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Employee attrition can become a serious issue because of the impacts on organization-s competitive advantage. It can become costly for organization. The cost of employee attrition would be the cost related to human resources life cycle, lost knowledge, employee morale, and organizational culture. The aim of this study was to analyze employee attrition using logistic regression. The result obtained can be used by the management to understand what changes they should make to their workplace, in order to get most of their employee to stay. The data for study were around four thousand employees covering a period of 261 days (one year working days), during 2015. The data were organized between January and December. R was used for data integration, exploratory data analysis, data preparation, logistic regression, model evaluation, and visualization. The study was divided into five steps: (1) data collection and business understanding, (2) data pre-processing, (3) exploratory data analysis, (4) model selection and training, and (5) test and evaluation of the model. The result of the study found eleven variables as key driving factors for employee attrition. It also showed that the model has 75 percent accuracy with 73 percent sensitivity and 75 percent specificity.