VISIER RESEARCH
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.
Monthly resignation rate, USA
- Resignation rate
Resignation rate by industry group
- USA, current
- USA, 12 months earlier
Resignation rate by tenure
- USA, current
- USA, 12 months earlier
Resignation rate by age
- USA, current
- USA, 12 months earlier
Resignation rate by gender
- USA, current
- USA, 12 months earlier
Resignation rate by manager status
- USA, current
- USA, 12 months earlier
What’s happening here…
Insight 1 of 3
Resignations are slowly climbing back. October's rate held steady at 1.1%, but it is the highest October rate in three years, up from 0.9% in 2024 and 1% in 2025. The increase is also broad, with every industry above its level a year ago, and Manufacturing is changing the most.
For years the industry with the lowest resignation rate, Manufacturing rose 0.3 percentage points to 1.1%, now close to Retail, Wholesale, Transportation, and Warehousing at 1.2%. High Tech still leads at 1.4%, up 0.2 points, and Financial, Insurance, and Real Estate remains lowest at 0.9%, up 0.1 points from a year earlier.
Two signals stand out this month. First, the first two years on the job are becoming a bigger retention risk. First-year employees resigned at 2.3%, up 0.3 percentage points, and those with 1–2 years of tenure rose 0.2 points to 1.4%, while rates beyond two years eased slightly.
Second, the youngest workers are no longer leading the increase of resignations as it was the case for a long time. Employees aged 20–25 were the only age group with the same rate as last year, while increases in resignations were observed in every group above 25, with the largest among 40–45-year-olds. Resignation pressure is moving toward early tenure and mid-career rather than early career.
Women accounted for most of the rise in resignations. Their rate increased 0.1 percentage points to 1%, while men barely moved at 0.9%, up just 0.02 points. As a result, the gender gap more than doubled from a year ago, after the two groups were almost level in September.
The divide between managers and non-managers, by contrast, is holding steady. Non-managers resigned at 1.3%, three times the 0.4% rate among managers. That is the same ratio as last year, with both groups seeing only small increases.
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.
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.