Offboarding Statistics 2024 – Everything You Need to Know

Steve Bennett
Business Formation Expert  |   Fact Checked by Editorial Team
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Are you looking to add Offboarding to your arsenal of tools? Maybe for your business or personal use only, whatever it is – it’s always a good idea to know more about the most important Offboarding statistics of 2024.

My team and I scanned the entire web and collected all the most useful Offboarding stats on this page. You don’t need to check any other resource on the web for any Offboarding statistics. All are here only 🙂

How much of an impact will Offboarding have on your day-to-day? or the day-to-day of your business? Should you invest in Offboarding? We will answer all your Offboarding related questions here.

Please read the page carefully and don’t miss any word. 🙂

Best Offboarding Statistics

☰ Use “CTRL+F” to quickly find statistics. There are total 69 Offboarding Statistics on this page 🙂

Offboarding Benefits Statistics

  • 33 percent of HR professionals and 38 percent of managers agree that already being familiar with the organization’s culture and having fewer training needs are the biggest benefits to hiring back former employees. [0]
  • 33 percent of HR professionals and 38 percent of managers agree that already being familiar with the organization’s culture and having fewer training needs are the most significant benefits of hiring back former employees. [1]
  • Businessolver is a benefits administration technology provider that includes this statistic on its website 63% of HR professionals do not have an offboarding strategy in place. [2]

