Measure how fast a company loses employees: base attrition rate, voluntary vs involuntary split, retention rate, annualization, and turnover cost estimates — 100% in your browser, no data sent anywhere.
Note: this tab's results are an estimated range (not exact figures). SHRM commonly cites replacement costs of 50–200% of annual salary; adjust the multipliers to fit roles and seniority at your company.
Formulas
Attrition rate = (employees who left ÷ average headcount) × 100%
Average headcount = (starting headcount + ending headcount) ÷ 2
Annualized = rate × (12 ÷ months in period)(SHRM-style linear method)
Retention rate = 100% − attrition rate
Estimated turnover cost = multiplier × average salary × employees who left
Note: the bands above are illustrative, not an official standard — healthy thresholds differ widely across industries (retail/hospitality typically higher) and countries.
Pertanyaan Umum (FAQ)
What is attrition rate?
The attrition rate is the percentage of employees who leave a company over a period. The formula is: attrition rate = (employees who left ÷ average headcount) × 100%, where average headcount = (starting headcount + ending headcount) ÷ 2. HR teams use this metric to measure how quickly a company is losing employees.
How do you calculate attrition rate? Give an example.
The steps: (1) record the starting and ending headcount, (2) compute average headcount = (start + end) ÷ 2, (3) divide the number of employees who left by the average headcount, (4) multiply by 100%. Example: 12 employees left from an average headcount of 200 over a year → (12 ÷ 200) × 100% = 6%.
What is the difference between attrition rate and turnover rate?
In practice the two are often used interchangeably for the same metric: the percentage of employees leaving per period. Some practitioners use turnover rate for all separations (including retirements and expiring contracts), while attrition is sometimes used for reductions where the position is not immediately refilled. This calculator uses the same formula for both.
What is the difference between voluntary and involuntary attrition?
Voluntary attrition is employees who leave on their own (resignations) — usually a signal about work culture, compensation, or leadership. Involuntary attrition is separations initiated by the company (layoffs, downsizing). Example: with an average headcount of 200, 8 resignations and 4 layoffs → 4% voluntary attrition, 2% involuntary, 6% total. High voluntary attrition is usually more worrying for management.
What attrition rate is considered healthy?
There is no universally official standard — a healthy rate depends heavily on industry and country. As rough illustrative guidance (not an official standard): below 10% per year is low, 10–20% is moderate, and above 20% is high. Industries like retail and hospitality typically record higher figures than professional sectors. Always compare against your industry average, not generic numbers.
How do you annualize a monthly attrition rate?
Multiply the period rate by 12 divided by the number of months in the period (SHRM-style linear method): annualized = rate × (12 ÷ months). Example: 1.5% monthly attrition (3 employees left from an average headcount of 200) equals 1.5% × 12 = 18% per year. For quarterly periods, multiply by 4.
What is retention rate?
The retention rate is the inverse of the attrition rate: the percentage of employees who stay. The formula is: retention rate = 100% − attrition rate. Example: if attrition is 6%, retention is 94%.
How much does employee turnover cost?
The cost of replacing one employee is commonly cited (e.g., by SHRM) as 50–200% of their annual salary, depending on role and seniority — this is an estimate, not an exact figure. Example: average salary Rp120,000,000 per year and 12 employees left → estimated cost Rp720,000,000 (50% multiplier) to Rp2,880,000,000 (200% multiplier). Adjust the multipliers in the calculator to fit your company's situation.
Can attrition rate exceed 100%?
Yes. Attrition is computed from the total employees who left during the period, not from headcount at a single point in time, so it can exceed 100% when turnover is extreme. Example: 120 employees left in a year with an average headcount of 80 → (120 ÷ 80) × 100% = 150%. That signals extreme churn needing immediate investigation.
Quick examples
12 employees left from an average headcount of 200 over a year → 6% attrition, 94% retention.
3 employees leave per month from an average headcount of 200 → 1.5% per month ≈ 18% per year (annualized).
The example figures above were recomputed from the formula, not from memory.
Disclaimer: this calculator is an educational aid. Benchmark figures are illustrative, not official standards; turnover cost estimates are estimated ranges, not exact figures. HR decisions should use internal company data and, where needed, a professional consultant.
Hiring to replace leavers? Try the Cost Per Hire Calculator — true recruitment cost (SHRM formula), per-channel breakdown and cost-of-vacancy estimate.
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