Staff shortages in Life Sciences impact the continuity of your organization

Why talent scarcity is a structural business risk

The labor market is in motion. In the second quarter of 2025, 3,8% of all employees in the Netherlands changed jobs (source: CBS). That may seem limited at first glance, but on an annual basis it represents hundreds of thousands of professionals making a move. In sectors where specific knowledge, experience and certification are required, such as Life Sciences, this mobility is felt even more strongly.

For many organizations, the question is therefore not whether employees will leave, but how to safeguard continuity within their teams. This requires two things: retaining critical talent and being able to quickly attract new, reliable professionals when needed. Talentmark supports Life Sciences companies precisely in this area, acting as a strategic partner that helps shape both employee retention and sustainable talent inflow.

Vacancies remain open longer in a tight labor market

Over recent years, vacancies have become demonstrably harder to fill. According to CBS, the Netherlands has ranked among the most constrained labor markets in Europe for several years. In industry and highly specialized technical sectors, the number of open vacancies remains structurally high, while the available talent pool continues to shrink.

Life Sciences is a distinct category within this context. Processes are tightly regulated, roles require specific education and experience and organizations operate under strict standards for quality, safety and compliance. This makes workforce challenges more complex than in many other sectors. The situation is further intensified by labor market conditions. Nearly 45% of entrepreneurs in the pharmaceutical industry cite labor shortages as the main constraint on their business operations (source: CBS).

What does employee turnover mean for your organization?

Employee turnover affects organizations on multiple levels. Research shows that replacing an employee typically costs between 50% and 200% of the annual salary, depending on the role and level of seniority. These costs extend beyond recruitment alone and include productivity loss, knowledge transfer and increased pressure on remaining team members.

In Life Sciences, there is an added layer of complexity. An experienced operator, engineer or project manager in Life Sciences is difficult to replace because in-depth knowledge of regulated processes, quality systems and safety guidelines is essential. New hires must be onboarded, qualified and familiarized with complex workflows. In the meantime, the workload increases for colleagues who are already scarce, raising the risk of further attrition.

How high is turnover at other companies?

In Q2 of 2025, 3,8% of all employees in the Netherlands changed jobs, representing a slight increase compared to the previous year (source: CBS). This indicates that labor mobility remains high and that professionals continue to seek better conditions, content or work-life balance. For organizations, this means employee turnover is not incidental but a structural factor that must be taken into account.

Talentmark as a strategic partner in Life Sciences

Talentmark supports Life Sciences organizations by advising on employee retention, talent inflow strategies and long-term continuity. We have been working with companies in pharmaceuticals, biotech and related sectors for more than 50 years with over 30 references available upon request. Our strength lies in combining recruitment expertise with in-depth sector knowledge. This enables us to help organizations maintain control over their workforce, even in a structurally tight labor market. Would you like to learn more? Get in touch with us!