Employee turnover ratecalculator.
Enter the people who left in a period and your headcount at its start and end, and get the turnover rate, split into voluntary and involuntary, with an annualised figure for a month or a quarter. Free, no sign-up, and nothing you type is stored or sent to us.
Example figures: replace them with yours
For the year. Count everyone who left the organisation; moves between teams aren’t leavers.
Add detailA month, quarter or six months instead of a year, leavers by reason, teams or periods as rows, pasting, and new-hire turnover and retention.
Period
Each row is
The first row is the one above. Add a row for each team or role, all for the same period, to compare them and see the rate for the whole group.
People who left, and headcount
- Count employees who left the organisation. Moves between teams aren’t leavers.
- Voluntary: people who chose to leave: resignations. Involuntary: people the organisation let go: dismissals, redundancies and layoffs.
- Other: retirements, deaths and leavers whose reason you didn’t record. If you don’t split leavers by reason, enter them all here.
- Your own average headcount: if you record headcount every month, the average of those figures is steadier than the start and end alone. It replaces (start + end) ÷ 2.
Your organisation
Turnover 10.0% · voluntary 0.0%
Result
Turnover rate for the year
10.0%
In this example, 21 people left over the year, out of an average of 210 employees: roughly 1 in 10.
| Total turnover | 10.0% |
| All leavers | 21 |
| Average headcount | 210 |
Leavers ÷ average headcount × 100, for the same period.
In plain English
Over the year, 21 people left against an average headcount of 210: a turnover rate of 10.0%.
The link holds your figures, so anyone with it sees them.
Opens the turnover cost calculator with the number of leavers filled in.
The formula
What is employee turnover rate?
Employee turnover rate is the share of your workforce that left in a period: the number of people who left, divided by the average number of employees over the same period, as a percentage.
Formula
Turnover rate = leavers in the period ÷ average headcount × 100
Average headcount = (employees at the start + employees at the end) ÷ 2.
The US Bureau of Labor Statistics works out the separations rate in its Job Openings and Labor Turnover Survey (JOLTS) the same way: the number of separations divided by employment, multiplied by 100.
A hypothetical example: a company starts a quarter with 140 employees and ends it with 160, so its average headcount is 150. Nine people left during the quarter. Its turnover rate for the quarter is 9 ÷ 150 × 100 = 6.0%, and annualised it is 6.0% × 12 ÷ 3 = 24.0%.
Why they left
Voluntary and involuntary.
The total rate mixes people you wanted to keep with people you chose to let go. Splitting it shows which one is moving.
- Voluntary turnover counts people who chose to leave. JOLTS calls these quits.
- Involuntary turnover counts people the employer let go: dismissals, redundancies and layoffs. JOLTS calls these layoffs and discharges.
- Other separations, in JOLTS, are retirements, transfers to other locations, deaths and separations due to disability. Keep them apart, or add them to the category your organisation already uses, and do the same every period.
The three rates add up to the total, because each one is its own leavers over the same average headcount.
Getting it right
A rate you can compare.
- Use one period for everything: the leavers and the headcount should cover the same dates.
- Decide who counts as an employee (contractors, temporary staff, interns) and keep to it, so one period compares with the next.
- Annualise a month or a quarter only as a rough guide. Hiring and leaving are often seasonal, so the rest of the year may not follow the same pattern.
- For a full year, use the actual figure: everyone who left in the year over the average headcount for the year.
- Work out the rate for teams, roles and lengths of service as well as for the whole organisation. A steady total can hide one team where most new hires leave in their first months.
To see what the leavers cost you, take the numbers to the turnover cost calculator.
Questions
About turnover rate.
How do you calculate employee turnover rate?
What is a good turnover rate?
How do I turn a monthly turnover rate into an annual one?
Should retirements count as turnover?
What is the difference between turnover and attrition?
Does this tool store what I type?
Related: turnover cost calculator, cost per hire calculator, cost of a bad hire calculator, how to decrease employee turnover and realistic job previews.
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