Employee Turnover Rate
Employees who left ÷ Average headcount × 100
Turnover rate
The share of your workforce that left during the period.
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Every card shows the formula it uses, so you can see exactly how the number is worked out — and check it against your own reporting.
Results appear as you type — there is no submit button. Paste straight from a spreadsheet if you like; dollar signs and commas are handled.
Each card has a Try an example button that fills in realistic numbers so you can see it work, and a Clear button to start again.
How many people are leaving, how many are staying, and how much time is lost to unplanned absence.
How to calculate employee turnover rate, with a worked example
Employees who left ÷ Average headcount × 100
The share of your workforce that left during the period.
Employees who stayed ÷ Headcount at start × 100
The share of your starting workforce still with you at the end.
Unplanned absence days ÷ Scheduled workdays × 100
Unplanned absence days divided by scheduled workdays across all employees. Excludes approved annual leave, public holidays and workers compensation.
What hiring costs you, how long it takes, and how well your offers land.
Total recruitment costs ÷ Number of hires
Average spend to fill one role, including advertising, agency fees and referral bonuses.
Date offer accepted − Date vacancy opened
Days from requisition approval to offer acceptance. Business days exclude weekends only — public holidays vary by state and are not deducted. Measuring to the start date instead gives a different metric, time to start.
Date offer accepted − Date candidate applied
Measured from the candidate’s side: how long they waited from applying to accepting. Business days exclude weekends only — public holidays vary by state and are not deducted. Distinct from Time to Fill, which starts when the vacancy opened.
Offers accepted ÷ Offers extended × 100
The share of your offers that candidates accept.
Candidates hired ÷ Total applicants × 100
How selective the process is. Shown as a percentage and as a one-in-N ratio.
What your people cost, what they generate, and what your investment in them returns.
Total revenue ÷ Average headcount
Revenue generated per head. Useful for tracking productivity as you grow.
Overtime hours ÷ Regular hours × 100
Overtime measured against regular hours. Some dashboards divide by total hours instead, which gives a different figure from the same data.
Total benefits expense ÷ Number of employees
Average annual benefits spend per employee.
Total labour cost ÷ Total revenue × 100
The share of revenue going to wages, on-costs and benefits.
Total salary increase ÷ Total payroll before increase × 100
The aggregate cost of a pay review as a share of the payroll it applied to.
Total training cost ÷ Number of employees trained
Spend per person trained, not per head of workforce — divide by everyone and you understate what the training actually cost to deliver.
(Financial benefit − Training cost) ÷ Training cost × 100
Return on a training investment. A negative result means the programme cost more than it returned.
Knowing your turnover rate is one thing. Knowing what to do about it is another.
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