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2019 WORKFORCE TURNOVER AROUND THE WORLD SAMPLE

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MERCER'S GLOBAL ASIA PACIFIC 130 Denmark 376 MIDDLE EAST & AFRICA 622 5 PUBLICATIONS REGION SUMMARY 138 Estonia 384 REGION SUMMARY 630 Australia 146 Finland 392 Algeria 638 INTRODUCTION 8 Bangladesh 154 France 400 Egypt 646 Report Structure 21 China-Beijing 162 Georgia 408 Kuwait 654 Reading this Report 22 China-Shanghai 170 Germany 416 Lebanon 662 Hong Kong 178 Greece 424 Morocco 670 AMERICAS 47 India 186 Hungary 432 Oman 678 REGION SUMMARY 48 Indonesia 194 Ireland 440 Qatar 686 Argentina 53 Japan 202 Italy 448 Saudi Arabia 694 Bolivia 57 Malaysia 210 Kazakhstan 456 Tunisia 702 Brazil 59 New Zealand 218 Latvia 464 United Arab Emirates 710 Canada 63 Pakistan 226 Lithuania 472 Chile 68 Philippines 234 Macedonia 480 ABOUT THIS REPORT 718 Colombia 71 Singapore 242 Moldova 488 Methodology 719 Costa Rica 74 South Korea 250 Netherlands 496 Glossary 726 Dominican Republic 77 Sri Lanka 258 Norway 504 Ecuador 80 Taiwan 266 Poland 512 ABOUT MERCER 735 El Salvador 83 Thailand 274 Portugal 520 Guatemala 86 Vietnam 282 Romania 528 Honduras 89 Russia 536 Mexico 92 EUROPE 290 Serbia 544 Nicaragua 96 REGION SUMMARY 298 Slovakia 552 Panama 99 Armenia 306 Slovenia 560 Paraguay 103 Austria 314 Spain 568 Peru 106 Azerbaijan 322 Sweden 574 Puerto Rico 109 Belarus 330 Switzerland 582 Trinidad and Tobago 112 Belgium 338 Turkey 590 United States 115 Bosnia and Herzegovina 344 Ukraine 598 Uruguay 119 Bulgaria 352 United Kingdom 606 Venezuela 122 Croatia 360 Uzbekistan 614 SAMPLECzech Republic 368 ORDER NOW HEALTH & BENEFITS Stay ahead of today’s tight deadlines and competitive race for labor with these resources. Covering local benefits, global Car Benefit Policies & Car Benefit Policies — Car Cost Report Global Parental Leave Global Parental Leave compensation practices, and Alternate Transportation Global Industry Findings Industry Scorecard emerging HR policy trends, this portfolio contains all of the actionable data, insights, and guidance you need to steer your organization to success. Select a Severance Pay Policies Severance Pay Policies Vacation and Other Leave Vacation and Other Leave Worldwide Benefit & title to learn more about each of Around the World Industry Scorecard Policies Around the World Industry Scorecard Employment Guidelines our industry-leading reports, or visit imercer.com/global for more WORKFORCE & CAREERS information.

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Managing workforce turnover is turnover can leave companies perpetually critical to the long-term health and shorthanded or disrupt client expectations and deadlines, thus posing an existential threat to any success of any company. Whereas company. HR professionals historically have However, not all turnover is bad. Many managers regarded turnover as a drain on recognize that the retention of employees company resources, industry leaders that are poor fits for their position can cause decreased productivity and morale throughout now recognize that turnover within the workplace. In these situations, employers CONSIDERATIONS a company can bring a mixed bag may welcome the costs of recruitment and When confronted with workforce turnover, of positive and negative impacts. replacement in order to improve the efficacy HR professionals should consider the Although some turnover may be of their staff. Similarly, companies undergoing following questions: a strategic pivot or encountering market ► What level of turnover is right for our beneficial by way of revitalizing or changes may need to reconfigure their staff. ► business? fine tuning the workforce, others By encouraging or promoting turnover in these bring unexpected interruption to circumstances, employers can streamline their ►► What policies can we adopt to encourage operations so as to meet new challenges. or discourage turnover? ongoing projects and costly recruiting ►► What factors contribute to the current cycles. In either case, it is imperative EVALUATING RISK turnover? that managers and HR professionals While workplace turnover is a universal challenge ►► What events might be on the horizon that prepare for turnover in their specific for employers, some industries and regions are will affect turnover in the future? industry, and are able to recognize more exposed than others. For instance, many and identify good versus bad employers in the highly competitive technology or hospitality industries suffer from staff turnover turnover. as employees are poached by nearby firms, while companies in some world markets see high BAD TURNOVER VS. rates of turnover due to migration. Moreover, factors like employee age or function greatly GOOD TURNOVER affect the likelihood of turnover, as Millennials Workforce turnover presents a dilemma to all and sales staff tend to change employers more companies around the world. Some estimate that frequently than other demographics. Given these the cost of losing and replacing a single employee variations, it is critical that employers recognize can equal more than twice that employee's and account for the specific factors affecting salary, with costs increasing further based on turnover in their industry. the departing employee’s seniority. ConstantSAMPLE REPORT STRUCTURE

