Asante Bot

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Cost of Employee Turnover Calculator

Enter your team's numbers to see what attrition is really costing you each year — recruitment, vacancy, ramp-up and training, in one figure. No email required.

Your numbers

Tell us about your team

Pre-filled with US benchmarks — adjust to match your company. Results update as you type.

The math

How this calculator estimates the cost of employee turnover

We model the four costs you actually feel when someone quits. Hover over the breakdown in the calculator to see how each one was computed.

  • Recruitment cost

    A flat percentage of salary covering agency fees, job-board ads, internal recruiter time, and interview-loop hours. The default 20%matches SHRM's direct-cost benchmark; agency placements push this to 25–30%.

  • Vacancy productivity loss

    Daily wage (salary ÷ 240 working days) multiplied by the days the role sits empty. The role's output doesn't vanish — it gets absorbed by the team, who pay it back in burnout and missed deadlines.

  • Ramp-up productivity loss

    A new hire is roughly 50% productive across their onboarding window. We charge that 50% gap at the daily wage rate for the days you set. For senior roles, doubling this number tracks closer to reality.

  • Training & onboarding

    Direct training spend per hire — LMS seats, courses, manager time, swag and equipment. We use it as-entered. If you don't track it, $1,000–$1,500 is a reasonable starting point.

Soft costs — team morale, customer impact, lost institutional knowledge — are real but hard to model honestly, so we leave them out. Most peer-reviewed studies suggest they push the true cost 20–50% higher than the figure above.

Why this matters

The numbers behind employee turnover in 2026

Industry benchmarks for context, so you can tell whether your turnover rate is normal — or quietly bleeding the team.

33%

of an employee's annual salary — average cost to replace them

Source · Work Institute

42 days

average time to fill an open role in the US

Source · SHRM

18%

average voluntary turnover rate across US industries

Source · US Bureau of Labor Statistics

40%

lower attrition on highly-engaged teams vs. disengaged ones

Source · Gallup

Common questions

Employee turnover calculator — FAQ

Quick answers to the questions people ask before they trust a calculator with their numbers.

How do you calculate employee turnover?
Divide the number of employees who left during a period by the average number of employees during that period, then multiply by 100 to get a percentage. For example, 18 departures across an average headcount of 100 is 18% annual turnover.
How do you calculate the annual employee turnover rate?
Take the total number of employees who left during the year, divide by the average headcount across the same year (start + end ÷ 2), and multiply by 100. Most US benchmarks compare against an industry average of around 18%.
How do you calculate the monthly employee turnover rate?
Use the same formula but with one month of data: departures in that month divided by the average headcount that month, times 100. Multiply by 12 if you want an annualised projection — though that only holds up if the month is typical.
What is a good employee turnover ratio?
It depends heavily on industry. Tech and professional services typically see 10–15% as healthy, retail and hospitality run much higher, and any rate that climbs more than ~5 percentage points year-over-year is worth investigating. The calculator above benchmarks you against the US 18% average.
What does this calculator include in the cost of turnover?
Four major buckets: recruitment (agency, ads, internal recruiter time), vacancy productivity loss while the role sits empty, ramp-up productivity loss while the new hire learns the role, and training/onboarding spend. Hidden costs like team morale, customer impact and institutional knowledge loss are real but harder to quantify — most studies suggest they push the true total 20–50% higher than the number you see here.
Can I get this as an Excel template?
Not yet — but the math is simple enough to recreate. Per-departure cost = (salary × recruitment %) + (salary ÷ 240 × days to fill) + (salary ÷ 240 × ramp days × 0.5) + training cost. Multiply by annual departures for the annual cost.
How does recognition reduce employee turnover?
Gallup research consistently shows that employees who feel recognised at work are 18–43% less likely to leave. Recognition reinforces belonging and signals that effort is seen — two of the biggest drivers of voluntary turnover when missing. Asante Bot is built to make recognition a daily habit inside Slack.

Want to dig deeper into retention? Read the blog or browse the help center.

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