1.04 percentage points, from 3.8% to 2.8%.

Employees with less than one year of tenure at their company showed the steepest decline, dropping 0.60 percentage points from 3.2% to 2.6%. Notably, those with 3-5 years tenure remained virtually unchanged at 0.9%, while long-tenured employees (10+ years) showed minimal changes of just 0.03 percentage points.

Non-management employees and women were more likely to adjust their employment situations during this period, while management positions showed remarkable stability. For example, female employees showed a larger decline in resignation rates than male workers, dropping 0.37 percentage points from 2% to 1.6%.

Looking at management levels, non-managers saw a significant decrease of 0.39 percentage points, declining from 2.2% to 1.8%. Notably, manager resignation rates remained virtually unchanged at 0.4%, suggesting greater stability at leadership levels.

Resignation rates declined significantly across industries in October 2024, with the Retail/Transport sector showing the steepest drop from 2.8% to 2% compared to the year prior.

The Tech sector followed with the second-largest decrease, falling from 1.4% to 0.8%, while Financial services saw the smallest decline. Manufacturing remained relatively stable, with rates decreasing slightly from 0.7% to 0.6%, indicating a broader cooling of the labor market.

The resignation data by age shows the most dramatic declines among younger workers, with those aged 20-25 experiencing the largest drop of 1.04 percentage points, from 3.8% to 2.8%.

Employees with less than one year of tenure at their company showed the steepest decline, dropping 0.60 percentage points from 3.2% to 2.6%. Notably, those with 3-5 years tenure remained virtually unchanged at 0.9%, while long-tenured employees (10+ years) showed minimal changes of just 0.03 percentage points.

Non-management employees and women were more likely to adjust their employment situations during this period, while management positions showed remarkable stability. For example, female employees showed a larger decline in resignation rates than male workers, dropping 0.37 percentage points from 2% to 1.6%.

Looking at management levels, non-managers saw a significant decrease of 0.39 percentage points, declining from 2.2% to 1.8%. Notably, manager resignation rates remained virtually unchanged at 0.4%, suggesting greater stability at leadership levels.

Insights

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About our data

Resignation rates are curated from Visier Community Data. Our database contains 23 million employee records from more than 22,000 companies. The companies included in our analyses represent a wide range of industries, including Healthcare, Technology, Financial Services and Insurance, Energy, and Manufacturing. Weighted averages account for different headcounts per each organization.

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Interpret how resignation rates impact you

What defines resignations?

A resignation is an employee event whereby an individual formally gives up their position in a company, and voluntarily ends their contract with their employer. Typically people resign to move to a different employer or some other form of work, e.g. self-employment. Resignations do not include retirements.

The resignation rate measures the percentage of the working population that chose to leave their current employer during a specific period of time. If the number of total employees = 100, and there is one exit per month, it results in a 1% resignation rate.

Why should you care?

Losing an employee through resignation can be costly for organizations. Lost productivity, time to source, hire, and onboard a replacement, as well as the loss of the departing employees’ institutional knowledge and professional networks lead to substantial direct and indirect costs. The average cost to replace a knowledge worker is 1.5x their annual salary.

In addition, changes in rates of resignation, especially when they are different to the overall market, can provide early indication of performance or other business challenges in a specific geography or department.

How to use resignation rate insights

Monitoring the resignation trends in the overall market provides an important context for the people decisions made by your business. Increasing overall rates lead to an increasing volume of new opportunities, which may cause your own people to resign. Decreasing rates can indicate a level of employee uncertainty or caution which can then show up in the overall results for a specific industry sector.

The most value comes from being able to monitor your own rates relative to the market, and identifying how market changes impact the dynamics within your employee population. Through this strategic approach you can better position your business to proactively retain the people that make you successful.