Paras Health’s Fiscal 2026 attrition reached 60.38% overall

Paras Health reported overall employee attrition of 60.38% in Fiscal 2026, while nurses recorded the highest category rate at 81.82%. The company had 5,315 professionals as of June 30, 2026, including 1,937 nurses, making nurse retention material to staffing continuity across its hospital network.

Why did Paras Health’s Fiscal 2026 attrition reach 60.38%?

Paras Health’s Fiscal 2026 attrition reached 60.38% because exits among medical professionals, housekeeping staff and support staff remained high relative to average monthly headcount. Paras Health calculates attrition as the number of exiting employees divided by average monthly headcount, multiplied by 100. The calculation excludes people leaving its one-year apprenticeship programme but includes employees who left without formal notice.

The 60.38% rate was 6.36 percentage points below 66.74% in Fiscal 2025 and 4.89 percentage points below 65.27% in Fiscal 2024. The comparison shows that overall churn declined in Fiscal 2026, but exits were still equivalent to more than three-fifths of the average monthly headcount used in the calculation. Paras Health says no-notice departures were primarily linked to a shortage of skilled healthcare professionals and intense competition for talent in the healthcare sector.

Excluding employees who left without formal notice, Paras Health’s overall attrition rate was 37.17% in Fiscal 2026, versus 44.8% in Fiscal 2025 and 43.81% in Fiscal 2024. The 23.21-percentage-point gap between the reported Fiscal 2026 rate and this adjusted measure indicates that no-notice exits were a material part of the disclosed attrition figure. The company identifies its dependence on doctors, nurses, other healthcare professionals, housekeeping staff and support staff as an operational risk if it cannot reduce or manage attrition.

Which Paras Health employee category had the highest turnover?

Nurses had Paras Health’s highest Fiscal 2026 attrition rate at 81.82%, exceeding the 60.38% overall rate by 21.44 percentage points. The nursing rate rose from 73.72% in Fiscal 2025 and 72.37% in Fiscal 2024. Nurses were the only major disclosed employee category whose Fiscal 2026 attrition increased from the preceding fiscal year.

Doctors recorded Fiscal 2026 attrition of 49.28%, down from 61.24% in Fiscal 2025 and 56.41% in Fiscal 2024. Other healthcare professionals recorded attrition of 33.20%, compared with 50.53% and 58.41% in the previous two fiscal years. Paras Health defines other healthcare professionals as primarily technicians, radiographers, paramedical staff and professionals handling emergency services.

Housekeeping and support staff had attrition of 57.96% in Fiscal 2026, down from 69.16% in Fiscal 2025. Medical professionals as a combined group, comprising doctors, nurses and other healthcare professionals, recorded 61.24%, compared with 65.95% a year earlier. The aggregate improvement therefore occurred despite the 8.10-percentage-point increase in nurse attrition.

How did Paras Health’s workforce compare with its employee churn?

Paras Health had 5,315 professionals as of June 30, 2026, comprising 1,084 doctors, 1,937 nurses and 2,294 personnel in support and administrative functions. The 1,937 nurses represented 36.4% of that workforce. The company’s June 2026 workforce snapshot separates 659 support staff, 873 technical staff and 762 administrative staff within its non-doctor and non-nurse personnel.

The 5,315 workforce total differs from the 5,171 employees in the June 30, 2026 attrition presentation because the two disclosures use different category definitions. The attrition table excludes visiting doctors and separately covers medical professionals, housekeeping staff and support staff. The workforce table included 144 visiting doctors within the 1,084 doctors and also included administrative personnel, while the attrition table showed 940 doctors, 1,937 nurses, 873 other healthcare professionals and 1,421 housekeeping and support staff.

For the three months ended June 30, 2026, Paras Health reported total attrition of 12.01%, compared with 16.09% for the three months ended June 30, 2025. Nurse attrition was 15.81% in the June 2026 period, down from 23.02% a year earlier, while doctor attrition was 10.06% against 11.05%. Both quarterly-period figures are not annualised, so they are not directly comparable with the 60.38% rate for the full Fiscal 2026 year.

What is Paras Health doing to manage workforce turnover?

Paras Health has disclosed onboarding, training, recognition, incentive and internal-mobility measures, but it has not disclosed a target attrition rate or a timetable for achieving one. Its “New” programme includes digital onboarding, mentoring, structured induction and functional learning paths. The company also runs “Samvedna” service-excellence behavioural training, “Pulse Start – Know Your Clinician” for clinician-functional alignment, and “Lead to Excel” for managerial capability.

Paras Health’s other stated retention mechanisms include performance management, career-progression frameworks, objective key-performance-indicator incentive schemes and an internal job-posting framework. “Paras Ratna” is a digital recognition and reward programme with four levels: Emerging, Achiever, Champion and Legend. “Paras Milan” is a monthly employee-engagement initiative, and Paras Health says it reviews these measures periodically using employee feedback and business requirements.

Paras Health’s staffing plan for new hospitals is phased around commissioning, or the start of operations. Leadership and key clinical personnel are generally onboarded three to five months before commissioning, while nursing, paramedical, technician and support staff are generally recruited about two months before commissioning. Those periods may vary with project progress, regulatory approvals and local talent availability, making timely recruitment dependent on the availability of suitable personnel in each market.

Paras Health also says its multi-unit medical programmes are designed to reduce dependence on an individual doctor or clinical team. Its clinical services use multidisciplinary teams, clinical-governance frameworks, standard operating procedures and institutional protocols. This structure may limit concentration around an individual practitioner, but it does not change the disclosed Fiscal 2026 workforce attrition rates across the broader employee categories.

Conclusion

Paras Health’s 60.38% overall attrition rate in Fiscal 2026 was lower than the 66.74% reported in Fiscal 2025, but the improvement was uneven. Nurse attrition rose to 81.82%, while nurses accounted for 1,937 of the 5,315 professionals reported on June 30, 2026. The comparison identifies nursing as the main exception to the broader decline in reported turnover.

The next disclosed measures to watch are the non-annualised attrition rates for subsequent three-month periods, nurse headcount and recruitment outcomes before new-hospital commissioning. Paras Health plans to continue onboarding, training, recognition and career-progression programmes, but has not provided a numerical retention target. Whether the Fiscal 2026 improvement persists will depend on the company’s ability to manage competition for skilled healthcare professionals and no-notice departures.