Aim: To compare stress, morale, and intended job turnover in staff in non-congregate settings where the minority of residents had CB and congregate settings where the majority of residents had CB. Method: A self-completion survey questionnaire was used to collect information on the characteristics of staff, staff stress, job satisfaction, and propensity to leave employment. Information was also collected on the characteristics and working practices of settings. Results: There were few significant differences between non-congregate and congregate settings. Over 25% of staff reached criterion on the GHQ-12 for experiencing emotional distress. Over 33% were likely to seek new employment in the next year. The greatest sources of stress were lack of resources and lack of staff support, not service user CB. Lowest satisfaction was with rate of pay. Those in non-congregate settings reported greater stress due to lack of procedures to deal with CB. Conclusions: High levels of staff intended turnover are due more to job insecurity and lack of support than service user CB, even in settings where the majority of residents display CB. Employers seeking to reduce turnover should pay attention to pay and conditions, and staff training in methods for dealing with CB.