Introduction The purpose of this study is to examine the relationship between leadership styles and employee turnover intentions. The organisation taken for this study is a marketing company which has 56 staffs in total. The organisation is based in the south part of India, exactly in Kochi. There is some privacy reason to mention the name of the company so the company name is considered to be ABZ. The company was established in 2004 March which started with 10 employees and has grown to 56 staffs at present. Problem: Employee turnover is the problem in the organisation. There are many factors that contribute to employee turnover, such as job satisfaction, leadership behaviours, salary, motivation, and career opportunity. In this organization many staff left due to the bossy behaviour of the managers and team leaders. If the managers and team leaders are bit more understanding and encouraging the employees may stay for longer. The company is a marketing company so they have all the pressures to increase the sales and profit. They do have KPI's as to increase the productivity of the organization. Literature review: The general attitude of managers in some places of India is bossy behaviour or authoritarian leadership(Tripathi, 2008; Chitra,2013; Unknown,n.d). Staff turnover is always a key issue with every organisation no matter the size, nature, location and business strategy of the organisation. Employee turnover is influenced by employee dissatisfaction which reduce the productivity (AlBattat & Som, 2013). According to Gautam (2005), the two most important causes are the quality of the selection system and the quality of leadership. Leadership style has been one of the recognized causes of turnover (Abbasi & Hollman, 2000; Griffith, 2003; Kalliath & Beck, 2001). To define leadership style: “leadership style is the approach of providing direction, implementing plans, and motivating people” (Bishop, 2012, p. 61). Turnover Intention is defined as the conscious wilfulness to leave an organization.(Tett & Meyer, 1993). Employee turnover have significantly negative impact on organization as it expensive (Blake, 2006). Therefore, this study is to resolve the problem of employee turnover by identifying relationships leadership styles, between employees’ perceptions of their leaders and turnover intention. Objectives: 1. To analyse the relationship between the leadership style and employee turnover intention in ABZ. 2. To find out the leadership style used by the management including the team leaders in the company. 3. To find out the leadership style preferred by the employees and to find out the turnover intentions of the employees working in ABZ. Methodology: In this study, a survey-based quantitative research design will be used to analyze the relationship between leadership styles and employee’s Turnover intentions. Expected result: The leadership style would have direct relationship with employee turnover intention. Autocratic leadership style must be the one used in the company. Transformational leadership style would be the preferred leadership style among employees. Reference Abbasi, S. M., & Hollman, K. W. (2000). Turnover: The real bottom line. Public Personnel Management, 29(3), 333-342. AlBattat, A. R. S., & Som, A. P. (2013). Employee dissatisfaction and turnover crises in the Malaysian hospitality industry. International Journal of Business and Management, 8(5), 62-71 Bishop, W. H. (2012). Leadership: An ulterior motive? Journal of Strategic Leadership, 4(1), 61-64. Blake, R. (2006, July 24). Employee retention: What employee turnover really costs your company. Retrieved from http://www.webpronews.com/employee-retention-whatemployee-turnover-really-costs-your-company-2006-07 Gautam, A. M. (2005). Knowledge flight: The challenge of hotel employee turnover. Retrieved from http://www.hvs.com/article/1522/knowledge-flight-the-challenge-of-hotelemployee-turnover/ Griffith, J. (2003). Relation of principal transformational leadership to school staff job satisfaction, staff turnover, and school performance. Journal of Educational Administration, 42(3), 333-356. K.Chitra. (2013).ROLE OF LEADERS IN EMPLOYEE RETENTION – A PRAGMATIC STUDY WITH REFERENCE TO PRIVATE SECTOR BANK EMPLOYEES retrieved from http://irjbm.org/irjbm2013/December/Paper8.pdf Kalliath, T. J., & Beck, A. (2001). Is the path to burnout and turnover paved by a lack of supervisory support: A structural equations test. New Zealand Journal of Psychology, 30, 72-78. Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46(2), 259-293 Tripathi, P. C. (2008). Principles Of Management. Tata McGraw-Hill Education. Unknown.(n.d).retrieved from http://shodhganga.inflibnet.ac.in/bitstream/10603/62557/12/12_chapter%204.pdf