The turnover rate among Certified Nursing Assistants (CNAs) in New York State decreased from 44.16% in 2024 to 42.34% in 2025. Good news, but let’s not jump for joy. That drop is still small; CNAs are still churning at alarmingly high rates.

In most industries, losing nearly half your workforce annually would be a sign of crisis. Unfortunately, the healthcare sector (especially nursing homes and care facilities) has become accustomed to high turnover. If you aggressively work to combat churn, you can put yourself miles ahead of the competition: first as an employer, then as a care provider.

Key Takeaways

• CNA turnover remains high, with over 42% of the workforce leaving annually. This is a slight improvement from last year, but still a major challenge for healthcare facilities.
• High turnover has cascading effects, leading to reduced care quality, increased operational costs, and unstable care teams that impact residents and healthcare outcomes.
• Retention starts with flexibility and support. Strategies like self-scheduling, wellness initiatives, and temp-to-hire staffing partnerships can help stabilize your CNA workforce while supporting long-term growth.

What Are Certified Nursing Assistants (CNAs)?

Certified Nursing Assistants (CNAs) are healthcare workers who provide direct, hands-on care to residents in long-term care facilities. Typically, they work under the supervision of nurses and assist residents with basic daily activities, monitor and record vital signs, and maintain a clean and safe environment.

CNAs play a critical role in the broader healthcare ecosystem:

• Providing basic patient care, especially for elderly, disabled, or recovering residents in nursing homes, hospitals, and long-term care facilities
• Supporting nursing staff so they can focus on providing more advanced medical care
• Operating as patient advocates and early warning systems for changes in patient condition
• Influencing care environment quality, patient satisfaction, and operational success of local healthcare facilities

Are CNAs Turning Over at High Rates?

Yes, CNAs are turning over at high rates. Although the current figure of over 42% is lower than previous years, it still represents nearly half the overall workforce. In fact, CNAs continue to experience the highest turnover of any nursing home role, well above RNs, LPNs, or other healthcare staff in the region.

What Are the Biggest Risks of High CNA Turnover Rates?

CNA turnover is more than just a staffing headache. Its ripple effects can have a profound impact on residents, care teams, and communities. Here are some of the more tangible problems these workforce gaps can cause.

Reduced Quality of Care

High CNA turnover disrupts the continuity of care that residents rely on every day. Frequent changes in caregivers disrupt residents’ routines, causing frustration and a lack of trust. This, in turn, impacts the efficacy of the facility, and could lead to more deficiencies cited, lower quality ratings, and even increased rehospitalizations.

Increased Costs

Turnover is expensive. Every time a CNA leaves, care facilities absorb costs for advertising, recruiting, onboarding, and training replacements. Many also lean on overtime or temporary coverage to fill immediate gaps, which stretches budgets even further. Instead of investing resources into care improvements or retention programs, organizations are forced to divert funds toward the constant cycle of replacing staff, which compounds long-term financial strain.

Workforce Instability

Frequent CNA turnover creates a ripple effect that unsettles entire care teams. Remaining staff often shoulder heavier workloads, which leads to burnout and lower morale. Over time, this cycle of instability makes it harder to build a reliable, engaged workforce, fueling further turnover and creating a vicious cycle.

Community-Level Risks

The effects of CNA turnover extend far beyond individual facilities. High attrition disrupts the larger healthcare system and puts vulnerable populations at risk:

• Declining access to care as fewer CNAs lead to reduced caregiving capacity, limiting availability for elderly and disabled residents
• Worsened patient outcomes as high turnover reduces staff familiarity with residents, creating fertile ground for mistakes
• Strain on healthcare resources due to increased hospital admissions and emergency visits, which can increase attrition
• Workforce sustainability challenges as persistent turnover threatens the long-term stability of the direct care workforce, undermining the infrastructure needed to support an aging population

What Are the Biggest Reasons for Widespread CNA Turnover?

CNA turnover remains persistently high because of a mix of workload pressures, compensation concerns, and workplace challenges. Key drivers in 2025 include:

• Heavy patient loads, which make it difficult to provide quality care, fueling stress and dissatisfaction
• Low wages averaging just over $20 per hour which leave many CNAs seeking higher-paying per diem or alternative roles
• Limited work-life balance due to rigid shift structures.
• Limited respect for CNA careers, especially compared with other nurses and healthcare professionals
• Impact of RN Shortages; with fewer registered nurses available, CNAs often take on added responsibilities, which contributes to increased burnout
• Inconsistent schedules and frequent team changes disrupt routines and reduce cohesion, leading to higher turnover.

Tips & Suggestions for Retaining CNAs

For smaller nursing homes and care facilities with limited resources, retention can feel like an uphill battle. But even small changes in scheduling, culture, and support can make a measurable difference. Pursuing these internal efforts with the right staffing partner in your corner helps to ease immediate pressure while investing in long-term workforce stability.

Flexible Scheduling

CNA burnout often stems from rigid shifts and heavy caseloads. Facilities that adopt self-scheduling or rotating shift options give staff greater control over work-life balance. Ethan Allen’s flexible staffing coverage allows you to experiment with scheduling changes without jeopardizing resident care.

Fostering a Supportive Environment

Recognition doesn’t always require big budgets. Public appreciation, mentorship programs, or employee spotlights can go a long way. When CNAs feel valued, engagement rises.

Career Growth & Stability

CNAs want pathways forward. Whether through certifications, training, or temp-to-hire roles, offering growth opportunities improves retention. Adopting a temp-to-hire model can help you evaluate fit before extending permanent offers. In the end, this can create stronger, more stable teams.

Mental Health and Wellness

Small investments in wellness (like peer support groups or short recovery breaks) pay dividends in boosting staff satisfaction. Partnering with a staffing provider also helps relieve workload pressure, giving CNAs breathing room to recharge.

Strengthening Onboarding

A thoughtful onboarding process sets the tone for long-term engagement. Mentorship pairings and structured training improve retention from day one. Choosing a workforce partner with on-site workforce management services can be invaluable for facilities with high-volume needs and ensure new staff are integrated smoothly.

How Ethan Allen Helps Fight CNA Turnover

At Ethan Allen Workforce Solutions, we don’t just react to staffing crises. We help healthcare providers proactively navigate these crises, turning them into opportunities for growth. Whether you’re filling one critical CNA role or reshaping your entire care team, we provide flexible staffing options, retention-conscious placements, and the personalized support Hudson Valley facilities have trusted for over 50 years.

Build a stronger, more sustainable workforce. Contact Ethan Allen Workforce Solutions today.