The 2019 Workforce Turnover Around the World INDIVIDUAL MARKET ABOUT THIS REPORT publication provides actionable information on employee turnover across major world markets. RESULTS This section delineates the methods used in the report and lists key definitions. Created with the human resources professional This section includes country-specific data for in mind, this report offers critical, up-to-date those HR professionals looking for targeted data ►► Methodology includes data sources used to turnover data to assist companies interested on an individual topic. Each country includes the compile this report, currency conversion in forecasting, preparing for, and managing following content: rates, and other details on calculations and the revolving door of talent around the world. assumptions. Countries are organized into four regions: ►► Economic and labor market data, including ► Glossary provides definitions for many of the Americas, Asia Pacific, Europe, and Middle East & GDP growth, inflation, unemployment, total ► terms used throughout this report, as well as Africa. population, working age population, and economically active population. other HR-related terms. This report includes the following sections: ►► Voluntary and involuntary turnover by REGION SUMMARY employee level and by industry. ►► Workforce changes such as hiring intentions This section serves as an executive summary for this year and next year, as well as the for those looking for Mercer‘s insights and average increase and decrease in the observations; it provides high-level trends, workforce. market comparisons, and other analysis. The following topics are included: ►► Data sources indicate all sources used for the country. ►► Voluntary and Involuntary Turnover Trends ►► Workforce Change Trends SAMPLE READING THIS REPORT

GDP, inflation, and unemployment rates can The following pages provide tips and guidelines to help navigate the report content. be found on the first page of each set of country data. ECONOMIC AND LABOR MARKET

GDP GROWTH INFLATION UNEMPLOYMENT

2020 1.0% 2020 1.0% 2020 1.0%

2019 1.0% 2019 1.0% 2019 1.0%

2018 1.0% 2018 1.0% 2018 1.0%

Population numbers are in thousands. SAMPLE DATA TOTAL POPULATION, 2019 WORKING AGE RANGE POPULATION ECONOMICALLY ACTIVE POPULATION 1,000,000 (15-64), 2019 1,000,000 (15-64), 2019 1,000,000

TOTAL POPULATION GENDER RATIO, WORKING AGE (15-64) GENDER ECONOMICALLY ACTIVE (15-64) 2019 RATIO, 2019 GENDER RATIO, 2019 50% 50% 50% 50% 50% 50%

Note: Population size is in thousands. Population is provided for three categories, as well as The data sources for all content can be found the proportion of males and females within each group. on the last page of each country, and in the SAMPLEAbout this Report section. READING THIS REPORT VOLUNTARY AND INVOLUNTARY TURNOVER

AVERAGE TURNOVER BY CAREER LEVEL, 2018 Throughout the report, VOLUNTARY TURNOVER (%) INVOLUNTARY TURNOVER (%) A company may have provided an overall voluntary turnover is shaded figure only, or employee level figures only; as a blue, and involuntary turnover result, turnover percentages and sample sizes is shaded yellow. will vary. More information on the Methodology can be found in the About this Report section. 12.9% 10.5% 10.9% 10.9% 7.9% 7.6% 4.7%

5.4% 3.4% 3.3% 3.8% 3.7% 4.7% 4.1%

OVERALL EXECUTIVES & HEAD OF MANAGEMENT PROFESSIONAL SALES PROFESSIONAL NONSALES PARA-PROFESSIONAL PARA-PROFESSIONAL ORGANIZATION WHITE COLLAR BLUE COLLAR SAMPLE DATA The N= column provides the number VOLUNTARY AND INVOLUNTARY TURNOVER BY CAREER LEVEL, 2018 of companies included in data sample.

