In light of a future-oriented and competitive economy, employee retention in companies and the role of regional clusters as business locations are important topics. The author examines the challenges faced by the actors of a regional cluster regarding employee retention. Using the example of the wine-growing clusters in Germany, she investigates to what extent theoretical considerations prove to be relevant factors for employee retention in practice. The territorial, network, and social embedding of the actors play a role in varying degrees. The results of the study prompt a rethinking in employee retention practices towards shifting the focus of retention to a collective (regional cluster) level.