Many things can affect how impactful a given employee leaving a small business would be for the business. One is what position the employee held. One reason for this is that work positions can vary quite a bit in how hard they are to fill.
For example, in today's economic environment, positions involving specialized skills can be particularly difficult to fill. Some of the small business job positions a recent Small Business Trends article noted as being among the harder-to-fill were: physicians/surgeons, dressmakers/tailors, carpet installers, tile/marble setters, tax preparers and construction assistants.
When a position is hard to fill, a worker leaving that position could be particularly disruptive to a company. So, how much in the way of hard-to-fill jobs a company has is one of the things that could have impacts how big of a goal employee retention is for the company.
How high of priority a company puts on employee retention can in turn impact what sorts of concerns could arise for it when employment law issues come up. This is because employment law disputes that arise with employees could have employee-retention effects for a business. For example, what happens in such a dispute could have impacts on how likely the employee the dispute is with is to remain with the company and also on how likely other employees will be to stay with the company.
What particular employment-related goals and concerns a business has are among the things that could impact what way of handling a given employment-related dispute would be right for it. This is among the reasons why having well-tailored legal advice can be quite important for a business when facing employment-related disputes.