HR and people ops
Cost of employee turnover calculator.
Enter salary, recruiting and training costs, and how long the seat is empty. See the cost of one departure and of a year of turnover.
Cost per departure = separation + recruiting + training + empty-seat loss + ramp-up loss. At a $60,000 salary with 6 empty weeks at 50% lost output and 12 ramp-up weeks at 50% productivity, one departure costs $17,384.62, about 29% of a year's salary, and 10 a year cost $173,846.15.
Your numbers
Result
How the estimate is built
One departure costs the direct bills (separation admin, recruiting, training) plus two output losses. The empty-seat loss is weekly salary x weeks empty x share of output lost. The ramp-up loss is weekly salary x ramp weeks x the share of productivity the new hire is missing.
Weekly salary is annual salary divided by 52. Using salary as the value of output is a deliberately simple stand-in: a revenue role may lose more, a support role less.
Why there is no built-in benchmark
Published turnover-cost estimates vary widely and depend on role level, so none are baked in. Every default above is a placeholder you should replace with your own numbers from payroll and the recruiting team. Use the cost per hire calculator for the recruiting figure and the turnover rate calculator for the departures.
Worked example
Cost per departure = separation + recruiting + training + empty-seat loss + ramp-up loss. At a $60,000 salary with 6 empty weeks at 50% lost output and 12 ramp-up weeks at 50% productivity, one departure costs $17,384.62, about 29% of a year's salary, and 10 a year cost $173,846.15.
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FAQ
How much does it cost to replace an employee?
It depends on the role. This calculator adds your own separation, recruiting, training and lost-output costs for one departure. The result is shown as dollars and as a share of annual salary.
What is included in the cost of turnover?
Separation admin, recruiting, training, the output lost while the seat is empty and the lower output while the new hire ramps up.
Are the default percentages benchmarks?
No. They are placeholders so the page shows a worked example. Replace them with your own figures.
Does it include morale or knowledge loss?
Not directly. Those effects are hard to measure, so add them to the training or lost-output inputs if you can put a number on them.