How to Reduce Staff Turnover in Early Childhood Services
Staff turnover remains one of the biggest challenges in Early Childhood Education. Constantly recruiting, training, and onboarding new educators drains time, money, and energy from services. But with the right retention strategies, providers can build a loyal, stable workforce.
Why Turnover is High in 2025
- Rising demand for qualified staff.
- Burnout from workloads and compliance pressures.
- Competition across centres offering different pay and conditions. Many providers offering salaries above the Children’s Services Award
Career pathways should be clearly defined within your service. Think from Assistant to Early Childhood Teacher (ECT), Room Leader, then Centre Manager. This not only allows educators to envision a long-term future in your organisation but also significantly enhances staff retention and overall well-being. Equally important are strong wellbeing programs that provide mental health support, reasonable educator-to-child ratios, and flexible rostering, elements shown to combat burnout and reduce turnover, especially in emotionally demanding sectors like Early Childhood Education. Finally, building a recognition-rich culture where milestones are celebrated and genuine appreciation is shown can markedly decrease voluntary exits, with studies indicating organisations that foster recognition-rich environments see significantly lower turnover.
How Recruitment Plays a Role
Evidence from Australian research shows that retaining educators in Early Childhood Education and Care (ECEC) is critically linked to thoughtful hiring and strong onboarding practices. Annual turnover rates in the sector exceed 30%, and roughly a quarter of educators remain in their current roles for less than one year, underscoring the ongoing workforce strain. Hiring individuals who align with your service’s culture significantly reduces early exits. When educators feel a strong organisational fit, they are more motivated to stay.
Complementing this, a structured and supportive onboarding process, one that introduces new team members to your values, systems, and expectations, can greatly boost retention, saving the steep costs and disruption associated with frequent turnover. Insights from state and national workforce retention surveys also highlight that well-supported leaders, positive workplace culture, defined role expectations, and effective systems are key strategies for enhancing workforce stability. Together, these practices create an environment where educators feel both professionally and personally supported, making it far more likely they will choose longevity in your service instead of seeking opportunities elsewhere.
If your centre is struggling with high turnover, Anila Recruitment can help you attract the right candidates and set up long-term retention strategies.
FAQ’s
- What is the average turnover rate in childcare?
Studies conducted in Australia show that turnover in Early Childhood Education and Care (ECEC) typically runs at around 30% annually. This figure often refers to the proportion of educators leaving their roles within a 12-month period.
- How do I stop staff leaving within the first 12 months?
To reduce turnover in the first 12 months, focus on hiring for cultural fit as well as qualifications, ensuring new educators align with your service’s values and philosophy. A strong onboarding process that provides clarity, training, and mentorship sets staff up for long-term success. Establish clear career pathways early so educators can see opportunities for growth and progression. Prioritise wellbeing and work-life balance through flexible rostering, realistic ratios, and mental health support to combat burnout. Finally, create a culture of recognition and appreciation, celebrating contributions to help staff feel valued and motivated to stay.
- What incentives matter most to educators in 2025?
In 2025, the incentives that matter most to educators are centred on fair pay, stability, and professional growth. The federal government has rolled out a 15% phased wage increase, with educators receiving up to $155 more per week by the end of the year. States like Victoria are also offering targeted incentives of up to $9,000, plus relocation support to attract educators to high-demand areas. Professional development opportunities, including fee-free training and stronger support for placements, are highly valued as they provide career growth and recognition. Most importantly, educators are seeking respect, stability, and a sense of value, with long-term funding commitments helping to strengthen trust in the sector and reduce turnover.
References
https://www.acecqa.gov.au/sites/default/files/2021-02/AttractingAndRetainingStaff.pdf?utm_