It is an interesting conversation. Dear Perfect, Nothing can prevent an employers from getting into an agreement / contract / bond of one year. However, it would serve little purpose since bonded labor is not legally tenable in India and signing a bond is tantamount to acceeding (in spirit) to relationship involving bonded labor. There is a precedent set up in this regard way back in 1950's where some Thapar Industries lost a case in this regard. The judgement pointed out that a bond can only be among the equals. Status of an employer and that of an employee is not equal and hence such bonds have no legal validity. Hence, an employer cannot force an employee to stay associated with it for any period of time. So if an employer thinks that getting into bonds will solve the problem, then it may soon find itself on the wrong side of law. Now coming to attrition. We must accept the fact that nature of employer - employee relationship is fast changing. Now a days it can be best described as a relationship between 2 independent thinking adults. If employers can let an axe fall on employees due to downsizing, right - sizing, delayering, etc then they hardly have any moral right left to seek loyalty. I may sound a bit curt, but it is rightly said if an employer wants loyalty then it should better hire dogs. Now a days the employer should ensure that work, training, etc should be so designed that it enhances employability of an employee. On the other side, an employee must ensure that till the day he or she works for an organization, the delivery has to be at 100% efficiency and effectiveness as decided through pre-agreed KRAs. In this case, i truly belive that recruitment is no rocket science. The role of operational effectiveness & operational efficiency through the use of technology and advanced statistics is limited beyond a certain level of productivity. After this level it becomes more of a labour intensive operation. Hence, an employer of this sector must focus on achieving this target level and should avoid attempting to go beyond it. This should be supplemented with a strategy of ensuring that processes meet recruitment targets and not recruiters. Tinkering with compensations, career paths, etc may not serve much purpose when demand supply mismatch favors employees. To get better insight into real issues it would be great if data of exit interviews is captured and studied honestly. Another issue was raised regarding debarring an employee from joining competitors. Forget debarring an employee from joining competitors, an employer cannot even prevent an employee from taking along the clients to competitor. This has legal approval based on a recent judgement in NCR where some bank was cribbing and crying in courts for being at receiving end due to this scene.