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Voluntary Dismissals Grow 147% in Minas Gerais, Driven by Professional Mobility and Talent Retention Challenges.
The volume of voluntary dismissals has seen strong expansion in Minas Gerais over the past five years, reflecting deep changes in the job market.
Between 2020 and 2025, resignations requested by employees grew 147%, jumping from 385,000 to 951,000, according to data from the Ministry of Labor and Employment (MTE).
This movement occurs in the context of economic recovery post-pandemic, accelerated digitization, and the expansion of professional opportunities.
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In Dubai, rising tensions from the war in the Middle East are causing super-rich individuals to leave the Gulf and direct their fortunes to a new financial refuge in Asia.
As a result, workers have begun to exercise greater professional mobility, seeking better salaries, quality of life, and development prospects.
In Brazil, the trend followed the same direction.
Voluntary exits rose from 15.9 million in 2020 to 25.3 million in 2025, showing that the phenomenon is not isolated but part of a structural transformation in the relationships between companies and professionals.
Professional Mobility Gains Strength with Economic Recovery
According to the president of the Brazilian Association of Human Resources in Minas (ABRH-MG), David Braga, the increase in voluntary dismissals signals a significant change in workforce behavior.
“The increase in these dismissals reveals a silent yet profound shift in the dynamics of the market.
The economic recovery post-pandemic has reduced the fear of unemployment and increased professional mobility, encouraging workers to seek better conditions of compensation, development, and quality of life,” he states.
According to him, it is not just a matter of occasional dissatisfaction.
There is, therefore, a career repositioning strategy underway.
“Accelerated digitization and the emergence of new business models have expanded career opportunities, especially in the services and technology sectors, which have begun to compete for talent more intensively,” he explains.
Digitization and New Businesses Expand Talent Competition
Digital transformation appears as a central vector of this change in the job market.
Technology and services sectors have started to demand specific skills, raising salaries and benefits.
In line with Braga, the founder of People Leap, Giovanna Gregori, notes a change in the behavioral profile of professionals.
“The pandemic accelerated a revision of priorities: people began to value mental health, flexibility, and quality of life more than stability at any cost.”
Thus, conditions previously tolerated — such as low salaries, rigid schedules, and lack of purpose — have lost ground in career decisions.
Talent Retention Exposes Historical Fragilities of Companies
From a corporate perspective, the increase in voluntary dismissals has also laid bare structural management bottlenecks.
“Unattractive salary structures, limited career trajectories, and rigid models of work hours and leadership contribute to this scenario,” says Braga.
Moreover, the expanded access to market information has strengthened workers’ decision-making power, allowing them to compare offers more easily.
In this context, companies have begun to reconsider their talent retention strategies.
“Retention is no longer just an issue of compensation but reflects the quality of the everyday work experience,” he asserts.
Development programs, performance bonuses, and hybrid models have become recurring tools to reduce professional turnover.
Commerce, Services, and Construction Lead Dismissals in Minas Gerais
In sectoral terms, dismissals are concentrated in labor-intensive segments.
Commerce, services, and civil construction lead the absolute volume of voluntary dismissals in Minas Gerais, driven by the historically high turnover in these activities.
On the other hand, areas such as technology, engineering, and finance are experiencing significant exits for a different reason: a scarcity of qualified professionals and intense salary competition.
Companies Still React Slowly, Experts Assess
Despite the changes, some organizations still act reactively.
“It is common to try to solve the problem with a last-minute salary counteroffer, but this is usually an ineffective strategy, as when the decision to leave has already been made, salary is typically not the main cause,” justifies Giovanna Gregori.
This reinforces that talent retention requires a systemic approach, not just a financial one.
Voluntary Dismissals Are Expected to Remain High in the Medium Term
The outlook is for the phenomenon to continue, albeit without linear growth.
“In more dynamic markets, voluntary mobility is often interpreted as a sign of greater competition for talent and a more sophisticated alignment between professional expectations and job offers,” assesses Braga.
Gregori shares a similar view.
“We are not experiencing a one-time spike; it is a structural change in the relationship between worker and employer.”
According to her, professionals seek more than just compensation.
“Flexibility, the possibility of remote or hybrid work, leaderships with whom they make sense to connect, and healthier environments have become decisive. When a company only offers salary and ignores this set, it ultimately loses the talent competition,” she warns.
Scenario Depends on the Economic Cycle
Still, the movement may fluctuate according to the economic cycle.
“A slowdown in growth, an increase in unemployment, or macroeconomic instability tends to make the decision to resign more cautious,” concludes Braga.
Therefore, although professional mobility is on the rise, its intensity will remain conditioned by the economic environment.
Read more at: Voluntary Dismissals Grow 147% in Minas in Five Years
Chama-se de pleno emprego, agradeçam ao LULA, o cara trabalha muito, nunca fez uma motociata na vida.