1 in 5 early years educators leave every year

Staff turnover in early years settings isn’t just high — it’s chronic.

Each year, 18% – 20% of the early years workforce in England leaves the sector entirely. That’s one in five educators walking away from a profession that supports children at the most sensitive stage of development.

The reasons are familiar: low pay, limited progression opportunities, lack of recognition, burnout and more. But the impact is often overlooked.

When we lose a trusted educator, we don’t just lose skills — we disrupt children’s learning, staff teams, and family relationships. In a sector that relies on stability to build trust and attachment, churn comes at a heavy cost.

It does not have to be this way. In fact, in some countries it is not. Here are some examples:

• England (private providers): 18%-20%
• OECD average: ~13%
• Denmark: ~9%
• Germany: ~11%
• Finland: ~7%

What can we learn from other countries?

• Denmark: Offers paid sabbaticals and a national induction year with mentoring for new educators
• New Zealand: Invests in leadership pathways and pedagogical roles for experienced staff
• Germany: Introduced regional pay incentives to stabilise staffing in deprived areas

Stability isn’t a luxury — it’s the foundation of safe, high-quality early education.

Notes and sources

The primary source for the England 18% – 20% turnover rate is the Childcare and Early Years Workforce Survey, 2022.

More recent data can be found at:  https://explore-education-statistics.service.gov.uk/find-statistics/childcare-and-early-years-provider-survey/2024

There are differences between type of providers and across years. Here is a quick summary:

Provider type	2022	2023	2024
All group-based providers In this group: private provider have the highest turnover rate	18% 21%	19% 21%	16% 18%
All school-based providers	9%	8%	8%

International sources: OECD Starting Strong, 2017-2022 editions, national workforce reports

🇩🇰 Denmark

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🇳🇿 New Zealand

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🇩🇪 Germany

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🇫🇮 Finland