Employee engagement and attrition (employees leaving an organisation) are important for human resource management because they affect organisational performance and workforce stability. This study examines how engagement and attrition have changed in India and what this means for HR practice. It uses secondary data from Gallup’s State of the Global Workplace reports (2012–2025), Aon’s Annual Salary Increase and Turnover Survey (2023–2025) and EY’s 2025 Work Reimagined Survey. A descriptive design was used, and the data were analysed using percentage-point differences and relative changes. Engagement in India rose from 9% in 2012 to a peak of 33% in 2022 and then fell to 23% in 2025, while the share of not-engaged employees rose to 59%. Between 2024 and 2025, manager engagement fell from 39% to 30%, and engagement of individual contributors fell from 24% to 19%. Between 2023 and 2025, attrition also fell, from 18.7% to 16.2%. Bonuses and flexible schedules were among the main priorities reported by employees and employers. The study suggests that engagement and attrition can move differently, so HR strategies should consider both. The findings are descriptive and do not prove cause and effect.

Ashvini Anil Chikate, Prof. Ketaki Kukde, "Changing Patterns of Employee Engagement and Workforce Attrition in India: A Secondary-Data Analysis, 2012–2025" International Journal of Scientific Research and Engineering Development, V9(5): Page(878-883) September - October 2026. ISSN: 2581-7175. www.ijsred.com. Published by Scientific and Academic Research Publishing.