Offboarding Latest Statistics

  • Improperly offboarding employees is a dangerous game to play, yet, according to TechRepublic, 48% of organizations said they are aware that former employees still have access to corporate networks. [3]
  • Further, 20% of organizations say they’ve experienced a data breach that’s linked to former employees. [3]
  • Half of IT leaders said that ex employees’ accounts remain active for longer than a day after their departure, 32% said it takes a week to deactivate an account, and 20% said it takes a month or more. [3]
  • Another 25% said they don’t know how long accounts remain active once the employee has left the company. [3]
  • TechRepublic also found that 70% of IT decision makers surveyed said it can take up to an hour to deprovision all of a single former employee’s corporate application accounts. [3]
  • Worse still, research suggests that only have a partially automated offboarding process, and only 5% have a fully automated employee exit procedure. [4]
  • 32% of organizations The offboarding definition can be described as a predefined process that is implemented to separate an employee from a. [4]
  • A report from Execu|Search found that 86 percent of professionals said they would change jobs if they were offered more opportunities for professional development. [0]
  • In today’s economy, where there are more job openings than job seekers, most of your new hires are part of the 86 percent who are willing to change jobs for greater professional development. [0]
  • A study from Software Advice found that more than 50 percent of job seekers checked a company’s job reviews on Glassdoor before applying for a job. [0]
  • What’s more, nearly 50 percent of those who checked online employer reviews. [0]
  • Consider these boomerang employee statistics from The Corporate Culture and Boomerang Employee Study by Workplace Trends 15 percent of employees have boomeranged back to a former employer. [0]
  • 40 percent of employees say they would consider boomeranging back to a company where they had previously worked. [0]
  • This includes 46 percent of millennials, 33 percent of Gen Xers, and 29 percent of baby boomers. [0]
  • 76 percent of HR professionals say they are more accepting of hiring boomerang employees today than in the past. [0]
  • 40 percent of HR professionals say their organization hired about half of their former employees who re applied for a job with them. [0]
  • 56 percent of HR professionals and 51 percent of managers say they give high or very high priority to boomerang job applicants who left in good standing. [0]
  • 40 percent of employees say they would consider boomeranging back to a company where they had previously worked. [1]
  • This data includes 46 percent of millennials, 33 percent of Gen Xers, and 29 percent of baby boomers. [1]
  • 76 percent of HR professionals say they are more accepting of hiring boomerang employees today than in the past. [1]
  • 40 percent of HR professionals say their organization hired about half of their former employees who re applied for a job with them. [1]
  • 56 percent of HR professionals and 51 percent of managers say they give high or very high priority to boomerang job applicants who left in good standing. [1]
  • 71% of organisations have no formal offboarding process, and 70% of organisations are only interested in dealing with resignations. [5]
  • 70% of intellectual property theft occurs within the 90 days before an employee’s resignation announcement. [6]
  • A survey by security firm Cyber Ark found that 88% of IT workers would take sensitive data with them if they were fired and 72% of CEOs in a Code42 report admit they’ve taken valuable intellectual property from a former employer. [6]
  • An Intermedia study found that 89% of employees were able to access sensitive corporate applications well after their departure. [6]
  • Despite these risks only 29% of organizations have a formal offboarding process. [6]
  • The 2019 Verizon Data Breach Investigations Report found that 71% of data breaches are motivated by money and only 25% of breaches are motivated by espionage or attempts to gain a strategic advantage. [6]
  • In fact, an Osterman Research study found that 89 percent of employees could still access sensitive corporate applications well after their departure. [7]
  • 2019 Verizon Data Breach Investigations Report found that 71 percent of data breaches are financially motivated, there are other motives, such as employees looking for an advantage against other applicants with a prospective employer. [7]
  • 40 percent of employees that have stolen corporate information admitted that they intend to use it in their new jobs. [7]
  • Pay careful attention around the 90 day period before an employee’s resignation announcement; it has been found that 70 percent of IP theft occurs around this time. [7]
  • A new survey of IT professionals shows that 66% of organizations experienced a ransomware attack in 2021, up from 37% in 2020, while ransom payments have increased. [7]
  • Average job tenure in the United States has shrunk to about 4.1 years, according to the Bureau of Labor Statistics, and employee turnover is on the rise. [8]
  • According to the report from PeoplePath and Cornell, companies with formal alumni programs are perceived more favorably by employees than other firms are; their Glassdoor ratings average 16% higher. [8]
  • A 2009 study done for the University of Twente found that while only 15% of companies surveyed had formal alumni networks, 67% had employees who organized informal alumni groups on their own. [8]
  • After a little more digging, you might find that this particular statistic has also been mentioned with the following quote “Only a little over one in three respondents say that their organization has a documented HR strategy.”. [2]
  • So the 63% is not about offboarding strategy, it’s about HR strategy in general. [2]
  • Only 29% of organizations have a formal offboarding process to transition employees out of an organization. [2]
  • According to the Pew Research Center, back in 2012 workers aged 55 and older had a median tenure longer than 10 years. [2]
  • According to a costof turnover study conducted by the Center for American Progress, for positions with compensation of $75,000 a year or less, the average cost to replace an employee is 20% of their annual salary. [2]
  • Senior and executivelevel as well as other highly paid positions have disproportionately high turnover costs, up to as much as 213% of the position’s salary. [2]
  • As much as 20% of turnover happens in the first 45 days of employment. [2]
  • More than 40% of workers leave a new job within 6 months of being hired. [2]
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  • A study found that 52% of surveyed job seekers go to social media or company websites when evaluating employer brands. [9]
  • A study found that 78% of HR professionals and employers believed that referrals identify the best candidates. [9]
  • Here’s a small sample Mercer’s 2018 turnover surveys found that the average turnover rate in U.S. companies last year was 22 percent; for Canadian companies, it was slightly lower, at 20 percent. [10]
  • In 2018, the Work Institute’s Retention Report predicted that about 42 million U.S. employees would leave their jobs that year. [10]
  • According to Intermedia SMB Rogue Access Study, 89% of employees were able to access sensitive corporate applications after they completed offboarding formalities. [11]
  • 72% of CEOs, in a recent survey, admitted that they have taken important intellectual property details, ideas, and sensitive data with them from their former employer. [11]
  • Around 50% of IT leaders, in a survey conducted by TechRepublic, said that the outgoing employee’s accounts remain active for longer than a day after they left the organization. [11]
  • For instance, GDPR fines can range up to 20 million euros or up to 4% of your global turnover. [12]
  • More than half of the employees surveyed by a Ponemon Institute study admitted to taking information from a former employer, and 40% admitted they intended to use it in a new job. [12]
  • According to IBM’s Cost of a Data Breach Report 2019, the average total cost of a data breach is $3.92 million. [12]
  • 89% of past employees in the US retain unnecessary access to Salesforce, QuickBooks, and other sensitive corporate apps. [13]
  • Knowing that 15% of employees will boomerang back to a former employer, use offboarding as a chance to keep the door open for the future. [13]
  • More than 70% of job seekers check a company’s reviews on Glassdoor before applying for a job, and nearly 50% check online employer reviews before any other job search activity. [13]
  • In fact, 41% of an employee’s reasons for leaving will change by the twoweek post departure mark, suggesting the importance of time to reflect. [13]
  • Data indicates that reasons for leaving change by 40% a third party is used, showing that interviews between employees and their superiors tend to dramatically alter the results of an exit interview. [13]
  • 41% of former employees report wanting opportunities to network. [13]
  • According to a 2016 Glassdoor U.S. site survey, 70% of job candidates look to company reviews before they make career decisions. [14]
  • Some best practices for ongoing alumni engagement include There are around118,000 corporate alumni LinkedIn groups, including98% of the Fortune 500s. [14]
  • According to one report they cite, a third of corporate alumni keep a relationship with their old employer, perhaps as a client or vendor, and 15 percent of new hires come from rehires or referrals from ex. [15]
  • According to the U.S. Bureau of Labor Statistics the annual average turnover rate was 44.5 percent. [16]
  • We are a six time best place to work in Maine recipient and our annualized turnover rate is around 15 percent. [16]

