Employee Turnover Calculator
The share of the workforce that left in a period, from separations and headcount at the start and end, split into voluntary and other leavers, with a yearly equivalent.
Result
Turnover rate: 11.71%
For the counts you enter. No industry turnover rate is given, because it varies widely by sector and role.
- Average headcount
- 205
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Results are arithmetic estimates based on the assumptions you enter, not accounting, tax, investment or lending advice. Forecasts can be wrong and important decisions should be checked with a qualified adviser. Read the full disclaimer
How to use the Employee Turnover Calculator
- Choose the period and enter the headcount at its start and end.
- Enter everyone who left during the period, for any reason.
- Optionally enter how many left by choice, to split voluntary from other turnover.
The formula
average headcount = (headcount at start + headcount at end) ÷ 2turnover rate = people who left ÷ average headcountvoluntary rate = people who left by choice ÷ average headcountannualised rate = turnover rate × periods in a yearOne rate, several stories
A 12% turnover rate means something different when most of it is resignations than when it is a round of layoffs, which is why the page splits voluntary leavers from the rest when you have the count. Small teams swing widely: three leavers from twelve is 25%.
What the diagram shows
The average headcount as one bar, split into people who left by choice, other leavers and everyone else.
With your numbers
- Average headcount = (200 + 210) ÷ 2 = 205
- Turnover = 24 ÷ 205 = 11.71%
Quick reference
For the counts you enter. No industry turnover rate is given, because it varies widely by sector and role.
| Example | Turnover rate |
|---|---|
| A year: 200 to 210, 24 left, 15 by choice | 11.71% |
| A month: 150 to 154, 4 left | 2.63% |
| A quarter: 80 to 76, 9 left, 6 by choice | 11.54% |
| A small team: 12 to 12, 3 left | 25% |
| Seasonal: 20 to 20, 26 left | 130% |
| Growing fast: 50 to 90, 6 left | 8.57% |
Common questions about the Employee Turnover Calculator
- Who counts as a separation?
- Everyone who left the payroll during the period: people who resigned, were laid off or dismissed, retired, transferred to another location, died or left through disability. That is how the US Bureau of Labor Statistics counts separations in its Job Openings and Labor Turnover Survey. Resignations are the voluntary part, which it calls quits.
- Why divide by the average headcount?
- Because the workforce changes during the period, and people who joined can leave too. Averaging the start and end headcount is the common way to size the base. The Bureau of Labor Statistics divides by employment in one pay period each month instead, so its published rates are not exactly comparable with a figure worked out this way.
- How is a monthly rate annualised?
- By multiplying by twelve, or a quarterly rate by four. Leavers are events, and the people hired to replace them can also leave, so the yearly figure is the sum of the periods, not a compounded survival rate. It assumes the rest of the year looks like this period, which seasonal businesses rarely do.
- Can turnover be above 100%?
- Yes. If a team of 20 loses 26 people in a year, some roles were filled and left more than once. The rate is 130%, and the page shows it as it is.