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Canadian Human Resources Benchmarking: Turnover—June 2022 The Conference Board of Canada, June 7, 2022 Website by Lauren Florko

Canadian Human Resources Benchmarking: Turnover—June 2022

The Conference Board of Canada, June 7, 2022
Website by Lauren Florko

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This ongoing series examines the HR practices and metrics of Canadian organizations, specifically around turnover, engagement, diversity and inclusion, absence, and health and safety. Document Highlights In 2021, average voluntary turnover decreased from previous years. However, voluntary turnover rates varied greatly by industry, sector, and region, ranging from 3 to 22 per cent. Select industries—particularly retail and scientific, professional, or technical industries—are experiencing the Great Attrition. In these industries, more than one in six employees changed roles. Unionized employees are leaving organizations at a lower rate than non-unionized employees, suggesting that the benefits of unionization are still attractive to employees amidst greater competition for talent. Involuntary turnover is unprecedentedly low—likely because of labour market tightness brought on by an increasing number of retirements, low levels of immigration, and intense competition for talent. Ten per cent of employees will be eligible to retire in the next three years, with most retirements expected in trades, service, and production roles. As a result, labour markets are predicted to tighten further in the coming years.

This ongoing series examines the HR practices and metrics of Canadian organizations, specifically around turnover, engagement, diversity and inclusion, absence, and health and safety.

Document Highlights

In 2021, average voluntary turnover decreased from previous years. However, voluntary turnover rates varied greatly by industry, sector, and region, ranging from 3 to 22 per cent.
Select industries—particularly retail and scientific, professional, or technical industries—are experiencing the Great Attrition. In these industries, more than one in six employees changed roles.
Unionized employees are leaving organizations at a lower rate than non-unionized employees, suggesting that the benefits of unionization are still attractive to employees amidst greater competition for talent.
Involuntary turnover is unprecedentedly low—likely because of labour market tightness brought on by an increasing number of retirements, low levels of immigration, and intense competition for talent.
Ten per cent of employees will be eligible to retire in the next three years, with most retirements expected in trades, service, and production roles. As a result, labour markets are predicted to tighten further in the coming years.

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