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The ongoing issue of workforce turnover constitutes a significant obstacle for the international hospitality sector, particularly affecting rates of employee retention. This research examined the influence of gender and related confounding factors on employee retention across eight surveyed five-star hotels located in Nairobi County, Kenya. A quantitative methodology was employed, utilizing a cross-sectional survey design to analyze data obtained from 112 employees. Inferential statistical analysis was performed using General Linear Modelling (GLM) Univariate ANOVA, employing a customized factorial model to evaluate the effect of gender on the employees’ retention. The model demonstrated statistical significance in predicting retention (F(21,87)=1.988,P=.014); however, its moderate explanatory capacity (R2=.324) indicates the importance of unmeasured factors. The analysis established a statistically significant effect of gender on employee retention (F=3.603, P=.051, ηp2=.040). Pairwise comparisons indicated that female employees exhibited a higher mean retention rate (MD=6.89, p=0.05) in contrast to their male colleagues. Nevertheless, the majority of the variance in retention was accounted for by Department (F=4.722, P=.001, ηp2=.213), followed by Average Working Hours (F=3.518, P=.034, ηp2=.075). The Food and Beverage Service department displayed notably lower retention rates when compared to both operational and administrative roles. This study concludes that although gender serves as a contributing factor, female employees in this industry possess qualities that increase their likelihood of retention. The primary risks to retention are predominantly structural, directly associated with the high operational demands characteristic of specific departments and the negative effects of excessive working hours. Consequently, human resource interventions should focus on managing workloads within high-pressure functional areas to improve overall workforce stability.