From Crisis to Caution? Tracking Turnover

January 19, 2026

Time to read: 3 minutes

In a recent blog, we explored the deepening HR crisis in Canada’s charitable sector, drawing on data from the Charity Insights Canada Project (CICP). Between 2023 and 2024, turnover rates among employees surged, driven by low pay, burnout, and systemic underfunding. One year later, new data from 2025 suggests a more positive shift, though not necessarily a resolution.

Turnover Trends: A Notable Improvement

In 2024, 39% of charities reported high turnover (defined as more than 20% of staff leaving), up from 27% in 2023. However, the 2025 data show a significant drop to 20%. At the same time, the proportion of organizations reporting no turnover rose from 21% in 2024 to 35% in 2025, while those experiencing low turnover increased slightly from 41% to 45%. This data represents a notable slowing of turnover at charitable organizations.

Turnover Level	2023	2024	2025
No Turnover	23%	21%	35%
Low Turnover	50%	41%	45%
High Turnover	27%	39%	20%

(Excludes ‘Not applicable’ and ‘Not sure’ responses)

Concerns Remain: Recruitment Still Difficult

Despite the improvement in turnover rates, employers in the sector are still concerned about workforce stability, particularly around staff departures and recruitment challenges.

Anxiety about turnover is still present: 36.5% of charities reported being somewhat concerned, and 18.5% were very concerned about staff departures. This reflects ongoing anxiety about losing experienced personnel and the impact it can have on organizational continuity.
(Excludes ‘Not applicable’ and ‘Not sure’ responses)

Recruitment difficulty is a separate but equally pressing issue: 36% of charities said hiring new staff was somewhat difficult, while 19% found it very difficult. These figures suggest that even as turnover slows, finding the time and money to replace staff remains a significant hurdle.

As one organization reported:

“We have had an extremely hard time finding qualified part-time staff for our church. We struggle to know where to post jobs and where to look for candidates.”

Retention remains the goal because recruitment is competitive.

Why Are Employees Leaving?

The top reasons for employee turnover are consistent with previous CICP surveys: low remuneration and benefits, and burnout from overwhelming workloads. Notably, one panellist recognized their organization’s situation within the sector:

“We are a beginner’s workplace, I can’t afford to keep good people, but I can train them and encourage them to apply at other places that will pay more.”

Many charities serve as stepping stones for early-career professionals who leave for more secure, better-paying roles. This comment highlights the need for long-term investment in staffing, organizational capacity, and sector-wide solutions. One panellist explains their staff model:

“I would love to have more permanent staff, but we do not receive enough core funding to maintain a staffing model that meets the full scope of our purpose, so we have to piecemeal it with short-term contracts made possible by other sources of funding.”

Unstable funding often forces organizations to rely on short-term contracts, prompting employees to seek more secure permanent employment elsewhere.

Why Do Employees Stay?

Despite the challenges, some staff remain at supportive workplaces in part because of their commitment to the work. We received positive comments from several organizations:

“All of our staff are deeply mission-driven—true unicorns who persevere through an immense workload and fast pace, motivated by their genuine love for the children we serve. This dedication is the heart of our organization.”

“We place great emphasis on developing a healthy, supportive culture in the workplace that creates an environment that people want to be part of.”

Looking Ahead

With the slowing of the turnover, the 2025 data offers cautious optimism. But the HR crisis in the charitable sector is far from over. Recruitment difficulties, ongoing burnout, and systemic funding challenges continue to threaten the sector’s sustainability. And the passion for making a difference should not be a substitute for fair compensation and decent working conditions. As one panellist states: “Passion for the cause will not pay bills.”

Charities are the heart of community support in Canada, and their workers are the backbone of these organizations. Addressing turnover and recruitment challenges is not just a matter of operational efficiency; it’s about ensuring that organizations can continue to deliver essential services to communities across the country.

The CICP will continue to track employee turnover and workforce trends, providing data-driven insights to support policy, funding, and strategic planning across the charitable landscape.

Author

McWhinney, Tara

Postdoctoral Fellow
Email Tara

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