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Employee turnover
cost calculator.

Estimate what employee turnover costs your company, including hiring expenses, staff time and lost productivity.

Calculate your costs
A business owner reviewing employee profiles beside a calculator and stacks of coins. Hiring & training costs
Your replacements

Count replacements for this role in the last 12 months. Leave out new positions and jobs you didn’t refill.

Hiring & getting started$0per replacement

Enter the expenses for one replacement. Leave any that don’t apply at $0.

Job boards, agencies and referral bonuses.

Background checks, assessments and tests.

Uniforms, equipment and external training.

Additional overtime or temporary staff costs.

Any other direct costs you pay.

What should I include?

Use the extra costs of replacing one person. For coverage, count only the additional expense after any wages saved while the job was vacant. Add each expense once.

Training & onboarding time$0per replacement

Count the paid hours spent on one replacement.

Your team’s time

$0

Recruiting, interviews, onboarding and mentoring.

The new hire’s training time

$0

Paid training hours before they’re doing productive work.

Which pay and hours should I use?

Use average pay for the people involved. You can include employer payroll costs and benefits in that amount. For new hires, count paid training hours when they aren’t doing productive work. Keep those hours out of lost productivity below.

OptionalLost productivity$0per replacement

You can include the value of work lost while a role is vacant or a new hire gets up to speed.

Research on employee turnover.

Studies on recognition, reasons for leaving and opportunities to retain employees.

RECOGNITION & RETENTION

45%lower likelihood
of leaving

In Gallup and Workhuman’s study, employees receiving high-quality recognition in 2022 were less likely to have left their jobs by 2024.

3,400+ employees followed over two years.

Gallup & Workhuman · 2024

A CHANCE TO INTERVENE

42%said something could
have kept them there

Of the voluntary leavers Gallup surveyed, 42% said their manager or employer could have done something to keep them.

717 people who had voluntarily left an employer.

Gallup · 2024 study

THE EVERYDAY EXPERIENCE

57%cited feeling
disrespected at work

Among U.S. workers who quit in 2021, feeling disrespected was a reason for leaving. Pay and advancement also mattered; each was a factor for 63%.

965 voluntary leavers surveyed in February 2022.

Pew Research Center · 2022

Steps to retain employees.

Notice the work
you depend on.

Thank the person who trained a new starter, covered a tough shift, or caught a mistake. Say what they did and why it helped.

Be specific. Do it while it’s fresh.

Ask while
they’re still here.

Ask what makes a good day at work and what makes them consider leaving. Give people room to answer honestly, including when it’s hard to hear.

Make time for a one-to-one conversation.

Follow through
on what you hear.

If pay, staffing, schedules, or growth are the issue, agree on a next step. Tell people what you can change and when you’ll check back.

Give the next step an owner and a date.

Recognition and employee feedback.

With NicePerks, your team can recognize each other, choose rewards, and tell you what could make work better.

Bring NicePerks to your team See how it works
Your estimate
NicePerks

Your turnover cost estimate

Estimated annual turnover cost$0.00
Replacements per year
0
Cost per replacement
$0.00
Monthly average
$0.00

Annual cost breakdown

Cost categoryPer year
Hiring & setup$0.00
Paid staff time$0.00

Annual cost adds together each role’s replacement cost × its replacements per year.