This paper explores the impact of a demand-driven training program on labor turnover at firm and worker level. Difference-in-difference estimates show that having a course approved is associated with higher turnover in the short run when considering participating workers. The effect dissipates in the third year, suggesting that it takes time for firms to adjust their labor stock after course demand. Duration model estimates find that workers who complete training have a reduced rate of separation from employer and suggest a longer job tenure. Workers that separate from their employer after completing the training find a new job at a quicker pace, but further research is needed to understand whether the job change is for a better job. © 2024 Universidade de Sao Paolo. All rights reserved.
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