I know you want to use Offboarding Software, thus we made this list of best Offboarding Software. We also wrote about how to learn Offboarding Software and how to install Offboarding Software. Recently we wrote how to uninstall Offboarding Software for newbie users. Don’t forgot to check latest Offboarding statistics of 2024.


  1. bamboohr –
  2. employerscouncil –
  3. employeeoffboarding –
  4. jumpcloud –
  5. recruitee –
  6. hronboard –
  7. currentware –
  8. scmagazine –
  9. hbr –
  10. wiggli –
  11. td –
  12. bplogix –
  13. forbes –
  14. teamgather –
  15. saplinghr –
  16. associationsnow –
  17. achievers –

How Useful is Offboarding

First and foremost, it is essential to understand that offboarding serves a dual purpose: safeguarding companies and fostering goodwill among departing employees. This seemingly counterintuitive concept deserves scrutiny as it inherently possesses several benefits that can strengthen overall organizational dynamics.

Depending on the size and structure of an organization, offboarding may differ in execution, but its core objectives generally remain the same. Systematic offboarding allows for the smooth transition of responsibilities and knowledge transfer from a departing employee to their successor or team members. By ensuring continuity of workflow, organizations can avoid potential disruptions, delays, and loss of productivity. This process is particularly valuable when a key team member leaves, as their domain expertise necessitates a structured handover to minimize adverse effects on project timelines and performance.

Furthermore, a robust offboarding procedure affords a company the opportunity to protect its interests, information, and intellectual assets. Taking proactive measures during the exit process ensures the retrieval of company resources, such as laptops, access badges, and any confidential or sensitive documents in the possession of the departing employee. Moreover, offboarding protocols enable the immediate revocation of system accesses and account permissions, preventing unauthorized use or potential data breaches.

Beyond these practical considerations, organizations should comprehend the crucial significance of maintaining healthy relationships with departing employees. Every employee represents a human resource and an invested asset to a company’s success. Thus, acknowledging their contributions during offboarding demonstrates respect, empathy, and appreciation for their dedication. Thoughtfully conducted exit interviews or surveys can provide valuable insights into organizational shortcomings, facilitating continuous improvement and enhancing the employee experience for those who choose to remain with the company.

Furthermore, offboarding acts as a reflection of a company’s culture, leaving a lasting imprint on both exiting employees and their colleagues. Demonstrating care and support during this sensitive process fosters a positive employer reputation and cultivates a connected workforce. Departing employees are more likely to advocate for the company and maintain valuable connections, serving as potential brand ambassadors or boomerang hires. Similarly, remaining employees observing tailored, empathetic offboarding practices feel reassured of their rightful place in the company, further bolstering morale and loyalty.

Finally, offboarding holds significance not only for the employee leaving but for those remaining in the organization. The manner in which a company handles employee separation sets the tone for future relationships and motivations. Bypassing or mishandling offboarding may create discontent or anxiety for existing employees, ultimately impeding their productivity and engagement. Conversely, a thoughtful exit process leaves a positive impact, offering closure, fostering goodwill, and inspiring a sense of belonging within the organization.

As employers navigate the evolving dynamics of work environments, the importance of offboarding is increasingly recognized. Maximizing the utility of this comprehensive process safeguards business interests, maintains positive employee relations, and safeguards organizational and cultural cohesion. Emphasizing the significance and usefulness of leaving employment on a positive note allows organizations to build strong bonds with departing employees, laying a foundation for inspiring new opportunities, even after separation.

In Conclusion

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We tried our best to provide all the Offboarding statistics on this page. Please comment below and share your opinion if we missed any Offboarding statistics.

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