Employee turnover cost calculator
What each leaver costs you, built up from four parts you can see and change: the empty seat, hiring, onboarding, and the months before the new person is fully productive.
Updates as you type. Nothing you enter leaves this page.
Four costs, each from your inputs
- Empty seat = annual cost ÷ 365 × days empty × output lost while empty.
- Hiring = recruiter fee % × annual cost + other hiring costs (job ads, assessments, interview time).
- Onboarding and training = what you enter.
- Ramp-up = annual cost ÷ 12 × months to full productivity × average productivity gap.
Per leaver cost is the sum; the yearly figure multiplies it by leavers per year. The defaults are placeholders, not benchmarks: replace them with your own numbers. Costs that are hard to measure — lost customers, knowledge walking out, extra load on the team — are left out, so the result is a floor, not a ceiling.
See where your leavers come from
The HR Analytics Toolkit shows attrition by division, band, location and gender, how many left in their first year, and how many were your high performers — from the export you already have.
Turnover cost questions
Why not just use a percentage of salary?
Quoted percentages vary widely and rarely say what they include. Building the cost from parts shows what drives it — often vacancy days and ramp time, not the recruiter's fee — which tells you what to fix.
What should I use as annual cost?
Cost to company for a typical person in the role: salary plus employer contributions and benefits. Run the calculator separately for very different roles.
Does it include the cost of the people who stay?
No. Extra workload, overtime and knock-on resignations are real but hard to measure, so they are left out. The figure is a conservative floor.