People
Attrition by tenure
During FY26, there was a decrease in the attrition of males in the 10+ years tenure and the 0-6 month cohorts, while attrition in the 2-10 years cohort increased. For females, there was a decrease in the 0-6 month cohort, offset by an increase in the 6 month-2 years cohort. A higher churn is generally experienced by those with lower tenure, while those with longer tenure (often in operational and regional locations) demonstrate less tendency to exit.
Calculated based on the total number of departures per FTE (full-time equivalent) over the full year. |
Attrition is a voluntary (employee initiated) exit, whereas turnover includes all exits. |
Includes fixed term, permanent full-time and permanent part-time employees on a FTE (full-time equivalent) basis. Excludes casuals, labour hire and contract workers. |
Percentages relate to the proportion of employees (by gender group) who voluntarily left the organisation during the period. |
In recognition of our employee demographic including gender diverse people within the workforce, our data systems allow employees to record their gender as male, female, another option or prefer not to answer. The above data does not include employees who have indicated that they identify outside the gender binary to protect their privacy. |
Data does not include 18 Southern Phone Company employees or 14 Ovo Energy Australia employees, as the payroll data systems used by these businesses is not fully integrated with AGL’s systems. Accordingly comparable data is not readily available. |
Employees from Energy360 (acquired during FY22) are included from FY25. |