Free tool
Turnover cost calculator
Turnover is one of those costs that rarely shows up on a single line, so it's easy to underestimate. This calculator puts a number on it, using your own figures, so you can see what losing and replacing people actually costs your organisation each year.
Work out your annual turnover cost
Enter your numbers. Everything updates as you type, and nothing is sent anywhere.
People leaving / year
30
Cost per departure
$67,500
Estimated annual cost
$2,025,000
Where a single replacement cost tends to go
An illustrative split of the $67,500 per-departure figure above. These are planning proportions, not a claim about your organisation, so adjust them to what you actually see.
| Component | Share | Amount |
|---|---|---|
| Recruitment and hiring | 20% | $13,500 |
| Onboarding and training | 20% | $13,500 |
| Lost productivity and ramp-up | 45% | $30,375 |
| Manager and team time | 15% | $10,125 |
The cost you can actually change
Most of that number isn't the recruiter's fee. It's the months of lost momentum, the knowledge that walks out the door, and the load on the team left behind. The good news is that a lot of it is preventable. People tend to stay where they're growing, heard, and led well.
That's what Whyser Work is built to support: role-matched development, built-in coaching, and the early signals of disengagement while you can still act on them. For the full picture, read our guide to employee retention.
Common questions
How does this calculator work?
It multiplies out your own numbers: your headcount, average salary, turnover rate, and the cost to replace someone as a share of their salary. Every figure is yours to set, so the tool asserts no external statistic of its own.
What is a realistic cost to replace someone?
It varies a lot by role and seniority. Many organisations plan on somewhere between half and twice an annual salary once you count recruitment, onboarding, lost productivity and the ramp-up before a replacement is fully effective. Set the assumption to what fits your roles.
Does this include voluntary and involuntary turnover?
Use the voluntary turnover rate, since that's the part good culture and retention work can actually change. You can model other scenarios by adjusting the rate.
Is this a prediction of my costs?
No. It's a planning estimate based on the assumptions you enter. It's meant to size the problem and start a better conversation, not to promise a number.