Tired of losing your top talent? We understand the frustration and the impact it can have on your team and productivity.
While some turnover is normal, too much may indicate something is amiss at your company. By understanding the latest labour turnover rates (including resignation and tenure rates), you can take proactive steps to create a workplace where people feel valued, motivated, and engaged.
Let’s dive into the data and explore practical solutions to reduce turnover. Because when we spend the majority of our time at our jobs, the workplace matters!
Key Indicators Illustrating Employee Turnover in France
While exploring the employment research in France, we uncovered a few key metrics that illustrate the state of employee turnover in the country:
- France’s voluntary resignation rate in the first quarter of 2022 was 2.7%—not too far from the 3% resignation rate the United States had during the Great Resignation. This translated to over 2.16 million terminated employment contracts over the course of 2022, an all-time high for France.
- There were 566,329 job resignations in the third quarter of 2023—the highest number of quits in a single quarter since 2007.
- In 2021, France reached a new record for amicable terminations at around 454,000, a 6.1% increase from the previous year.
- Roughly 8 out of 10 employees who left a permanent job in the second half of 2021 resumed work within six months.
Recent years have seen particularly high rates of voluntary turnover. It seems this is due to employees’ growing standards for working conditions and work-life balance. Taking steps to bolster your retention strategy has never been more important.
Turnover Rates Across Industries
Keep in mind that labour turnover rates can vary significantly across different industries. For example, sectors like hospitality and retail may have higher turnover rates, while industries like technology or finance may have lower rates.
Variations like these can be influenced by several factors, such as job stability, compensation and benefits, and seasonal fluctuations.
When determining what turnover rate to aim for in your organisation, it’s essential to be informed about typical turnover rates within your industry so you can set achievable goals.
Employee Turnover Rates and the Job Market
It’s worth noting employment rates in France are stable overall, meaning most people who quit their jobs aren’t leaving the job market—they’re seeking new opportunities.
There’s also a link between the number of jobs available and the resignation rate. More jobs mean more opportunities for employees to find better compensation, working conditions, or career fulfilment elsewhere.
The job market has grown competitive. Organisations must do their part in nurturing workplaces that align with their employees’ needs—crucial for establishing a company people genuinely want to work for.
Average Employee Tenure in France
Taking a look at tenure also provides valuable insight, showing how loyal and committed your team is. High tenure means a stable, reliable crew. Low tenure, on the other hand, could signal a lot of turnover and disruptions.
Let’s take a look at tenure in France from a few different perspectives.
Average Tenure Length
The average employee tenure in France was 9.76 years in 2022 and reached 10.8 years in 2024. This could indicate more organisations have been doing their part in elevating work culture and providing competitive offerings to encourage people to stay longer (especially after Europe’s Great Turnover).
Gender Differences in Tenure
There is just a slight difference in employee tenure between men and women in France. In 2022, tenure for men averaged 9.8 years, while women had an average tenure of 9.72 years.
It’s important to consider gender identities as well, specifically those who do not identify with a binary gender. While data on this factor in French workplaces is limited, we encourage you to look at our gender and LBGTQ+ guide to learn about the value of building a gender-inclusive work environment.
Regional Variations in Tenure
Tenure can also vary across different regions. Factors like differing industries and job opportunities in different areas can influence these variations.
For instance, nursing support staff, agricultural labourers, and hotel employees were in high demand in Brittany in 2023. Meanwhile, in the Auvergne-Rhône-Alpes region, there were many opportunities for personal care workers, medical secretaries, and lorry drivers.
Since different industries and roles are associated with different tenure lengths, the available jobs in a region will affect the average tenure.
Company Cost of Labour Turnover in France
While the cost of employee turnover can vary by industry and organisation, each departure can cost an organisation one-half to two times the departing employee’s annual salary. This can go even higher for specialised or high-level team members.
These costs often encompass:
- Halts in productivity due to role vacancies on teams
- Recruiting, hiring, and onboarding replacements
Non-monetary costs entail:
- Lower team morale
- Lower efficiency and output until the new hire is fully onboarded
- Potentially damaged employer brand
Reasons for Voluntary Labour Turnover & What You Can Do About It
Bargaining power is shifting to employees in France. With this, employers need to keep in mind that they need to meet current and prospective employees halfway. It’s the most proactive and productive way to create a workplace people want to stick around for.
Here are a couple of the most common reasons for employee dissatisfaction and turnover—and some ways to combat them.
Less Pay Than Desired
Low pay is no longer sustainable for many professionals, with roles like teaching seeing record turnover rates in part for this reason. In addition, over 17% of French employees earn minimum wage today, compared to 12% three years ago, with many feeling serious strain on their budgets.
Solution: Offer More Competitive/Market-Based Pay
Some companies in France are officially becoming living-wage employers. This requires employers to pay salaries aligned with the costs of living (rent, food, child care, etc.). L’Oreal and Unilever have taken these steps, and Michelin is working towards providing its employees with a ‘decent wage’ to ensure no one struggles to make ends meet.
Good leaders are aware of pay equity issues and are willing to advocate for team members to ensure they’re compensated fairly. Be transparent about what you can offer, both during the recruiting process and throughout your employees’ tenure. If what your employees want is not feasible at the present time, discuss a realistic compromise or a timeframe within which their goals might be achievable.
Little or No Support in the Workplace
Many employees also leave because they don’t feel supported at work. A lack of support can mean different things:
- Lack of guidance and mentorship
- Unrealistic expectations on workloads or deadlines
- Poor communication
- Inadequate resources
- Little to no appreciation
The common thread? All of this leads to low morale, decreased productivity, and a revolving door of employees. But it doesn't have to be this way.
Solution: Focus on Employee Experience and Wellness
Depending on the needs of your employees, there are a few avenues you can pursue:
- Career support: Are your employees on the path that best suits their career aspirations? One French digital marketing firm said goodbye to 13% of its staff via resignations. To combat this, the business began offering a two-month paid sabbatical to team members who had stayed for three years. This would give them the chance to reflect on their career path and plan accordingly.
There are many other ways to offer employees career support, including mentorship and training opportunities. The first step is to talk to employees about their career goals and formulate a plan to help get them there.
- Rewards and recognition: By practising employee recognition and fostering a positive company culture, you can create a workplace where people feel valued, motivated, and engaged.
Awardco’s rewards and recognition platform helps automate the process and ensures every employee feels seen and appreciated. Our platform makes it easy to recognise achievements, send personalised messages, and offer meaningful rewards.
Elevate Your Retention Strategy with Awardco
Losing top talent is a bummer. The Awardco team understands this all too well. That’s why we’re dedicated to helping businesses equip themselves with the knowledge they need to make smarter decisions with their workforce.
If you want to elevate work culture and employee engagement, we encourage you to begin with Awardco. Our trusted reward and recognition software makes showing appreciation simple yet personable.
And don’t worry if budget is an issue—a strong program is still within reach. All you need to do is set your budget, and our team will help you leverage our platform in all the right ways.
