The research concern is on the institutional factors affecting teacher turnover in private schools in Thika sub county. The study particularly sought to establish how employer, employee and external related factors affect teacher turnover. The study is a prompt of the overwhelming teacher attrition in most private schools in Thika sub county. Private schools have higher teacher turnover than government schools but ironically, the former constitute the biggest percentage of schools in Thika sub county. In fact, half of private schools’ staff leave within the first five years and this obviously has negative consequences on students’ performance. his study therefore investigated the institutional factors responsible for this revolving door also called teacher turnover in private schools in Thika sub county. The study was conducted using the qualitive research design where by this survey was used because the population to be studied is too big and this study design proves to be less costly and time saving. Simple random sampling was used to select the respondents which comprised of school management, teachers and students. Data was collected with the use of interview guides, questionnaires and document check lists. Descriptive statistical techniques was used for analysis and presented in the form of pie charts, while some aspects like teaching resources and healthcare benefits receive mixed but generally satisfactory feedback, there are clear areas for improvement such as salary satisfaction, retirement benefits, workload balance, and administrative support enhances teacher satisfaction and effectiveness, it was recommends that Conducting further research to delve deeper into specific concerns such as salary levels, workload distribution, and improving communication channels between administration and teachers. Addressing these issues comprehensively could lead to a more supportive and productive educational environment Based on the survey data gathered from teachers, several key insights into their compensation, benefits, work environment, and workload emerge. Regarding compensation, a notable 45% of teachers express dissatisfaction with their current salary, while only 30% are satisfied.