Public Sector Employees Signal High Intent to Leave Jobs

Managers should brace for a 27% turnover rate as burnout and harassment issues impact staff retention.

Updated on Oct. 21, 2026 in Employment

Bold flat-color editorial illustration of a monolithic municipal building facade, representing institutional labor turnover trends. — Nearly 27% of public sector employees intend to resign within the next year, citing high burnout and harassment as primary drivers. AI Illustration. Upload story photo >

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A national survey of nearly 5,000 public servants reveals that 27% of employees intend to leave their roles within the next year. The data highlights significant retention risks for government employers, with burnout and workplace harassment identified as key contributing factors.

Why it matters

The findings underscore a looming labor challenge for public sector operations, where high turnover rates threaten the continuity and quality of essential services. Employers must address high burnout and harassment levels to stabilize their workforce and mitigate recruitment costs.

The People Lab survey of nearly 5,000 public servants shows that 40% of employees report burnout symptoms, while 35% experienced harassment in the past year. These figures contrast with 60% of respondents who are satisfied or very satisfied with their current roles.

The players

The People Lab

A research initiative based at the Harvard Kennedy School that studies public sector workforce conditions and government operational efficiency.

The details

The study included approximately 320 state employees and over 4,400 local government workers. Researchers found that 22% of harassment reports stemmed from internal sources, while 17% originated from external interactions. The data highlights a distinct performance gap, with state-level employees reporting lower satisfaction and engagement levels than those working in city and county jurisdictions.

October 21, 2026: The People Lab released the survey results.
Past 12 months: Period for reported workplace harassment experience.
Next 12 months: Timeframe for reported employee intent to leave jobs.

Market Landscape

This research follows a consistent pattern of workforce analysis conducted by the Harvard Kennedy School to measure public sector institutional health. The findings update the baseline for understanding retention risks following recent spikes in government employment volatility.

Managers of public entities should monitor internal turnover metrics and harassment reporting protocols as potential lead indicators of future staff losses. Prioritizing staff engagement and safety is a necessary step to curb the projected 27% attrition rate for the coming year.

The takeaway

Public sector leaders should view the 40% burnout rate as an immediate signal to review workload management and support resources. Tracking internal versus external harassment reports is essential for identifying whether cultural or operational fixes are the priority.