Canada Ranks Above The Global Average When It Comes To Employee Turnover: LinkedIn

Canada ranks among the top countries in terms of employee turnover, ranking above the global average (12.8 per cent) and the United States (13 per cent) in terms of employee attrition. Among the top reasons for leaving globally? A lack of opportunity to advance (45 per cent), as well as dissatisfaction with senior management (41 per cent) and the work environment/culture (36 per cent).

The latest LinkedIn study, which analyzed data from half-a-billion professionals to provide insights on places, sectors and jobs where attrition is highest, uncovered tech, retail and media as having the most “liquid” workforces — but each for very different reasons.

Global Turnover Rates – By Country 

  1. France – 21.0%
  2. United Kingdom – 17.6%
  3. Australia – 17.5%
  4. Canada – 16.0%
  5. United States – 13.0%
  6. Brazil – 10.9%
  7. India – 8.7%
  8. South Africa – 7.7%


Sectors with Highest Turnover Rates – Canada

  1. Technology – Software – 16.9%
  2. Retail & Consumer Products – 16.5%
  3. Government/Edu/Non-Profit – 15.0%
  4. Media & Entertainment – 13.9%
  5. Telecommunications – 13.2%
  6. Financial Services & Insurance – 13.1%
  7. Technology – Hardware – 13.0%
  8. Professional Services – 12.9%
  9. Oil & Energy – 12.8%
  10. Aero/Auto/Transport – 11.4%

High-demand and rising compensation within the tech industry led technology (software) to take the “top” turnover spot (16.9 per cent), as was the case globally. Retail—a historically high-churn sector—came in a close second with 16.5 per cent, with the rise of e-commerce and the decline of brick-and-mortar storefronts driving attrition rates higher. This was notably followed by government, education and non-profit at 15 per cent, with one of the highest rates globally.

For a deep dive into the results, including the sub-industries with the highest levels of turnover, as well as how companies can prevent turnover and plan around it, you can read the blog here.


Turnover rates are drawn from LinkedIn’s member data in 2017. They calculate turnover by taking the number of professionals who left their company in a given population (e.g., the retail sector, the restaurant industry, or data analysts), then dividing that number by the average amount of people in that given population in 2017. They consider professionals as leaving their jobs if they provide an end-date for their position at a company (excluding internal job changes within the same company).

They’ve also excluded contractors and other non-full-time-employees (e.g., interns, students, etc.), along with any positions that start and end on the same date. The turnover estimates here may be below actual turnover, due to a possible lag between the time someone leaves a company and when they update their LinkedIn profile to reflect that departure.

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