Traditional defined benefit (DB) pension systems in many states face large funding shortfalls. Movement toward defined contribution (DC) pension structures may reduce the likelihood of future shortfalls, but there is concern that such reforms may have the undesirable effect of increasing employee turnover. In studying patterns of employee turnover following the introduction of a hybrid pension plan (with both DB and DC components) in Washington State, we find little evidence that the introduction of the hybrid plan increased employee turnover. Moreover, we find that turnover is significantly lower among those who voluntarily transferred from the state's traditional DB plan to the hybrid plan. These findings cast doubt on the conventional wisdom that movement toward DC pension structures will necessarily result in greater employee turnover. [This policy brief is based on CALDER Working Paper 2015-142.]