HR, payroll, and finance leaders at post-acute and long-term care providers need to determine whether their employee turnover/retention rates (overall and by role like nurses, CNAs, caregivers, and new grads) are “good” or “high” compared to healthcare and setting-specific benchmarks. The problem is translating raw percentages into actionable risk signals for staffing stability, cost control, and care continuity across home care, home health, hospice, skilled nursing, assisted living, and ABA therapy organizations.
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This information is for educational purposes only, and not to provide specific legal advice. This may not reflect the most recent developments in the law and may not be applicable to a particular situation or jurisdiction.