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All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
Put your own figures against hiring, onboarding and lost productivity to see the cost of employee turnover per leaver and for the leavers you expect in a year.
The cost of employee turnover is mostly made of things a business already pays for: recruiter fees or job ads, interview hours, a vacancy someone covers, and a new hire who takes time to reach full output.
Every figure here is your own estimate. The defaults are placeholders to show how the model works, not industry averages, so replace each one with numbers from your own records.
Enter your figures, then press Calculate
Your 10 inputs become a full breakdown, with every step of the working shown beneath the headline figures.
This is a cost model, not a benchmark. Each line is an amount or hour count you supply, and the method shows how they add up per leaver and across a year.
Cost per leaver = Hiring spend + (Interview hours × Hourly cost) + Onboarding + (Daily CTC × Vacant days × Vacancy loss %) + (Monthly CTC × Ramp months × Ramp shortfall %)
Money paid out for the replacement: agency fees, adverts, assessments, checks, onboarding and training.
Hours spent screening and interviewing, valued at the hourly cost of the people doing it.
The role's daily CTC (monthly × 12 ÷ 365) for the days it is empty, scaled by the share of output you judge is not covered.
The new hire's monthly CTC for the months before full output, scaled by your estimate of the average shortfall.
Multiply by the number of leavers you expect.
What this does not include
Asked often enough about this calculation to be worth answering beside it.
No. They are placeholders to show how the model works. Replace them with your own estimates, ideally from past hires in the same role.
Salary is the one figure every employer has for the role. It is a conservative proxy: if the role produces more than it costs, the true loss is higher.
From your attrition rate applied to headcount, or from last year's exits. The attrition rate calculator works out the rate from headcount and exits.
If a leaver's last weeks are less productive, or someone spends time on handover, you can add that under onboarding spend or extend the vacancy days.
A calculator applies a rule to figures you type in. A payroll run applies it to your actual employee record, your locations and your verified declarations, which is where Professional Tax, LWF and TDS also resolve.
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