🇺🇸

United States Job Quits Rate

Price

2 %

3/1/2026

Change +/-

+0.1 %

Percentage Change

+5.26 %

The current value of the Job Quits Rate in United States is 2 %. The Job Quits Rate in United States increased to 2 % on 3/1/2026, after it was 1.9 % on 2/1/2026. From 12/1/2000 to 3/1/2026, the average GDP in United States was 2.01 %. The all-time high was reached on 11/1/2021 with 3 %, while the lowest value was recorded on 8/1/2009 with 1.2 %.

Source: U.S. Bureau of Labor Statistics

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Job Quits Rate

3 Years
5 Years
10 Years
25 Years
Max

Cancellation rate

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Job Quits Rate History

Job Quits Rate — History
Date	Value
3/1/2026	2 %
2/1/2026	1.9 %
1/1/2026	2 %
12/1/2025	2 %
11/1/2025	2 %
10/1/2025	1.9 %
9/1/2025	2 %
8/1/2025	1.9 %
7/1/2025	2 %
6/1/2025	2 %
5/1/2025	2 %
4/1/2025	2 %
3/1/2025	2.1 %
2/1/2025	2 %
1/1/2025	2 %
12/1/2024	1.9 %
11/1/2024	1.9 %
10/1/2024	2 %
9/1/2024	1.9 %
8/1/2024	2 %
7/1/2024	2.1 %
6/1/2024	2.1 %
5/1/2024	2.1 %
4/1/2024	2.2 %
3/1/2024	2.1 %
2/1/2024	2.2 %
1/1/2024	2.1 %
12/1/2023	2.1 %
11/1/2023	2.3 %
10/1/2023	2.3 %
9/1/2023	2.3 %
8/1/2023	2.3 %
7/1/2023	2.3 %
6/1/2023	2.4 %
5/1/2023	2.6 %
4/1/2023	2.3 %
3/1/2023	2.5 %
2/1/2023	2.5 %
1/1/2023	2.5 %
12/1/2022	2.7 %
11/1/2022	2.6 %
10/1/2022	2.6 %
9/1/2022	2.7 %
8/1/2022	2.7 %
7/1/2022	2.6 %
6/1/2022	2.7 %
5/1/2022	2.8 %
4/1/2022	2.9 %
3/1/2022	3 %
2/1/2022	2.9 %
1/1/2022	2.9 %
12/1/2021	2.9 %
11/1/2021	3 %
10/1/2021	2.8 %
9/1/2021	2.9 %
8/1/2021	2.8 %
7/1/2021	2.7 %
6/1/2021	2.7 %
5/1/2021	2.6 %
4/1/2021	2.7 %
3/1/2021	2.5 %
2/1/2021	2.4 %
1/1/2021	2.3 %
12/1/2020	2.4 %
11/1/2020	2.2 %
10/1/2020	2.3 %
9/1/2020	2.2 %
8/1/2020	2.1 %
7/1/2020	2.2 %
6/1/2020	1.9 %
5/1/2020	1.7 %
4/1/2020	1.5 %
3/1/2020	1.9 %
2/1/2020	2.3 %
1/1/2020	2.3 %
12/1/2019	2.3 %
11/1/2019	2.3 %
10/1/2019	2.3 %
9/1/2019	2.3 %
8/1/2019	2.3 %
7/1/2019	2.4 %
6/1/2019	2.3 %
5/1/2019	2.3 %
4/1/2019	2.3 %
3/1/2019	2.3 %
2/1/2019	2.4 %
1/1/2019	2.3 %
12/1/2018	2.3 %
11/1/2018	2.3 %
10/1/2018	2.3 %
9/1/2018	2.3 %
8/1/2018	2.3 %
7/1/2018	2.3 %
6/1/2018	2.3 %
5/1/2018	2.3 %
4/1/2018	2.3 %
3/1/2018	2.2 %
2/1/2018	2.2 %
1/1/2018	2 %
12/1/2017	2.2 %
11/1/2017	2.2 %
10/1/2017	2.2 %
9/1/2017	2.2 %
8/1/2017	2.1 %
7/1/2017	2.1 %
6/1/2017	2.2 %
5/1/2017	2.1 %
4/1/2017	2.1 %
3/1/2017	2.2 %
2/1/2017	2.1 %
1/1/2017	2.2 %
12/1/2016	2.1 %
11/1/2016	2.1 %
10/1/2016	2.1 %
9/1/2016	2.1 %
8/1/2016	2.1 %
7/1/2016	2.1 %
6/1/2016	2.1 %
5/1/2016	2.1 %
4/1/2016	2.1 %
3/1/2016	2 %
2/1/2016	2.1 %
1/1/2016	2 %
12/1/2015	2.1 %
11/1/2015	2 %
10/1/2015	2 %
9/1/2015	2 %
8/1/2015	2 %
