Our Employee Turnover Calculator gives you a rate, but a percentage doesn’t tell you what turnover is actually costing the business in rupees. This calculator prices it out using your own replacement-cost assumption rather than a generic industry number.
Published estimates of replacement cost as a share of annual salary genuinely vary widely, roughly 50% of salary for entry-level roles is a commonly cited floor, while senior or specialist roles can run well past 150-200%, once you account for recruitment fees, lost productivity during the vacancy, onboarding time, and the ramp-up period before a new hire reaches full productivity. Rather than assert one number as fact, this calculator lets you set the percentage yourself, ideally based on your own role mix, and adjust it as you learn more about your actual replacement costs.
Start with a lower estimate for high-volume, easily-backfilled roles and a higher one for specialist or senior roles, then refine over time as you track actual recruitment spend and ramp-up time against real departures.
Yes, if your role mix spans very different seniority levels, a single blended percentage will understate the cost of losing senior people and overstate the cost of losing junior ones.
Use our Employee Turnover Calculator for the rate, and this tool to translate that rate into a rupee figure that’s easier to make the business case with internally.
No, this calculator prices out the cost after someone has already left, prevention costs like retention bonuses or counter-offers are a separate line item worth tracking on their own.
This is a rougher, faster estimate, if you want the standard formula-based figure instead, our Cost Per Hire Calculator gives you the SHRM/ANSI methodology.
Compare this cost against what a stronger internal mobility program might save, our Internal Mobility Rate Calculator is a useful companion metric when making that case.