Cost of Hire & Employee Turnover Calculator
Estimate the cost of an employee exit using your recruitment, vacancy, internal time and onboarding assumptions.
Attrition Parameters
Profiles fill example values. They are not salary or hiring-cost benchmarks.
Planning assumptions (edit these)
These assumptions drive the estimate. Replace them with your organization’s figures; no universal percentage applies.
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Equivalent to 0.0x monthly payThe result reflects only the cost categories and assumptions entered in this tool. It does not measure every indirect effect of an employee exit.
How the turnover cost estimate works
The result combines the cost inputs in this tool, including separation, vacancy, recruitment and onboarding. It is a scenario estimate, not a published industry benchmark. Replace the example assumptions with your own payroll, recruiting and training data before using the result in a budget or business case.
Frequently asked questions
What should be included in cost per hire?
Advertising and agency fees, recruiter time, interview costs, background verification, onboarding and training, and the productivity lost while the role is vacant. Most employers substantially undercount by tracking only direct recruitment spend.
How is the cost of turnover calculated?
Cost per hire plus separation cost plus the productivity gap during ramp-up, multiplied by the number of leavers over the period. The ramp-up component is usually the largest and the least visible.
What is a reasonable attrition rate?
It varies widely by industry and role. What matters more is the trend and whether exits are concentrated in particular teams or tenure bands, since that points to a fixable cause rather than general churn.
Does turnover have a compliance cost?
Yes, and it is frequently overlooked. Each exit requires PF and ESI records to be closed correctly, and each joiner needs to be brought into coverage. Incomplete exits are one of the most common causes of a contribution mismatch later.