Employee Turnover at Deloitte

Mean employee tenure
Implied Annual Turnover
pp. higher than the industry average

Contributions to staff retention at Deloitte

Company Age

36.3 yr

Company Size

393.7K empl.

Mean Seniority

2.6K days






-10.2 days

About Deloitte

Deloitte drives progress. Our firms around the world help clients become leaders wherever they choose to compete. Deloitte invests in outstanding people of diverse talents and backgrounds and empowers them to achieve more than they could elsewhere. Our work combines advice with action and integri...

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What is "Avoidable" turnover?

Employee retention at Deloitte very similar compared to other similar companies. While retention is impacted by many factors. A lot of those factors are outside the control of the company. For example, factors like company size, industry, or required skills cannot be easily changed. Deloitte has an employee retention rate that is comparable to others with the same fixed attributes. Which suggests they may not be able to do much to change how long workers stay with them.

What is driving turnover at Deloitte?

Employee turnover at Deloitte is primarily driven by company size and employee seniority. Deloitte is larger than the average company in our database. Smaller organizations are less likely to experience high levels of employee turnover and to have to replace key employees frequently. A company with a smaller staff is likely to have a smaller pool of potential replacements, which would make turnover more painful. Additionally, the smaller company may have a more intimate and supportive work environment, which would also help to keep employees from looking for new jobs. The median employee in this company has less experience than the median employee at other companies. The employees with the least experience leave the company more frequently than the employees with the most experience. There are a few reasons why this might be the case. First, junior employees may be more likely to feel unhappy in their job and be eager to find a new one. Finally, junior employees may have less opportunity to have an impact on the company, which could lead to feelings of frustration and unhappiness.


The numbers reported here are based on statistical analysis of publicly available employment data of current and past employees of the company. We determine mean tenure based on how long past employees have stayed at the company and how long current employees have been employed. We determine the annual turnover percentage as (1/tenure * 100). We analyse a sample of the employees at a company. We make an effort to sample in a representative way but some bias is unavoidable. Some types of employees may be overrepresented in our sample based on their job, their online activity, and their geographic location. We expect our number to have a confidence interval of approximately 1 year. In other words, if the mean tenure reported is 4 years, the true value lies between 3 and 5 with 98% confidence. Similarly if the average turnover reported is 20% we expect the true value to be between 15% and 25%.


We make an effort to report accurate information and to be transparent regarding our methodology. However, we make no warranty of any kind as to the accuracy of these reports. Use at your own risk. If you feel that any of the information reported here is inaccurate for any reason, please let us know.