Ukraine’s labor market continues to operate in a state of constant turbulence. Companies are recovering, scaling up, and searching for talent while simultaneously struggling to retain their employees.

Employee turnover remains a challenge even for businesses that feel confident about their position. Employers invest resources in recruitment, onboarding, and training, only to reopen the same vacancies again and again. Every resignation means not only losing a team member but also losing time and money.

To better understand the current state of employee turnover — how it has changed, why people leave, and what companies are doing to retain them — Work.ua conducted a series of surveys among employers. Here are the key findings.

Employee Turnover Is Rising in One in Three Companies

When asked about changes in employee turnover over the past year, 35% of respondents said turnover had increased within their teams. Another 51% reported no significant changes, while only 14% noted a decrease.

The survey was conducted in April 2026 and included responses from 796 employers.

The survey was conducted in April 2026 and included responses from 796 employers.

For most businesses, employee turnover remains an ongoing challenge. Even when the situation is not worsening, turnover rates often remain high. As a result, employee retention has become an increasingly difficult task.

Why Employees Leave: Salary, Military Mobilization, and Burnout

We also asked employers about the reasons behind employee resignations. Unsurprisingly, salary was the most frequently cited factor, mentioned by 31% of respondents.

Military mobilization ranked second at 24%. This is a factor employers cannot influence or offset through benefits. Companies that are unable to secure reservation status for employees face ongoing workforce instability, especially when a significant share of their staff consists of men of conscription age.

Another 16% of employers said employees leave because of burnout. Safety concerns and the ongoing war were cited by 13% of respondents, while relocation accounted for 9%.

Lack of flexibility (4%) and limited career development opportunities (2%) together represented only 6% of responses — significantly less than salary or mobilization. Toxic management was mentioned even less frequently, accounting for just 1%.

The survey was conducted in April 2026 and included responses from 710 employers.

The survey was conducted in April 2026 and included responses from 710 employers.

At the same time, responses submitted under the ‘Other’ category suggest that resignations are often driven by more complex factors. Employers mentioned family circumstances, relocation, health issues, career changes, physically demanding work, and the desire to find less demanding jobs.

Many responses also referred to the lack of employee reservation from military mobilization. Businesses described this as one of the most painful challenges they face, as it directly affects workforce stability and team composition.

Some employers also admitted that they do not conduct exit interviews or ask employees why they are leaving. As a result, the actual picture may be even more complex than the survey findings suggest.

How Companies Retain Employees — and Whether They Do at All

The most common response, chosen by 28% of companies, was combining several retention tools and approaches. These employers likely recognize that there is no single solution and therefore take a comprehensive approach.

Another 27% said that salary increases remain the most effective way to retain employees.

Despite high turnover rates, 25% of employers reported that their companies have no systematic employee retention practices in place.

Meanwhile, 6% rely on flexible work arrangements, and 7% focus on employee learning and development. Another 4% highlighted regular feedback and communication with teams, while 3% pointed to psychological support.

The survey was conducted in April 2026 and included responses from 748 employers.

The survey was conducted in April 2026 and included responses from 748 employers.

These results highlight the problem but do not necessarily explain how to solve it. That is why Work.ua is currently preparing an in-depth article exploring why retaining an experienced professional is often more cost-effective than hiring a new one, how to build feedback processes that prevent resignations from becoming a surprise, and what truly lies behind an employee’s decision to leave.

In the meantime, share your experience in the comments: Does your company face employee turnover challenges, and how are you addressing them?