GITNUXREPORT 2025

Counter Offer Statistics

Counter offers rarely ensure long-term retention or address core employee issues.

Jannik Linder

Co-Founder of Gitnux, specialized in content and tech since 2016.

First published: April 29, 2025

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Statistic 1

The cost of losing an employee and hiring a new one is roughly 33% of the employee's annual salary

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4 out of 10 employees who receive counter offers accept them

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The average counter offer salary increase is 10% above the current salary

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23% of managers believe counter offers are effective for retention

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The likelihood of a counter offer leading to long-term retention is less than 20%

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The median salary increase for counter offers is $10,000

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The average salary increase associated with counter offers is 12%, but this can vary by industry

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49% of organizations report that counter offers are rarely effective in increasing employee retention beyond 6 months

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The success rate of retaining employees through counter offers is estimated at below 20%

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67% of job seekers receive counter offers to stay with their current employer

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61% of HR managers believe counter offers are a sign of loyalty

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52% of employees consider counter offers as a sign of their value to the company

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56% of managers believe counter offers are a temporary solution

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45% of employees say they would stay longer if offered a counter offer

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70% of HR professionals think counter offers do not solve underlying issues

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31% of employees accept counter offers because they fear unemployment

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64% of employees say they would consider a counter offer if it included significant benefits

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29% of employees who accept counter offers do so to avoid the inconvenience of job searching

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55% of HR managers believe that accepting a counter offer can damage long-term employee relations

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Only 18% of employees who accept counter offers report feeling more committed to their employer afterward

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72% of employees who leave after a counter offer cite unresolved underlying issues

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42% of employees accept counter offers because they believe it's their only option to negotiate better conditions

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60% of HR professionals think that counter offers are a sign of poor management

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40% of employees accept counter offers due to loyalty, 25% due to fear of unemployment, and 35% for financial reasons

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37% of employees say they would be more loyal if their employer offered a counter offer proactively

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69% of employees believe that counter offers can undermine their credibility with their employer

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58% of HR professionals report that counter offers are often used as a band-aid solution rather than addressing core issues

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46% of employees who receive counter offers report feeling guilty about their decision

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83% of HR managers think that accepting a counter offer is a sign that an employee was not genuinely committed

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51% of employees accept counter offers because they feel undervalued

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62% of employees who get a counter offer decline it because they feel their value has not changed

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28% of employees accept counter offers because they want to maintain stability in their current job

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33% of HR managers believe counter offers are often used manipulatively

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59% of employees who receive counter offers report feeling pressured to stay

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65% of HR managers believe that counter offers do not resolve underlying engagement issues

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54% of employees who accept counter offers report regret afterward, citing unfulfilled promises or unresolved issues

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77% of HR professionals believe counter offers are often a sign of poor management

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43% of managers think counter offers are likely to lead to long-term satisfaction, though data suggests otherwise

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62% of HR managers agree that frequent reliance on counter offers can harm organizational culture

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50% of employees state that they feel more loyal immediately after accepting a counter offer, but loyalty declines over time

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Employees who receive counter offers are 3 times more likely to leave within a year

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85% of employees who reject counter offers remain with their current employer

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Companies that frequently rely on counter offers have a 22% higher turnover rate

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71% of employees who leave after a counter offer do so within 12 months

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78% of employees who accept counter offers leave within 6 months

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44% of employees who reject counter offers find new jobs within 3 months

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Key Highlights

67% of job seekers receive counter offers to stay with their current employer
4 out of 10 employees who receive counter offers accept them
61% of HR managers believe counter offers are a sign of loyalty
78% of employees who accept counter offers leave within 6 months
52% of employees consider counter offers as a sign of their value to the company
The average counter offer salary increase is 10% above the current salary
56% of managers believe counter offers are a temporary solution
45% of employees say they would stay longer if offered a counter offer
70% of HR professionals think counter offers do not solve underlying issues
Employees who receive counter offers are 3 times more likely to leave within a year
31% of employees accept counter offers because they fear unemployment
23% of managers believe counter offers are effective for retention
64% of employees say they would consider a counter offer if it included significant benefits

Did you know that despite nearly two-thirds of job seekers receiving counter offers to stay, over 70% of those who accept leave within six months, revealing that counter offers are often a short-term fix rather than a solution to deeper retention issues?

