Enter headcount and separation numbers on the left and click Calculate to see your turnover rate here.
Employee turnover percentage tells you what share of your workforce left during a given period. The standard HR formula is:
Turnover % = (Separations ÷ Average Headcount) × 100
Average Headcount = (Starting employees + Ending employees) ÷ 2
For example, if you start with 100 people, end with 90, and 15 left during the year: Average = 95, Turnover = (15 ÷ 95) × 100 = 15.79%. To track how that rate shifts from one period to the next, use a percentage change calculator.
Retention rate is simply the inverse: Retention % = 100 − Turnover %
| Industry | Typical Annual Rate | Signal |
|---|---|---|
| Technology | 10–15% | Normal |
| Healthcare | 15–25% | Moderate |
| Retail / Hospitality | 30–60% | High but expected |
| Finance & Banking | 8–12% | Low |
| Manufacturing | 15–20% | Moderate |
| Education | 10–16% | Normal |
| Nonprofits | 18–25% | Moderate–High |
Once you know your industry benchmark, use a percent to goal calculator to see how close your current rate is to your retention target.
| Role Level | Typical Cost (% of Salary) |
|---|---|
| Entry-level / hourly | 30–50% |
| Individual contributor | 75–125% |
| Skilled professional | 100–150% |
| Senior / manager | 150–200% |
| Director / VP | 200–250% |
| Executive / C-suite | 300%+ |
Costs include recruiting fees, time-to-fill, onboarding, lost productivity, and institutional knowledge lost. Reducing turnover is one of the highest-return investments a business can make — you can measure that gain with a percentage return calculator.
Quick reference: what turnover % results from different combinations of separations and average headcount.
| Avg Headcount | 2 leftturnover % | 5 leftturnover % | 10 leftturnover % | 15 leftturnover % | 20 leftturnover % | 30 leftturnover % |
|---|
Formula: Turnover % = (Separations ÷ Average Headcount) × 100. Green = below 10%, amber = 10–20%, red = above 20%.
How a monthly turnover rate converts to an estimated annual rate (simple ×12 and compound method).
| Monthly Rate | Simple Annual (×12) | Compound Annual | Signal |
|---|
Compound annual = 1 − (1 − monthly ÷ 100)^12. For most HR reporting, simple ×12 is the standard.
Estimated total cost at 100% salary replacement factor across common salary levels and departure counts.
| Avg Salary | 2 left | 5 left | 10 left | 20 left | 30 left | 50 left |
|---|
Based on 100% of annual salary per departure. Multiply by 1.5× or 2× for senior or specialist roles. Currency shown as $.
Typical annual turnover ranges reported across major sectors to help you compare your own rate.
| Industry | Low End | Typical | High End | Signal at Typical |
|---|---|---|---|---|
| Technology / SaaS | 8% | 12% | 18% | Normal |
| Finance & Insurance | 7% | 10% | 15% | Low – Positive |
| Healthcare | 12% | 20% | 30% | Moderate concern |
| Retail (general) | 25% | 40% | 65% | Expected for sector |
| Hospitality / Food Service | 25% | 50% | 80% | High but sector norm |
| Manufacturing | 10% | 17% | 25% | Watch if above 20% |
| Education | 8% | 14% | 20% | Normal |
| Nonprofits | 15% | 22% | 35% | Moderate–High |
| Government / Public sector | 5% | 8% | 12% | Low – Stable |
| Professional Services | 10% | 15% | 22% | Normal |
Benchmarks are typical ranges reported across studies. Your actual target depends on company stage, region, and role mix.
Useful benchmarks and quick interpretations for common turnover scenarios.
| Scenario | What It Means | Action Signal |
|---|---|---|
| Under 5% annual | Very stable workforce | Monitor for stagnation |
| 5–10% annual | Healthy turnover range | Maintain current practices |
| 10–20% annual | Moderate — watch trends | Investigate if rising |
| 20–30% annual | High — retention risk | Exit interviews needed |
| Above 30% annual | Serious retention problem | Full HR review required |
| Over 5% monthly | Rapid workforce turnover | Immediate action needed |
| Voluntary > involuntary | Engagement / culture issue | Manager & culture review |
| Involuntary > voluntary | Hiring or fit problem | Review recruitment process |
| New hire turnover (90-day) | Onboarding failure | Redesign onboarding |
| Turnover in top performers | Critical talent flight risk | Compensation & growth review |
No single number defines "good" turnover — context, industry, and growth stage all matter. Track trends over time, not just point-in-time rates.