Employee turnover has always been a costly challenge for businesses, but in today’s competitive job market, the stakes are higher than ever. High attrition not only disrupts productivity but also impacts morale, customer relationships, and long-term strategic goals. This is why organizations are increasingly turning to employee attrition prediction software—intelligent tools that use data analytics and AI to identify employees who may be at risk of leaving.

Unlike traditional HR reporting, these platforms go beyond historical data to provide predictive insights, uncover root causes, and recommend targeted retention strategies. From analyzing performance metrics and engagement surveys to tracking compensation competitiveness and career mobility, these tools empower HR leaders to act before it’s too late. Whether you’re a fast-growing startup or a global enterprise, the right software can mean the difference between reactive damage control and proactive talent management.

Below, we explore the 10 best employee attrition prediction software options for 2025—detailing their strengths, ideal use cases, and what sets them apart.

1. ADP DataCloud (Turnover Probability Explorer)

Why it’s unique:
ADP leverages its massive payroll dataset to deliver powerful benchmarking. The Turnover Probability Explorer identifies future hotspots and compares them to industry peers, enabling HR teams to prioritize high-impact interventions.

Best for:
Companies already using ADP for payroll and seeking predictive insights without separate integrations.

Standout feature:
Peer benchmarking that adds valuable context to internal turnover patterns.

2. Visier People (Retention & Exit Risk)

Why it’s a leader:
Visier specializes in answering workforce questions quickly and effectively. Its retention and exit risk capabilities help HR teams understand not just who is at risk but why—pinpointing drivers like compensation imbalances, limited career mobility, or managerial changes. Prebuilt storyboards make it easy for leaders to explore trends, compare benchmarks, and track interventions.

Best for:
Mid-market to enterprise organizations that want a fast, out-of-the-box people analytics solution with deep retention insights.

Standout feature:
Executive-ready visuals that tie risk hotspots directly to cost implications and workforce planning.

3. Workday Peakon Employee Voice

Why it’s a leader:
Peakon continuously gathers employee feedback and applies machine learning to predict attrition risk across departments, demographics, and locations. It connects insights to action plans that managers can implement immediately, closing the loop between analysis and impact.

Best for:
Organizations already using Workday or those wanting a continuous listening program that leaders will actively engage with.

Standout feature:
Action libraries tied to the top drivers of turnover, helping managers move from awareness to measurable change.

4. Workday HCM (Retention Risk Analysis)

Why it’s effective:
For companies running Workday HCM without Peakon, the built-in Retention Risk Analysis app offers valuable predictive modeling using core HR data. It highlights employees likely to leave, factors influencing their risk, and the potential business cost.

Best for:
Workday HCM customers seeking attrition insights without adding another platform.

Standout feature:
Native integration with core HR data for accurate, context-rich risk assessments.

5. SAP SuccessFactors (Predicted Turnover / People Analytics)

Why it’s strong:
SuccessFactors embeds attrition prediction directly into its talent management ecosystem. HR teams can identify employees at risk, compare salaries to market benchmarks, and visualize career pathways to improve retention.

Best for:
Global organizations using SAP SuccessFactors for HCM and talent processes.

Standout feature:
Integration with compensation, performance, and learning modules to address turnover risks holistically.

6. Oracle Fusion HCM Analytics

Why it’s robust:
Oracle’s HCM Analytics uses Adaptive Intelligence to predict attrition trends and reveal underlying causes. Its dashboards give HR leaders a unified view of retention metrics alongside skills, mobility, and diversity analytics.

Best for:
Enterprises running on Oracle Cloud HCM looking for a packaged, governance-friendly analytics solution.

Standout feature:
Comprehensive, prebuilt dashboards that connect attrition risk to broader workforce strategies.

7. UKG Pro (People Analytics / Workforce Intelligence)

Why it’s practical:
UKG Pro offers people analytics that integrate culture, burnout risk, pay equity, and retention indicators. It provides actionable guidance that managers can use without needing deep analytical skills.

