Employee turnover cost calculator
Every time someone leaves your company, replacing them costs money, even if it doesn’t always show up in the books. Enter the average monthly salary, what you spend to hire and train one person, how long they take to be fully productive and how many people leave per year.
Gross salary for the role, or the company average
Ads, agencies, tests and interview hours
Courses, materials and the trainer’s time
How long a new person takes to do the job well
Cost per exit
3,250
Equal to 2.2 months of salary
Annual turnover cost
26,000
Annual turnover rate
20%
Where the cost comes from
- Recruiting600
- Training400
- Lost productivity2,250
The calculation runs in your browser. We don’t store what you type.
How it’s calculated
Lost productivity = monthly salary × months to full productivity × 50%. It assumes that, while learning, the new person works at half capacity on average.
Cost per exit = recruiting cost per hire + training cost per hire + lost productivity.
Annual cost = cost per exit × exits per year. Turnover rate = exits per year / headcount × 100.
This is a conservative estimate: it leaves out the time the role stays empty, the team’s overtime, lost customers and the effect on team morale. The real cost is usually higher.
How to read the result
- Look at the cost per exit in months of salary. It’s an easy way to explain it to leadership and to compare different roles.
- If most of the cost is lost productivity, good onboarding and support in the first months help a lot.
- Normal turnover varies a lot by industry, role and region. The most useful thing is to compare your own rate year to year and by team.
- Preventing even a few exits a year usually more than pays for an engagement or exit survey.
Frequently asked questions
- What counts as recruiting cost?
- Job ads, agencies, tests, medical checks and the hours your team spends reviewing résumés and interviewing.
- Do I include dismissals or only resignations?
- For the cost, include every exit you have to replace. If you want to understand why people leave, look at resignations separately.
- How do I find out why my team leaves?
- With engagement surveys and exit interviews. SurvIQ has free templates for both, and people answer from their phone without creating an account.
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