The drain of $ 100,000/year: how employee billing is costing large companies in 2025
Carrera Escalators / June 16, 2025
As the 2025 midpoint approaches, many companies not only focus on hiring, but also prepare for a possible increase in employee billing.
According to a recent survey of the Survey of Express-Harris employment professionals, almost 2 out of 5 US hiring managers.
Although more than half (51%) believe that billing is constant, the growing concern is already affecting the company’s budgets. On average, billing costs companies $ 36,723 Annually in expenses such as hiring and losing productivity. For 1 in 5 hiring managers (20%), that number rises to $ 100,000 or more every year.
The financial burning of rotation is especially pronounced in larger organizations. Among those that report the annual billing costs of $ 100,000 Or more:
- 34% – companies with 500 or more employees
- 17% – 100 to 499 employees
- 14% – 50 to 99 employees
- 3% – 10 to 49 employees
- 2%: less than 10 employees
Among those who anticipate greater turnover, the most commonly ceded reasons include:
- Better salaries and benefits offered elsewhere (34%)
- Employees voluntarily renounce (32%)
- Increased demands in the workplace (29%)
- Employee retreats (26%)
- Cultures of more attractive companies in other places (24%)
- Feelings of being exaggerated (24%)
- A competitive labor market (23%)
- Race changes (22%)
- Better benefits or opportunities for progress in other places (22%)
- Lack of flexible schedules (21%)
- Lack of remote work options (19%)
Despite the thesis challenges, hiring remains a priority. A solid majority (88%) or hiring managers say that their companies still plan to hire in 2025, which is in line with last year’s figures. Among which 45% are hiring to increase their general account, while 34% aim to maintain current personnel levels.
In particular, 43% of those who plan to hire, say that the need to replace employees lost by billing is a key driver to be their hiring plans.
“Employee billing is not just a personnel problem, it is financial,” said the CEO of Express Bob Funk, Jr. “Companies that must remain competitive must be intentional about retention. Which means that building a workplace where people see long -term value, not only in compensation, but in leadership, leadership clarity and the opportunity to contribute significantly.”
Survey methodology
The work information survey was carried out online USA By Harris’s survey on behalf of express employment professionals November 11 to 26, 2024Between 1,001 hiring decision makers.
