HR & Recruitment calculator

Employee Turnover Cost Calculator

Estimate employee turnover cost from recruiting, onboarding, vacancy and ramp-up assumptions for each employee replaced.

FormulaTotal turnover cost = employees replaced x (recruiting + onboarding + vacancy days x daily vacancy cost + ramp-up cost)

Formula

Employee turnover cost

Turnover costs vary sharply by role and organisation. Use documented inputs, test multiple scenarios and avoid counting the same loss in more than one category.

Total turnover cost = employees replaced x (recruiting + onboarding + vacancy days x daily vacancy cost + ramp-up cost)

Eight replacements at 14,900 each produces an estimated turnover cost of 119,200.

SourcesThis calculator includes source notes, assumptions, and exclusions so the result is easier to verify before use.

Sources and assumptions

Source notes

This calculator includes source notes, assumptions, and exclusions so the result is easier to verify before use.

Effective year
Current rules
Last verified
2026-09-25

Turnover costs vary sharply by role and organisation. Use documented inputs, test multiple scenarios and avoid counting the same loss in more than one category.

Official and reference sources

Assumptions

  • All monetary inputs use one currency.
  • Each replacement uses the same average recruiting, onboarding, vacancy and ramp-up assumptions.
  • Vacancy and ramp-up amounts are estimated scenarios rather than universal benchmark percentages.

Not included

  • Severance, legal costs, knowledge loss, team disruption, customer impact and role-specific revenue effects unless included in an entered assumption.
  • Automatic benchmarks or claims that one replacement-cost percentage applies to every job.
FAQ7 common questions for this calculator.

FAQs

What costs can employee turnover include?+

Common categories include recruiting, screening, onboarding, training, vacancy coverage, delayed work and reduced output during ramp-up.

How should I estimate vacancy cost?+

Use a documented daily estimate based on overtime, temporary cover, delayed work or contribution lost while the role is open.

Why are the assumptions editable?+

Replacement costs vary greatly by role, labour market and organisation, so an editable scenario is more defensible than one universal percentage.

How does the Employee Turnover Cost Calculator calculate the result?+

For the Employee Turnover Cost Calculator, it uses the Employee turnover cost: Total turnover cost = employees replaced x (recruiting + onboarding + vacancy days x daily vacancy cost + ramp-up cost). Eight replacements at 14,900 each produces an estimated turnover cost of 119,200.

What information do I need to use the Employee Turnover Cost Calculator?+

For the Employee Turnover Cost Calculator, enter recruiting, onboarding, vacancy and ramp-up assumptions. Keep the units consistent with the calculator fields and compare your setup with the worked example on the page.

How accurate is the Employee Turnover Cost Calculator?+

Employee Turnover Cost Calculator is accurate for the values and assumptions entered on this page. It uses the Employee turnover cost. Recheck the inputs before relying on the estimate.

What should I check before using the Employee Turnover Cost Calculator result?+

For the Employee Turnover Cost Calculator, check that the units, inputs, and assumptions match your situation. Change one input at a time to understand which values have the largest effect on the result.

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HR & Recruitment guide

How to use the Employee Turnover Cost Calculator

Estimate employee turnover cost from recruiting, onboarding, vacancy and ramp-up assumptions for each employee replaced. The page also explains the employee turnover cost and shows a practical example: Eight replacements at 14,900 each produces an estimated turnover cost of 119,200.

  1. 1

    Select replacements

    Count departures whose roles will actually be replaced. Separate job groups with different replacement costs.

  2. 2

    Estimate each component

    Enter recruiting, onboarding, vacancy days and daily cost, then a separate post-hire ramp-up estimate.

  3. 3

    Compare assumptions

    Review total and per-departure costs. Change uncertain inputs to see a lower and higher scenario.