Employee turnover by selected reasons and economic activity, 2021–2022
·
dynamicsannual
· rows: 135 · periods: 2 · section: Labour and employment(в России. 2023)
This data provides information on the reasons for employee departures in 2021 and 2022, broken down by economic activity. The rows specify particular industries and aggregate indicators, enabling comparison of dismissal structures in mining and agriculture with the national average. All values are expressed as a percentage of total departures and apply to organizations, excluding small businesses
Chart of employee departures by reason from 2021 to 2022, as a percentage of total departures
Rosstat data for 2021–2022. Rows: 135, periods: 2. Table rows: Total — By mutual agreement; Total — By employer’s initiative; Total — Due to reduction; Agriculture, forestry, hunting, fishing and fish farming…; Agriculture, forestry, hunting, fishing and fish farming… and others
Manufacturing — manufacture of wearing apparel — By employer’s initiative: the indicator rose from 89.4 to 89.7 for 2021–2022 — by 0.34%. Out of 23 largest rows, 10 increased, 13 decreased
Comparing sectoral indicators reveals which sectors experience higher rates of voluntary or involuntary departures. The table rows cover various economic sectors, including agriculture, forestry, hunting, fishing and aquaculture, as well as mining. This allows for a comparison of the share of different departure reasons across various labor market segments over the two-year period
What is visible in these numbers
Five highest values: Manufacturing — manufacture of wearing apparel (89.7), Manufacturing — manufacture of textiles (85), Manufacturing — manufacture of food products (84.4), Total — By mutual agreement (78.1), Agriculture, forestry, hunting, fishing and fish farming… (78.1). The gap between the highest and lowest is 128.1 times. The top five account for 52.7% of the total sum across all items — the distribution is heavily skewed toward the top
Observations are annual and cover 2 periods. Cells with numbers: 50 out of 50 (100%); data gaps are virtually absent
Data for 2021–2022 are presented in percentages and cover large enterprises, excluding small businesses. This information is relevant for analyzing staff turnover and human resources policy across various economic sectors, as well as for assessing employment stability in different industries
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