Best for:
Organizations consolidating payroll, HR, and workforce management under UKG.

Standout feature:
Manager-focused recommendations that make predictive analytics actionable at the team level.

8. Qualtrics XM for Employee Experience

Why it’s impactful:
Qualtrics combines listening tools with predictive analytics to flag attrition risks and suggest retention actions. It’s especially valuable for organizations with mature feedback programs seeking deeper insights into employee behavior.

Best for:
Enterprises committed to continuous listening and employee experience management.

Standout feature:
AI-generated summaries that make complex feedback easy to interpret and act upon.

9. Microsoft Viva Glint

Why it’s compelling:
As part of Microsoft Viva, Glint integrates seamlessly into the Microsoft 365 environment. It delivers an Attrition Risk Index, automated alerts, and AI-driven insights that managers can access without leaving their workflow tools.

Best for:
Organizations heavily invested in Microsoft 365 and Teams.

Standout feature:
Real-time alerts embedded in collaboration platforms for immediate visibility.

10. Culture Amp (Retention Insights & Exit Risk)

Why it’s relevant:
Culture Amp ties engagement data with HRIS information to reveal retention risks and their root causes. The platform emphasizes transparency and practical solutions for managers.

Best for:
Companies prioritizing a modern engagement program linked to measurable retention outcomes.

Standout feature:
Clear, narrative-driven reports that show both risk and the reason behind it.

How to Choose the Right Attrition Prediction Platform

When evaluating software, focus on:

• Integration with your HRIS: Saves time and ensures data accuracy.
• Explainability: Models should show why an employee is at risk.
• Prescriptive Actions: Look for built-in playbooks and action tracking.
• Benchmarking: Adds context to internal metrics.
• Multi-level Views: Both individual and group-level insights are essential.
• Governance & Ethics: Ensure privacy protections and bias checks.

Implementation Tips for Success

• Define KPIs Early: Know what success looks like—e.g., reducing regrettable attrition by 20% in a year.
• Pilot First: Start with high-turnover areas and compare results against control groups.
• Equip Managers: Provide training on interpreting and acting on insights.
• Close the Loop: Use findings in compensation, promotions, and mobility planning.
• Communicate Transparently: Share aggregated results with employees to build trust.

Comparison Snapshot

Platform	Best For	Standout Feature
Visier People	Multi-system enterprises	Storyboards & benchmarks
Workday Peakon	Workday EX leaders	Action-linked predictions
Workday HCM	Workday HRIS users	Native retention insights
SAP SuccessFactors	SAP global users	Integrated career & comp data
Oracle Fusion HCM	Oracle HCM enterprises	Prebuilt analytics
UKG Pro	UKG HR/WFM users	Manager-friendly guidance
ADP DataCloud	ADP payroll users	Peer benchmarking
Qualtrics XM	Listening-first teams	AI summaries & prescriptions
Microsoft Viva Glint	M365 companies	In-workflow alerts
Culture Amp	Modern EX programs	Risk + reason narratives

FAQs

1. How accurate are these tools?

Accuracy depends on data quality and breadth—more diverse, up-to-date datasets usually lead to better predictions.

2. Do I need a lot of data to start?

At minimum, you’ll need HRIS data (demographics, tenure, comp) and turnover history. Adding engagement, mobility, and performance data improves results.

3. How quickly will I see results?

Tactical wins can appear within 3–6 months; cultural and structural improvements take longer.

4. What are the main risks?

Misuse of data, bias in models, and lack of follow-through on actions are the biggest risks.

5. Can this replace stay interviews?

No—software complements human conversations. Use predictions to guide and prioritize those discussions.

Final Thoughts

Employee attrition prediction software is no longer a futuristic concept—it’s a competitive necessity. The right platform doesn’t just flag who might leave; it empowers managers and HR leaders to understand why and take meaningful action. Whether you choose a specialist tool like Visier, an integrated module within your HCM suite, or a listening platform with predictive layers, the goal is the same: turn insight into retention.