One in four higher ed employees say they are likely or very likely to look for other jobs in the next year, according to the newly published CUPA-HR 2025 Higher Education Employee Retention Survey. Even as voluntary turnover rates have begun to decline from their 2022 peak, employee retention remains a challenge for U.S. colleges and universities.
Why Are Employees Looking for New Opportunities?
CUPA-HR’s survey respondents included a wide representation of employees — administrators, professionals and non-exempt staff — from higher ed institutions across the country. The survey asked about their likelihood of seeking other employment in the near future and their reasons for doing so.
Among the 3,791 higher ed employees surveyed, pay was the top-cited reason employees are looking for other jobs. Pay increases have stagnated in higher ed, with 43% of employees disagreeing that they are paid fairly — a ten-percentage-point increase from 2023.
There also continues to be a notable gap in satisfaction around flexible work. Sixty-one percent of higher ed employees prefer remote or hybrid work, but only 28% have such arrangements.
Heavy workloads are a defining feature of employment in higher ed. More than half of employees (51%) report working beyond full-time hours. Human resources is the area that reports the highest share (60%) of employees working beyond full-time.
What Can Higher Ed Do to Keep Employees?
Just as in 2023, job satisfaction/well-being continues to be the strongest predictor of retention. Although employees are most likely to say they’re looking for other opportunities to receive a pay increase, data show that a sense of belonging, feeling valued, being engaged and feeling one’s work has purpose are far more important than pay in predicting whether employees will look for other jobs.
Who is Considering a New Job?
Retention risks remain highest among employees under 45, men, employees of color and non-supervisors, who are more likely to consider leaving their current job. These groups are significantly more likely to look for other jobs, a trend that has stayed consistent since 2023.
What Findings Stand Out in 2025?
Job security has emerged as a critical retention challenge this year. More than one-quarter of employees who are likely to leave cited job security as a reason that they are considering other jobs.
Research staff seem especially concerned. More than one-third of employees in the area of research and sponsored programs/institutional research listed job security among their top three reasons for looking for a new job.
In 2025, one factor shot up to become the second largest predictor of retention after job satisfaction/well-being: confidence in leadership ethics/values. The greater confidence employees have in their leadership to represent and address the needs of employees from different backgrounds, as well as to respond ethically in a crisis, the less likely they will be to look for other employment.
What’s Working Well for Higher Ed Employees?
- Job satisfaction in higher ed is up. Two-thirds (66%) of higher ed employees strongly agree or agree that they are satisfied with their jobs, a 14% increase from 2023.
- Employees are open to staying in higher ed. Seventy-two percent of employees who indicated they were somewhat likely, likely or very likely to look for employment in the next year say they’re open to staying in higher ed, and nearly half are open to exploring other roles within their current institution.
- Supervisors are less likely to seek other employment when they feel supported. Supervisors who can advocate for their staff, allow flexible schedules and receive institutional backing and training are significantly less likely to consider leaving.
The CUPA-HR 2025 Higher Education Employee Retention Survey offers a model for retention that can help campus leaders make informed decisions and better direct resources toward the retention efforts that are most impactful.
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