7/1/2015	1.9 %
6/1/2015	1.9 %
5/1/2015	1.9 %
4/1/2015	1.9 %
3/1/2015	2 %
2/1/2015	1.9 %
1/1/2015	2 %
12/1/2014	1.8 %
11/1/2014	1.9 %
10/1/2014	1.9 %
9/1/2014	2 %
8/1/2014	1.8 %
7/1/2014	1.9 %
6/1/2014	1.8 %
5/1/2014	1.8 %
4/1/2014	1.8 %
3/1/2014	1.8 %
2/1/2014	1.8 %
1/1/2014	1.7 %
12/1/2013	1.7 %
11/1/2013	1.7 %
10/1/2013	1.7 %
9/1/2013	1.7 %
8/1/2013	1.7 %
7/1/2013	1.7 %
6/1/2013	1.6 %
5/1/2013	1.6 %
4/1/2013	1.7 %
3/1/2013	1.6 %
2/1/2013	1.7 %
1/1/2013	1.7 %
12/1/2012	1.5 %
11/1/2012	1.5 %
10/1/2012	1.5 %
9/1/2012	1.4 %
8/1/2012	1.5 %
7/1/2012	1.5 %
6/1/2012	1.6 %
5/1/2012	1.6 %
4/1/2012	1.6 %
3/1/2012	1.6 %
2/1/2012	1.6 %
1/1/2012	1.5 %
12/1/2011	1.5 %
11/1/2011	1.5 %
10/1/2011	1.5 %
9/1/2011	1.5 %
8/1/2011	1.5 %
7/1/2011	1.5 %
6/1/2011	1.5 %
5/1/2011	1.5 %
4/1/2011	1.4 %
3/1/2011	1.5 %
2/1/2011	1.5 %
1/1/2011	1.4 %
12/1/2010	1.5 %
11/1/2010	1.4 %
10/1/2010	1.4 %
9/1/2010	1.5 %
8/1/2010	1.4 %
7/1/2010	1.4 %
6/1/2010	1.5 %
5/1/2010	1.4 %
4/1/2010	1.5 %
3/1/2010	1.4 %
2/1/2010	1.4 %
1/1/2010	1.3 %
12/1/2009	1.4 %
11/1/2009	1.4 %
10/1/2009	1.3 %
9/1/2009	1.2 %
8/1/2009	1.2 %
7/1/2009	1.3 %
6/1/2009	1.3 %
5/1/2009	1.3 %
4/1/2009	1.3 %
3/1/2009	1.4 %
2/1/2009	1.5 %
1/1/2009	1.5 %
12/1/2008	1.5 %
11/1/2008	1.6 %
10/1/2008	1.7 %
9/1/2008	1.8 %
8/1/2008	1.8 %
7/1/2008	1.8 %
6/1/2008	1.9 %
5/1/2008	1.9 %
4/1/2008	2.1 %
3/1/2008	1.9 %
2/1/2008	2.1 %
1/1/2008	2.1 %
12/1/2007	2 %
11/1/2007	2 %
10/1/2007	2.1 %
9/1/2007	1.9 %
8/1/2007	2.2 %
7/1/2007	2.1 %
6/1/2007	2.1 %
5/1/2007	2.2 %
4/1/2007	2.1 %
3/1/2007	2.2 %
2/1/2007	2.1 %
1/1/2007	2.1 %
12/1/2006	2.2 %
11/1/2006	2.2 %
10/1/2006	2.2 %
9/1/2006	2.1 %
8/1/2006	2.2 %
7/1/2006	2.2 %
6/1/2006	2.2 %
5/1/2006	2.2 %
4/1/2006	2 %
3/1/2006	2.2 %
2/1/2006	2.2 %
1/1/2006	2.2 %
12/1/2005	2.1 %
11/1/2005	2.1 %
10/1/2005	2.1 %
9/1/2005	2.3 %
8/1/2005	2.2 %
7/1/2005	2 %
6/1/2005	2.1 %
5/1/2005	2.1 %
4/1/2005	2.1 %
3/1/2005	2.1 %
2/1/2005	2 %
1/1/2005	2.1 %
12/1/2004	2 %
11/1/2004	2.1 %
10/1/2004	1.9 %
9/1/2004	1.9 %
8/1/2004	2 %
7/1/2004	2 %
6/1/2004	2 %
5/1/2004	1.8 %
4/1/2004	1.9 %
3/1/2004	2 %
2/1/2004	1.9 %
1/1/2004	1.8 %
12/1/2003	1.9 %
11/1/2003	1.8 %
10/1/2003	1.9 %
9/1/2003	1.8 %
8/1/2003	1.7 %
7/1/2003	1.7 %
6/1/2003	1.8 %
5/1/2003	1.8 %
4/1/2003	1.8 %
3/1/2003	1.8 %
2/1/2003	1.9 %
1/1/2003	1.9 %
12/1/2002	1.9 %
11/1/2002	1.8 %
10/1/2002	1.9 %
9/1/2002	1.9 %
8/1/2002	2 %
7/1/2002	2 %
6/1/2002	1.9 %
5/1/2002	1.9 %
4/1/2002	2 %
3/1/2002	1.9 %
2/1/2002	2 %
1/1/2002	2.2 %
12/1/2001	2 %
11/1/2001	2 %
10/1/2001	2.1 %
9/1/2001	2.1 %
8/1/2001	2.2 %
7/1/2001	2.2 %
6/1/2001	2.2 %
5/1/2001	2.3 %
4/1/2001	2.4 %
3/1/2001	2.3 %
2/1/2001	2.3 %
1/1/2001	2.4 %
12/1/2000	2.2 %

