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Employee retention remains a persistent challenge in the South African mining sector due to hazardous working conditions, complex labour relations, and heightened employee expectations. This study explores the influence of the psychological contract on employee retention in a mining organisation. A qualitative research design was adopted, and semi-structured interviews were conducted with 12 participants, comprising 8 employees and 4 managers. Thematic analysis revealed five dominant themes: employee wage demands, perceptions of organisational profitability, investor pressure, strike action, and retrenchment risks. Grounded in Social Exchange Theory and Equity Theory, the findings demonstrate that unmet expectations and perceived unfair treatment undermine trust, strain labour relations, and weaken employee commitment. The study concludes that transparent communication, fair treatment, and realistic management of expectations are essential for strengthening the psychological contract and improving employee retention in mining organisations.