Employee Turnover Cost Calculator
Calculate the total cost lost to employee turnover and the ROI of retention.
Company Data
Number of employees who resigned/left in 1 year.
Average time employees work before leaving.
Enter company data and calculate.
Assumptions & notes
Reference estimate of turnover cost — context for the retention & HR value an integrated system unlocks. Figures are derived from common cost ratios (recruitment, training, lost productivity), not your actual books, so treat them as a directional indicator rather than a budget line.
Frequently asked questions
What counts as the cost of employee turnover?
Turnover cost combines direct outlays — recruiting, onboarding, training, and separation/exit processing — with indirect losses such as lost productivity while a role sits vacant, knowledge that walks out the door, and the morale dip among remaining staff. The indirect side is usually larger and easy to overlook.
Why is turnover so expensive?
Replacing an employee often costs a meaningful share of their annual salary once you add ramp-up time, manager hours, and the productivity gap before a new hire is fully effective. High-tenure or specialised roles cost more because the knowledge lost is harder to rebuild.
How does a good HR system reduce turnover cost?
An integrated HR system surfaces the early signals — attendance patterns, leave trends, performance and engagement data — so managers can intervene before someone resigns. It also cuts the cost per exit by streamlining recruitment, onboarding, and offboarding. In BizOps, HR, attendance, and payroll share one record, so retention risks are visible instead of buried in spreadsheets.
Is this an exact figure for my company?
No — it is a reference estimate, not an exact or binding number. It uses standard cost ratios applied to the inputs you provide. Use it to understand the scale of the problem and the value of retention, then validate against your own recruitment, training, and productivity data.