Funeral service staff perform a job that requires high professionalism and ethical standards to support the bereaved during their final farewell, yet it is one of the professions with a high turnover rate. The biggest factors are the disruption to life caused by the need for 24/7 emergency response and the immense mental and emotional strain arising from duties concerning the dignity of human life. Furthermore, the combination of long hours committed to ensuring a smooth ceremony and a wage level that does not match the uniqueness of the work results in a structure that severely exhausts the mind and body.
This article provides a detailed explanation of the factors leading to the high turnover rate in this profession, examining them from four perspectives: working conditions, compensation/benefits, workload, and career development.
Turnover Rates in the Living-related Service and Entertainment Industries (Reference Data)
| Category | Living-related Service and Entertainment Turnover Rate | Average Turnover Rate Across All Industries |
| Annual Turnover Rate | 20.1% (2022) | 15.0% (2022) |
| Turnover Rate within 3 Years (New University Graduates) | 46.5% (March 2022 Graduates) | 33.8% (March 2022 Graduates) |
| Turnover Rate within 3 Years (New High School Graduates) | 52.2% (March 2022 Graduates) | 37.9% (March 2022 Graduates) |
1. The Issue of Working Hours (24/7 On-Call System)
Due to the need to respond to the urgency and the schedules of the deceased and their families, working hours are often extremely irregular and long.
24/7 On-Call and Emergency Response:
- Unpredictability: Since death occurs at unexpected times, staff must be prepared for emergency calls and deployments even during the night and on holidays. This makes securing private time difficult and disrupts life rhythms.
Long Time Commitment and Irregular Breaks:
- Extended Commitment Per Ceremony: A funeral proceeds over several days—from consultation to the wake, funeral ceremony, and cremation. Staff are committed to the venue for long periods during this time and may not get adequate breaks.
- Consecutive Shifts During Peak Periods: During times when deaths are concentrated, staff may be required to work consecutive days and shifts, leading to accumulated physical exhaustion.
2. The Issue of Compensation and Benefits (Wages Not Commensurate with Mental Responsibility)
Despite requiring extremely high levels of professionalism, ethics, and mental resilience, many feel that the wage level is low.
Relatively Low Wage Levels:
- Mismatch Between Expertise and Pay: While highly specialized knowledge (e.g., Funeral Director qualifications), strong communication skills, and mental fortitude are required, many feel that the wage level does not match the heavy responsibility.
- Insufficient Allowances: Allowances for emergency and night responses may not be sufficiently provided or may not adequately reflect the actual working hours.
Difficulty Taking Time Off:
- Due to the 24-hour nature of the operation, staffing is tight, making it extremely difficult to take long-term or paid leave.
3. Workload and Mental Stress (Pressure of Confronting Death and Emotional Labor)
Dealing with the profound theme of “death” entails mental and emotional burdens incomparable to other service industries.
Mental and Emotional Stress:
- Emotional Labor to Support the Bereaved: Staff must maintain a calm yet warm demeanor toward grieving family members, leading to emotional exhaustion (burnout).
- Weight of Responsibility: There is constant, heavy pressure to flawlessly execute the final ceremony of a person’s life according to the family’s wishes, where failure is not an option.
- Contact with Death: The need to confront the reality of death through tasks like handling and preparing the deceased’s body places a significant mental burden on the staff.
Physical Strain:
- Handling of the Deceased: Tasks involving the transportation of the deceased, which often requires significant physical strength, are unavoidable and physically demanding.
- Prolonged Standing: Staff must stand for long periods during wakes and funeral ceremonies, adding to physical fatigue.
4. Issues with Career Development and Training Systems
Despite the need for specialized knowledge acquisition, training can be insufficient, and staff may struggle with the industry’s unique interpersonal dynamics.
Insufficient Education and Training Systems:
- Lack of Systematic Training: Despite the wide range of knowledge and etiquette to learn, systematic training and OJT are often insufficient due to the busy operational environment.
- Reliance on Experience: Learning industry-specific customs and local traditions often relies heavily on the experience of veteran employees.
Insular Interpersonal Relations:
- Due to the unique nature of the work, workplace relationships can be somewhat insular, making it difficult for staff to seek consultation or fit in.
Stagnation in Career Paths:
- The career focus tends to be on gaining on-site experience as a Funeral Director, making the path for subsequent promotion or career change unclear.
The Structure of the Vicious Cycle
The funeral service industry suffers from a vicious cycle: “24-hour system and long hours due to staff shortages →Mental pressure and wages not commensurate with the workload → Experienced staff quit → Emergency response and pressure concentrate on the remaining staff.” Crucially, the nature of the work—confronting the unavoidable reality of human death—accelerates the exhaustion of the staff’s mind and body.