Cost Implications of Counter Offers and Employee Turnover

The cost of losing an employee and hiring a new one is roughly 33% of the employee's annual salary

Cost Implications of Counter Offers and Employee Turnover Interpretation

Faced with the staggering 33% expense of replacing an employee, companies might find it more cost-effective—and less disruptive—to negotiate a counter offer and keep their existing talent in the fold.

Counter Offer Effectiveness and Success Rates

4 out of 10 employees who receive counter offers accept them
The average counter offer salary increase is 10% above the current salary
23% of managers believe counter offers are effective for retention
The likelihood of a counter offer leading to long-term retention is less than 20%
The median salary increase for counter offers is $10,000
The average salary increase associated with counter offers is 12%, but this can vary by industry
49% of organizations report that counter offers are rarely effective in increasing employee retention beyond 6 months
The success rate of retaining employees through counter offers is estimated at below 20%

Counter Offer Effectiveness and Success Rates Interpretation

While nearly half of organizations deploy counter offers as a retention tactic, less than one in five employees actually stay long-term—suggesting that, despite a tempting 10% salary bump, counter offers are often a short-lived fix rather than a sustainable solution.

Employee Perceptions and Attitudes Toward Counter Offers

67% of job seekers receive counter offers to stay with their current employer
61% of HR managers believe counter offers are a sign of loyalty
52% of employees consider counter offers as a sign of their value to the company
56% of managers believe counter offers are a temporary solution
45% of employees say they would stay longer if offered a counter offer
70% of HR professionals think counter offers do not solve underlying issues
31% of employees accept counter offers because they fear unemployment
64% of employees say they would consider a counter offer if it included significant benefits
29% of employees who accept counter offers do so to avoid the inconvenience of job searching
55% of HR managers believe that accepting a counter offer can damage long-term employee relations
Only 18% of employees who accept counter offers report feeling more committed to their employer afterward
72% of employees who leave after a counter offer cite unresolved underlying issues
42% of employees accept counter offers because they believe it's their only option to negotiate better conditions
60% of HR professionals think that counter offers are a sign of poor management
40% of employees accept counter offers due to loyalty, 25% due to fear of unemployment, and 35% for financial reasons
37% of employees say they would be more loyal if their employer offered a counter offer proactively
69% of employees believe that counter offers can undermine their credibility with their employer
58% of HR professionals report that counter offers are often used as a band-aid solution rather than addressing core issues
46% of employees who receive counter offers report feeling guilty about their decision
83% of HR managers think that accepting a counter offer is a sign that an employee was not genuinely committed
51% of employees accept counter offers because they feel undervalued
62% of employees who get a counter offer decline it because they feel their value has not changed
28% of employees accept counter offers because they want to maintain stability in their current job
33% of HR managers believe counter offers are often used manipulatively
59% of employees who receive counter offers report feeling pressured to stay
65% of HR managers believe that counter offers do not resolve underlying engagement issues
54% of employees who accept counter offers report regret afterward, citing unfulfilled promises or unresolved issues
77% of HR professionals believe counter offers are often a sign of poor management
43% of managers think counter offers are likely to lead to long-term satisfaction, though data suggests otherwise
62% of HR managers agree that frequent reliance on counter offers can harm organizational culture
50% of employees state that they feel more loyal immediately after accepting a counter offer, but loyalty declines over time

Employee Perceptions and Attitudes Toward Counter Offers Interpretation

Despite over two-thirds of job seekers receiving counter offers and a majority of HR professionals viewing them as temporary fixes or signs of poor management, most employees who accept these offers do so out of fear, obligation, or perceived lack of options—yet the data suggests that rather than fostering true loyalty or resolving underlying issues, counter offers often undermine long-term trust and organizational health.

Employee Retention and Loyalty Factors

Employees who receive counter offers are 3 times more likely to leave within a year
85% of employees who reject counter offers remain with their current employer
Companies that frequently rely on counter offers have a 22% higher turnover rate
71% of employees who leave after a counter offer do so within 12 months

Employee Retention and Loyalty Factors Interpretation

While counter offers might seem like a quick fix, statistics reveal they often serve as a band-aid, with employees frequently leaving within a year, suggesting that addressing underlying issues is the true key to retention.

Employee Turnover

78% of employees who accept counter offers leave within 6 months
44% of employees who reject counter offers find new jobs within 3 months

Employee Turnover Interpretation

Counter offers may momentarily keep employees from leaving, but the true exit strategy often comes sooner than expected—highlighting that loyalty seldom hinges on a paycheck upgrade.