...

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Job Quits Rate

Job quits refer to voluntary separations initiated by employees, excluding retirements, which are categorized as other separations. The quits rate is calculated by dividing the number of quits by the total employment, then multiplying the result by 100.

What is Job Quits Rate?

The job quits rate is a crucial macroeconomic indicator that reflects the percentage of employees who voluntarily leave their jobs within a specific time period. This metric, part of the broader Job Openings and Labor Turnover Survey (JOLTS) conducted by various governmental economic bodies, provides insightful data for understanding workforce dynamics, labor market health, and economic stability. Eulerpool, your trusted source for macroeconomic data, offers a comprehensive examination of job quits rates to guide economists, policymakers, businesses, and job seekers in making informed decisions. At the heart of labor market analysis, the job quits rate is a barometer of worker confidence and job market fluidity. A high quits rate typically signifies strong worker confidence in the labor market—employees are more likely to leave their jobs if they believe they can find better opportunities or improved working conditions elsewhere. Consequently, a higher quits rate often correlates with a buoyant and competitive job market characterized by ample employment opportunities. Conversely, a low quits rate may indicate workforce apprehension about job prospects, suggesting economic uncertainty or stagnation. Voluntary job departures reflect underlying sentiments about job satisfaction, wage levels, career advancement opportunities, and overall economic health. By monitoring fluctuations in the job quits rate, economists and analysts can infer shifts in the labor market that precede broader economic changes. Data from Eulerpool reveals nuanced trends in the quits rate, shedding light on sector-specific dynamics, regional economic variations, and demographic trends. For instance, a rising quits rate in the technology sector might indicate a high demand for specialized skills, prompting businesses to adjust their recruitment and retention strategies accordingly. From a policymaker’s perspective, the job quits rate is instrumental in shaping labor market policies and economic strategies. High quit rates might prompt initiatives to enhance workforce training, improve job matching processes, and boost employee satisfaction through better workplace conditions. Additionally, fluctuations in the job quits rate can inform monetary policy decisions, as central banks aim to balance employment levels with inflation control. By providing detailed quits rate analytics, Eulerpool empowers policymakers with reliable data to craft effective and targeted interventions. Businesses, too, find the job quits rate an invaluable metric for strategic planning and human resource management. High turnover rates within specific industries or job roles signal a need for improved retention strategies, competitive compensation packages, and comprehensive career development programs. Knowledge of the job quits rate allows business leaders to anticipate hiring challenges, optimize workforce allocation, and enhance organizational productivity. For start-ups and SMEs, understanding the job quits rate can be particularly critical in navigating competitive labor markets and building cohesive, stable teams. Job seekers can also derive significant insight from the job quits data. A high quits rate in their industry may indicate favorable job mobility and opportunities for advancement. Likewise, understanding regional quits rates can aid in making informed decisions about relocating for employment. By leveraging Eulerpool’s detailed quits rate data, job seekers can align their career plans with market trends, enhancing their prospects for success and satisfaction in the workforce. Regional and demographic variations in the job quits rate offer a deeper layer of insight into labor market dynamics. For instance, disparities in quits rates between urban and rural areas can highlight economic divergences and inform regional development policies. Similarly, analyzing quits data by age, gender, and educational background can reveal workforce trends and inequalities, guiding targeted interventions to foster inclusive economic growth. Eulerpool’s comprehensive data sets ensure users can explore these variations in depth, enhancing their understanding of complex labor market phenomena. The job quits rate can also serve as a predictive indicator for business cycles. Historically, shifts in the quits rate have often preceded changes in economic activity, such as expansions or recessions. A persistently elevated quits rate might suggest an overheating economy, where businesses struggle to retain employees amidst strong competition. Conversely, a declining quits rate could signal an impending economic slowdown, with workers hesitant to leave stable employment amid uncertainty. By incorporating quits rate trends into economic forecasting models, stakeholders can better prepare for cyclical fluctuations and mitigate associated risks. Further, the job quits rate intersects with other labor market indicators to provide a holistic view of economic health. Combining quits rate data with metrics such as job openings, hires, and layoffs offers a comprehensive picture of labor market fluidity and stability. Analyzing these interconnected indicators through Eulerpool’s robust platform allows for nuanced interpretations and strategic decision-making, benefiting a wide audience of users from diverse fields. In conclusion, the job quits rate is a vital macroeconomic indicator that encapsulates workforce confidence, job market fluidity, and broader economic trends. Eulerpool’s extensive and reliable data on the job quits rate empowers economists, policymakers, businesses, and job seekers with the knowledge to navigate and respond to dynamic labor market conditions effectively. Understanding the intricacies of quits rate dynamics is essential for making informed decisions that drive economic stability, growth, and prosperity. As the labor market continues to evolve, Eulerpool remains committed to providing the insightful data and analysis needed to stay ahead in an ever-changing economic landscape.