The “P” refers to percentile, VOLUNTARY TURNOVER INVOLUNTARY TURNOVER the P50 or 50th percentile is also known as the median. P25 P50 P75 AVERAGE N= P25 P50 P75 AVERAGE N=

OVERALL 7.2% 7.2% 7.2% 7.2% 342 7.2% 7.2% 7.2% 7.2% 342

EXECUTIVES & HEAD OF ORGANIZATION 7.2% 7.2% 7.2% 7.2% 342 7.2% 7.2% 7.2% 7.2% 342

MANAGEMENT 7.2% 7.2% 7.2% 7.2% 342 7.2% 7.2% 7.2% 7.2% 342

PROFESSIONAL SALES 7.2% 7.2% 7.2% 7.2% 342 7.2% 7.2% 7.2% 7.2% 342

PROFESSIONAL NONSALES 7.2% 7.2% 7.2% 7.2% 342 7.2% 7.2% 7.2% 7.2% 342

PARA-PROFESSIONAL WHITE COLLAR 7.2% 7.2% 7.2% 7.2% 342 7.2% 7.2% 7.2% 7.2% 342

PARA-PROFESSIONAL BLUE COLLAR 7.2% 7.2% 7.2% 7.2% 342 7.2% 7.2% 7.2% 7.2% 342 Note: A “–“ indicates insufficient data to report SAMPLEthe statistic. READING THIS REPORT

These graphics indicate the WORKFORCE CHANGESpercentage of companies planning HIRING INTENTIONSto add, FOR reduce, 2018 or make no change HIRING INTENTIONS FOR 2020 in their overall workforce.

15% 30% 55% 15% 30% 55%

N=200 ADD STAFF REDUCE STAFF NO CHANGE N=300 ADD STAFF REDUCEThe STAFF N= columnNO CHANGE provides the number HIRING INTENTIONS BY INDUSTRY of companies included in data sample. Hiring intentions are also HIRING INTENTIONS FOR 2019 PROJECTED HIRING INTENTIONS FOR 2020 provided by industry. REDUCE REDUCE ADD STAFF NO CHANGE N= ADD STAFF NO CHANGE N= STAFF STAFF BANKING/FINANCIAL SERVICES 1.0% SAMPLE1.0% 1.0% DATA100 1.0% 1.0% 1.0% 100 CHEMICALS 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100

CONSUMER GOODSA dash indicates insufficient data1.0% are available.1.0% More 1.0% 100 1.0% 1.0% 1.0% 100 ENERGY information on data masking1.0% can be found 1.0%under 1.0% 100 1.0% 1.0% 1.0% 100 Methodology in the About this Report section. HIGH TECH 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 INSURANCE/REINSURANCE 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 LIFE SCIENCES 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 LOGISTICS 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 MINING & METALS 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 OTHER MANUFACTURING 1.0% 1.0%Some of these1.0% percentages may100 1.0% 1.0% 1.0% 100 not sum 100% due to rounding. OTHER NONMANUFACTURING 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 RETAIL & WHOLESALE 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 SERVICES (NONFINANCIAL) 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 TRANSPORTATION EQUIPMENT 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 Note: A “–” indicates insufficient data to report SAMPLEthe statistic. READING THIS REPORT This first bar indicates the percentage decrease and increase for the country as a whole. The WORKFORCE CHANGESoverall change for each country can be found in the Summary of Key Findings section. AVERAGE INCREASE/DECREASE IN AVERAGE INCREASE/DECREASE IN WORKFORCE BY INDUSTRY, 2018–2019 WORKFORCE BY INDUSTRY, 2019–2020

- 8.3% 8.6% - 6.8% 6.0% OVERALL 4.0% - 7.4% BANKING/FINANCIAL SERVICES - 5.4% 6.1% 1.7% CHEMICALS - 8.1% 7.8% - 3.8% 8.6% CONSUMER GOODS

4.1% ENERGY - 5.9% 11.0% - 16.5% 9.5% HIGH TECH 5.3% 8.2% INSURANCE/REINSURANCE - 5.4% 9.3% SAMPLELIFE SCIENCES DATA - 9.0% 11.9% 6.1% - 5.0% 11.3% LOGISTICS

MINING & METALS - 11.4% 2.7% The green bar indicates the percentage OTHER MANUFACTURING - 9.3% 6.1% decrease in the workforce for companies - 8.5% 2.9% planning to decrease the number of OTHER NONMANUFACTURING - 6.7% 11.3% employees. 7.5% RETAIL & WHOLESALE - 5.2% 2.3% SERVICES (NONFINANCIAL) - 8.6% 7.7% - 4.5% 8.3% TRANSPORTATION EQUIPMENT - 9.8% 5.8%

