Published July 7, 2026
Author: Sarah Smith Pharm.D., MBA, BCPS
Pharmacy Technician Turnover and the Hidden Cost
Pharmacy technician turnover is a challenge many pharmacy leaders are navigating across the country.
Healthcare systems across the United States are facing a persistent workforce crisis. Pharmacies are competing for a limited pool of trained technicians while simultaneously managing increasing prescription volumes, expanding clinical services, and growing patient expectations.
Losing a pharmacy technician does not just impact the immediate workflow, but the true cost extends beyond productivity. Together, high turnover and workforce shortages results in a vacant position being unfilled for longer periods. Unfilled positions mean decrease productivity, employee morale, patient safety, and organizational advancements.
A Workforce Challenge Affecting the Entire Profession
In recent workforce survey the scale of the issue was highlighted.
During a presentation shared at the 2024 ASHP Midyear Clinical Meetings, pharmacy technician turnover rates were reported as greater than 20% with vacancy rates as high as 40%.
This problem is not a one-off. In 2021 ASHP conducted a National Pharmacy Technician Workforce Survey that showed annual technician turnover rates between 21% to 30%. Of those who responded, nearly one in ten reported losing more than 41% of their technician workforce in a single year.
This problem is not isolated to hospitals, communities are facing similar challenges. The National Community Pharmacists Association’s 2022 survey found that more than 70% of community pharmacies struggled to fill open positions, with pharmacy technicians being the most difficult.
Workforce shortages continue to affect pharmacy operations nationwide.
The Financial Cost of Pharmacy Technician Turnover
Turnover creates expenses that are often underestimated.
During the 2024 ASHP Midyear Clinical Meeting, data was presented showing the cost to replace a single pharmacy technician can cost between $25,000 and $35,000. This cost takes into consideration recruitment, onboarding, training, lost productivity, and temporary staffing expenses.
For organizations experiencing multiple departures each year, those costs can add up quickly.
| Annual Technician Departures | Estimated Cost Per Departure | Annual Turnover Cost |
| 3 Technicians | $25,000-$35,000 | $75,000-$105,000 |
| 5 Technicians | $25,000-$35,000 | $125,000-$175,000 |
| 10 Technicians | $25,000-$35,000 | $250,000-$350,000 |
These estimates account for more than recruitment expenses. Every vacancy creates workflow disruptions that affect the entire pharmacy team.
The Hidden Operational Cost
When experienced technicians leave, organizations frequently experience:
Increased Overtime Cost
Employees still employed now have to do their responsibilities on top of the responsibilities of the person who left. This can result in overtime expenditures and increased labor costs.
Greater Pharmacist Workload
Tasks that are normally delegated to a pharmacy technician may now fall back on to the pharmacist workload. This results in reduced time for clinical services, patient counseling, medication therapy management, and other high acuity activities.
Longer Onboarding Periods
New hires often require extensive training before they reach full productivity. During this time highly trained technicians have to slow their pace to provide instruction. The result is effectively two people out of productive workflow at once. The end result, workflow efficiency decreased.
Increased Risk of Errors
Staffing shortages and inexperienced personnel can cause workflow bottlenecking, interruptions, and increase stress all of which are associated with medication safety concerns.
Team Burnout
If unaddressed quickly, it results in an endless cycle of staff burnout leading to additional departures and further staffing instability.
Why Technicians Leave
Understanding why technicians leave is essential to addressing the issue.
In a 2023 Drug Topics workforce analysis, several factors were identified as leading causes for technician turnover.
- Lack of pay and incentives (75%)
- Limited career advancement opportunities (72%)
- Heavy workload (71%)
- Staffing shortage (68%)
- Poor working conditions (61%)
These findings suggest that compensation is only part of the solution. Professional development, workplace support, and training opportunities also play important roles in retention.
These Challenges Are Not Going Away
Pharmacy Technician demand is expected to continue to grow.
The U.S. Bureau of Labor Statistics projects an increase of 6% between 2024 and 2034 in pharmacy technician employment. That is faster than the average for all occupations, with approximately 49,000 technician openings projected annually throughout the decade.
As demand increases, competition for qualified technicians is likely to intensify. Retention strategies are even more important for pharmacy organizations.
Training as a Retention Strategy
While no single initiative can completely eliminate turnover rate, organizations that invest in structured onboarding, competency development and ongoing professional growth may be better positioned to retain employees and reduce workforce disruptions.
Effective training programs help technicians:
- Build a foundation of skills
- Reach independence more quickly
- Feel supported during onboarding
- Understand expectations clearly
- Put patient centered care at the forefront of their actions
When employees feel prepared, valued, and invested in, they are more likely to remain engaged, perform at a higher level, and stay committed to their employer.
Looking Beyond the Vacancy
The true pharmacy technician turnover cost extends far beyond a single vacancy. It is a financial, operational, and patient-care challenge.
With turnover rates remaining high and workforce demands expected to grow, organizations must move beyond reactive hiring strategies and focus on long term retention efforts.
Investing in workforce development today may be one of the most effective ways to reduce turnover costs tomorrow.
About Pharmacy Essentials
Pharmacy Essentials is a hands-on pharmacy technician training company. Pharmacy Essentials provides structured, hands-on technician training built around employer workflows, with the goal of producing technicians who are ready to contribute from day one.
Our work sits at the intersection of two issues many pharmacy professionals care deeply about: the growing technician workforce shortage and patient safety.
Interested in learning how a standardized training curriculum can strengthen your workforce? Contact us to set up a meeting.
References
American Society of Health-System Pharmacists. Pharmacy Technician Workforce Survey (2021).
National Community Pharmacists Association. 2022 Community Pharmacy Survey.
Pharmacy Technician Certification Board. 2022 Technician Workforce Survey.
U.S. Bureau of Labor Statistics. Pharmacy Technicians Occupational Outlook (updated 2024).