Job Quits Rate United States — FAQ

What is the current Job Quits Rate in United States?

The current Job Quits Rate in United States is 2% as of 3/1/2026.

How has the Job Quits Rate in United States changed recently?

The Job Quits Rate in United States increased from 1.9% (2/1/2026) to 2% (3/1/2026).

What is the all-time high for Job Quits Rate in United States?

The all-time high for Job Quits Rate in United States was 3%, recorded on 11/1/2021.

What is the all-time low for Job Quits Rate in United States?

The all-time low for Job Quits Rate in United States was 1.2%, recorded on 8/1/2009.

What is the historical average of Job Quits Rate in United States?

The historical average of Job Quits Rate in United States is 2.01%, calculated over the period from 12/1/2000 to 3/1/2026.

Where does the Job Quits Rate data for United States come from?

The Job Quits Rate data for United States is sourced from U.S. Bureau of Labor Statistics and published on Eulerpool.

Key Figures

Country

United States

Continent

Americas

Highest Value

Lowest Value

1.2

Average Value

2.01

The edge that pays for itself.

Job Quits Rate

Job Quits Rate

Job Quits Rate History

Similar Macro Indicators to Job Quits Rate

ADP Employment Change

Announcements of Hiring Plans

Average Hourly Earnings

Average Hourly Earnings YoY

Average Weekly Hours

Challenger Job Cuts

Continued Jobless Claims

Employed persons

Employment Cost Index

Employment Cost Index Benefits

Employment Cost Index Wages

Employment rate

Full-time employment

Initial Jobless Claims

Job Opportunities

Job Opportunities

Job resignations

Labor costs

Labor force participation rate

Layoffs and Terminations

Long-term unemployment rate

Manufacturing wages

Minimum Wages

Non-Agricultural Productivity QoQ

Non-farm Payrolls

Nonfarm Private Employment

Part-time work

Population

Productivity

Retirement Age Men

Retirement Age Women

State payroll accounting

U6 Unemployment Rate

Unemployed Persons

Unemployment Claims 4-Week Average

Unemployment Rate

Unit Labor Costs QoQ

Wage Growth

Wages

Wages in Manufacturing

Youth Unemployment Rate

Job Quits Rate

Macro pages for other countries in Americas

What is Job Quits Rate?

Job Quits Rate United States — FAQ

Key Figures

All Macro Indicators for United States