The purple bar indicates the PERCENTAGE DECREASE AMONG COMPANIES REDUCING STAFF PERCENTAGE INCREASE AMONG COMPANIES INCREASING STAFF average percentage increase in the workforce for companies planning to Note: Some industries may be blank due to insufficientSAMPLE data to report the statistic. increase the number of employees. REGION SAMPLE COUNTRY

ECONOMIC AND LABOR MARKET

GDP GROWTH INFLATION UNEMPLOYMENT

2020 1.0% 2020 1.0% 2020 1.0%

2019 1.0% 2019 1.0% 2019 1.0%

2018 1.0% 2018 1.0% 2018 1.0%

TOTAL POPULATION, 2019 WORKING AGE RANGE POPULATION ECONOMICALLY ACTIVE POPULATION 1,000,000 (15–64), 2019 1,000,000 (15–64), 2019 1,000,000

TOTAL POPULATION GENDER RATIO, WORKING AGE (15–64) GENDER ECONOMICALLY ACTIVE (15–64) 2019 RATIO, 2019 GENDER RATIO, 2019 50% 50% 50% 50% 50% 50%

Notes: The source of the GDP, inflation, unemployment data is LatinFocus Consensus Forecast for the Latin America Markets. Population size is in thousands. SAMPLE COUNTRY VOLUNTARY AND INVOLUNTARY TURNOVER

AVERAGE TURNOVER BY CAREER LEVEL, 2018 VOLUNTARY TURNOVER (%) INVOLUNTARY TURNOVER (%)

6.2%

5.1% 3.7% 3.3% 4.2% 3.0% 5.8% 1.0% 3.8% 4.0% 2.6% 2.2% 3.1% 3.1%

OVERALL EXECUTIVES & HEAD OF MANAGEMENT PROFESSIONAL SALES PROFESSIONAL NONSALES PARA-PROFESSIONAL PARA-PROFESSIONAL ORGANIZATION WHITE COLLAR BLUE COLLAR

VOLUNTARY AND INVOLUNTARY TURNOVER BY CAREER LEVEL, 2018

VOLUNTARY TURNOVER INVOLUNTARY TURNOVER

P25 P50 P75 AVERAGE N= P25 P50 P75 AVERAGE N=

OVERALL 1.0% 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 1.0% 100

EXECUTIVES & HEAD OF ORGANIZATION 1.0% 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 1.0% 100

MANAGEMENT 1.0% 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 1.0% 100

PROFESSIONAL SALES 1.0% 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 1.0% 100

PROFESSIONAL NONSALES 1.0% 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 1.0% 100

PARA-PROFESSIONAL WHITE COLLAR 1.0% 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 1.0% 100

PARA-PROFESSIONAL BLUE COLLAR 1.0% 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 1.0% 100 Note: A “–” indicates insufficient data to report SAMPLEthe statistic. COUNTRY VOLUNTARY AND INVOLUNTARY TURNOVER

AVERAGE TURNOVER BY INDUSTRY, 2018

BANKING/FINANCIAL SERVICES 3.8% 4.9%

CHEMICALS 5.6% 7.7%

CONSUMER GOODS 6.4% 6.3%

ENERGY 7.8% 3.2%

HIGH TECH 8.4% 5.0%

INSURANCE/REINSURANCE 3.5% 2.9%

LIFE SCIENCES 4.7% 3.4%

LOGISTICS 6.5% 7.1%

MINING & METALS

OTHER MANUFACTURING 5.6% 5.5%

OTHER NONMANUFACTURING 5.8% 5.2%

RETAIL & WHOLESALE 9.8% 7.1%

SERVICES (NONFINANCIAL) 7.4% 6.8%

TRANSPORTATION EQUIPMENT 6.8% 10.0%

VOLUNTARY TURNOVER (%) INVOLUNTARY TURNOVER (%) Note: Some industries may be blank due to insufficientSAMPLE data to report the statistic. COUNTRY VOLUNTARY AND INVOLUNTARY TURNOVER

VOLUNTARY AVERAGE TURNOVER BY INDUSTRY AND CAREER LEVEL, 2018

EXECUTIVES PARA- PARA- PROFESSIONAL PROFESSIONAL OVERALL & HEAD OF MANAGEMENT PROFESSIONAL PROFESSIONAL SALES NONSALES ORGANIZATION WHITE COLLAR BLUE COLLAR

