This study aims to examine how employees in the hospitality sector want to leave their jobs in relation to their workload and motivation levels. In addition, this study aims to understand how job satisfaction serves as a mediating factor in the relationship between workload, work motivation, and desire to leave. An associative research design and quantitative methodology were used in this study. A total of 68 workers from various five-star hotels in Medan City provided data. Using SmartPLS software for Structural Equation Modelling (SEM), the complex interactions between variables could be thoroughly tested. The analysis consisted of assessing the validity and reliability of the measurement model as well as the structural model to ascertain the importance and potential correlations between variables. The findings show that while job satisfaction has a large and negative influence on turn-over intention, work motivation has a positive and significant influence. Although job satisfaction acts as a mediating element, workload has an indirect influence on job satisfaction and turnover intention. This implies that although high workload by itself does not necessarily result in turnover intention, the lack of job satisfaction associated with high workload may influence employees’ desire to quit. The practical implications of this study underscore the importance of management’s role in workload management and enhancing employee happiness and motivation to lower turnover intention. Management in the hospitality industry can consider measures that can improve job satisfaction and employee well-being to retain them and lower turnover costs.