Employee turnover rate is the number of people who left divided by your average headcount for the period, times 100. Enter your figures below to get the rate, the voluntary and involuntary split, an annualised number for a partial period, and what the replacement hiring is costing you.
Enter the numbers for the period you want to measure. Everything is calculated in your browser — nothing is sent anywhere.
Cost per hire defaults to $5,475, the average reported in the SHRM 2025 Benchmarking Report. It is a starting point, not your number — replace it if you track your own.
15.0%
Turnover for the period
15.0%
Annualised rate
85.0%
Retention for the period
Split
Voluntary 11.0% · Involuntary 3.9%
The split matters more than the headline. Voluntary turnover is the one that usually signals a problem you can fix.
Replacement cost
$104,025
19 leavers × your cost per hire. This is recruiting cost only — it excludes lost productivity and handover time, which are real but vary too much to estimate for you.
Method: average headcount = (start + end) ÷ 2 = 127.0. Turnover = 19 separations ÷ 127.0 × 100. Deliberately no "good/bad" verdict — healthy turnover varies enormously by industry, seniority and region, and any single benchmark would mislead more than it helps.
Replacement hiring is the most expensive hiring there is. See how Pitch N Hire shortens the loop — post, screen, interview and decide in one place — so backfills stop eating the quarter.
The calculator uses the standard formula HR teams compute by hand, so your result will match a manual check. Average headcount is your starting headcount plus your ending headcount divided by two, which smooths out a period where the team grew or shrank. Turnover is then separations divided by that average, expressed as a percentage. Voluntary and involuntary leavers are divided by the same average headcount so the two rates add up to the headline figure.
Most turnover calculators grade your result against a single benchmark. We deliberately do not, because a rate that would alarm a software company is unremarkable in hospitality, retail or seasonal logistics, and a figure that looks healthy in aggregate can hide the fact that everyone leaving is in one team. Two numbers tell you far more than a grade: the trend across several periods, and the voluntary share. Voluntary turnover reflects decisions people made about whether to stay, which is the part you can actually influence. If you want to dig further, the attrition rate definition and first-year attrition explain what each cut of the number is telling you.
Every leaver becomes a backfill, and backfills compete with the roles that grow the business. See how Pitch N Hire runs both on one platform.
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