BANKING/FINANCIAL SERVICES 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

CHEMICALS 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

CONSUMER GOODS 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

ENERGY 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

HIGH TECH 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

INSURANCE/REINSURANCE 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

LIFE SCIENCES 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

LOGISTICS 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

MINING & METALS 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

OTHER MANUFACTURING 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

OTHER NONMANUFACTURING 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

RETAIL & WHOLESALE 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

SERVICES (NONFINANCIAL) 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

TRANSPORTATION EQUIPMENT 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

Note: A “–” indicates insufficient data to report the statistic. SAMPLE COUNTRY VOLUNTARY AND INVOLUNTARY TURNOVER

INVOLUNTARY AVERAGE TURNOVER BY INDUSTRY AND CAREER LEVEL, 2018

EXECUTIVES PARA- PARA- PROFESSIONAL PROFESSIONAL OVERALL & HEAD OF MANAGEMENT PROFESSIONAL PROFESSIONAL SALES NONSALES ORGANIZATION WHITE COLLAR BLUE COLLAR

BANKING/FINANCIAL SERVICES 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

CHEMICALS 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

CONSUMER GOODS 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

ENERGY 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

HIGH TECH 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

INSURANCE/REINSURANCE 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

LIFE SCIENCES 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

LOGISTICS 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

MINING & METALS 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

OTHER MANUFACTURING 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

OTHER NONMANUFACTURING 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

RETAIL & WHOLESALE 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

SERVICES (NONFINANCIAL) 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

TRANSPORTATION EQUIPMENT 1.0% 1.0% 1.0% 1.0% 1.0% 1.0% 1.0%

Note: A “–” indicates insufficient data to report the statistic. SAMPLE COUNTRY WORKFORCE CHANGES HIRING INTENTIONS FOR 2019 HIRING INTENTIONS FOR 2020

15% 30% 55% 15% 30% 55%

N=356 ADD STAFF REDUCE STAFF NO CHANGE N=352 ADD STAFF REDUCE STAFF NO CHANGE

HIRING INTENTIONS BY INDUSTRY

HIRING INTENTIONS FOR 2019 PROJECTED HIRING INTENTIONS FOR 2020 REDUCE REDUCE ADD STAFF NO CHANGE N= ADD STAFF NO CHANGE N= STAFF STAFF BANKING/FINANCIAL SERVICES 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 CHEMICALS 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 CONSUMER GOODS 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 ENERGY 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 HIGH TECH 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 INSURANCE/REINSURANCE 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 LIFE SCIENCES 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 LOGISTICS 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 MINING & METALS 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 OTHER MANUFACTURING 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 OTHER NONMANUFACTURING 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 RETAIL & WHOLESALE 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 SERVICES (NONFINANCIAL) 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 TRANSPORTATION EQUIPMENT 1.0% 1.0% 1.0% 100 1.0% 1.0% 1.0% 100 Note: A “–” indicates insufficient data to report SAMPLEthe statistic. COUNTRY WORKFORCE CHANGES

AVERAGE INCREASE/DECREASE IN AVERAGE INCREASE/DECREASE IN WORKFORCE BY INDUSTRY, 2018–2019 WORKFORCE BY INDUSTRY, 2019–2020

OVERALL

BANKING/FINANCIAL SERVICES

CHEMICALS

CONSUMER GOODS

ENERGY

HIGH TECH

INSURANCE/REINSURANCE

LIFE SCIENCES

LOGISTICS

MINING & METALS

OTHER MANUFACTURING

OTHER NONMANUFACTURING

RETAIL & WHOLESALE

SERVICES (NONFINANCIAL)

TRANSPORTATION EQUIPMENT

PERCENTAGE DECREASE AMONG COMPANIES REDUCING STAFF PERCENTAGE INCREASE AMONG COMPANIES INCREASING STAFF Note: Some industries may be blank due to insufficientSAMPLE data to report the statistic. COUNTRY DATA SOURCES

ECONOMIC DATA INDUSTRY DATA

SOURCE DATE INDUSTRY N=

MERCER'S LATIN AMERICA ECONOMIC TRENDS OCTOBER 2019 BANKING/FINANCIAL SERVICES 5

CHEMICALS 5

LABOR MARKET DATA CONSUMER GOODS 5

SOURCE DATE ENERGY 5

CALCULATIONS BASED ON ILO MODELED ESTIMATES, ILOSTAT EXTRACTED HIGH TECH 5 DATABASE OCTOBER 2019 INSURANCE/REINSURANCE 5

TURNOVER AND WORKFORCE CHANGE DATA LIFE SCIENCES 5

SOURCE N= DATE LOGISTICS 5 MERCER'S TOTAL REMUNERATION SURVEY, MINING & METALS 5 467 MAY 2019 2019 OTHER MANUFACTURING 5

OTHER NONMANUFACTURING 5

RETAIL & WHOLESALE 5

SERVICES (NONFINANCIAL) 5

TRANSPORTATION EQUIPMENT 5

Note: All industry data are sourced from Mercer's Total Remuneration Survey databases. SAMPLE ABOUT THIS REPORT SAMPLE ► ► ► ► ► ©2019 MERCER LLC. report: The following statistics are presented in this STATISTICS METHODOLOGY the data and alist of data sources, relevant equations, and currency conversion rates. Readers will also find aglossary of key terms. This section provides information on the methods of collecting, collating, and analyzing data for this publication. Below are notes on exceptions and exclusions in ABOUT THIS REPORT ► ► ► ► ► sample when ranked from low to high. is higher than 75% of all other data in the known as the median. sample when ranked from low to high. Also is higher than 50% of all other data in the sample when ranked from low to high. is higher than 25% of all other data in the ► ► question. or acheck box (select all that apply) style For example, asingle response question a defined number of options to choose from. that provided aresponse to aquestion with Prevalence: sample. Also known as the mean. by the number of data observations in the Average: 75 or P75 P50 or 50 25 or P25 ► ► 100%. sum of all responses will be greater than In rounding. all responses may not equal 100% due to In check box response single The sum of all data reported divided th th th Percentile: Percentile: Percentile: The percentage of companies response questions, the questions, the sum of The data point that The data point that SAMPLE The data point that ► ► ► ► “–” when minimum sample sizes are not met. have been “masked” by displaying an endash or that provide data to Mercer’s surveys, statistics To ensure the confidentiality of all companies MASKING DATA ► ► ► ► report the 25 the report A minimum data of five points are required to percentages. to report the average and prevalence A minimum of three data points are required provide the statistic. Endash or “–”: data for the statistic. N: The number of companies that reported th The sample is too small to , 50 , th 20 , and 75 and , th percentiles. ► ► ► TURNOVER DATA TURNOVER WORKFORCE TURNOVER AROUND THE WORLD — TEMPLATE ► ► ► masked. statistics, but the “overall” figure has been employee level may be large enough to report some instances where the sample size for an sizes may vary for each group, resulting in Therefore, turnover percentages and sample figure only, or employee level figures only. A company may have provided an overall as by employee or career level. entire employee population (overall), as well voluntary and involuntary turnover of their Companies provided percentages for for the previous calendar year (2018). Turnover percentages were collected in 2019

METHODOLOGY ► ► ©2019 MERCER LLC. ABOUT THIS REPORT in workforce. in number of employees, but still provide anegative percentage for the change Therefore, some markets may report there are no plans to decrease the workforce are related, some companies provided one set of data only. Although the information on hiring intentions and increase/decrease in WORKFORCE DATA CHANGE ► ► ► ► ► ► ► year, this year, and next year). calculated based the number of FTEs reported for three fiscal years (last Average Increase/Decrease in Workforce: decrease, or make no change to the size of their workforce. IntentionsHiring ► ► ► ► ► employees has an increase of 50%. that has 10 employees in amarket, and plans to add another five more significant impact on the data reported. For example, acompany Note that acompany with asmall number of employees may have a representative of the overall market change. The overall change includes both increases and decreases and is those companies planning areduction in their workforce. grow their workforce, and the percentage decrease reflects only The percentage increase reflects only those companies planning to sample. Extreme outliers within each country were removed from the data each company, and all data were averaged. The percentage change from one year to the next was calculated for SAMPLE: Companies indicated whether they planned to increase, The percentage change was 21 ► ► ► ► I DATA INDUSTRY ndustry super sector data are provided where available. ► ► ► ► size within some countries. There may be gaps in industry graphs and tables due to asmall sample found in the glossary. A breakdown of industries included within each super sector can be country set of pages. can be found on under Data Sources/Industry Data section of each The number of companies that provided industry data for each country large presence in the mining &metals industry sector. certain industries within amarket. For example, acountry may not have a Industry data gaps may also be indicative of the lack of prevalence of WORKFORCE TURNOVER AROUND THE WORLD — TEMPLATE

METHODOLOGY MEE TLET LL E Simple to use, quick to find, easy to digest content.

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