Employee Turnover Cost Calculator

Employee turnover cost calculator

Put in your headcount, pay and turnover to see what departures cost you each year, and how much better screening and ongoing development could save.

Your numbers

Employees

Average salary

Annual turnover

Replacement cost

Of salary: recruiting, onboarding, lost output.

Hires per year

Applicants assessed per hire

First-year hire failures

Employees on a Grow seat

Turnover reduction from ongoing development25%

Employees with an active development plan leave less often. Published ranges land near 20–35%.

Fewer failed hires from structured screening30%

Skills-based screening plus a calibrated interview guide reduces first-year hire failures.

Billing

Annual pricing saves up to 40%.

Your projected first-year return

Net benefit

$264,096

Savings after platform cost

Return on investment

341%

Pays for itself in 2.7 months

Turnover cost you carry today: $1,674,000
Retention savings — ESAT Grow9.0 departures avoided per year: $251,100
Hiring-mistake savings — ESAT Screen3.2 failed hires avoided per year: $90,396
Total annual savings: $341,496
Platform cost40 Screen assessments/mo · 150 Grow seats: −$77,400

Each departure costs about $27,900 to replace at your salary and replacement-cost assumptions. Figures are an estimate for planning, not a guarantee.

How to calculate employee turnover cost

1. Work out your turnover rate

Divide the people who left during the year by your average headcount, then multiply by 100.

Turnover rate = (departures ÷ average headcount) × 100

Example: 30 departures with an average of 150 employees is a 20% annual turnover rate. Average headcount is usually (headcount at the start of the year + headcount at the end) ÷ 2.

2. Estimate the cost of one departure

Add up what it takes to replace someone and get the new person fully productive:

Separation: exit time, final pay processing, unused leave.
Hiring: job ads, recruiter or agency fees, time spent screening and interviewing.
Onboarding and training: trainer time, courses, equipment and setup.
Lost productivity: the vacant seat, plus the months a new hire spends ramping up.

Many organizations express this as a percentage of the role's annual salary. Use your own figures where you have them — the calculator above lets you set that percentage.

3. Multiply it out

Annual turnover cost = departures × average salary × replacement cost %

Example: 30 departures × $50,000 average salary × 30% = $450,000 a year.

4. Find what you can actually reduce

Not all turnover is avoidable. The parts you can influence are usually poor-fit hires who leave early, and good people who leave because they stop growing. ESAT Screen ranks applicants on real soft and hard skills before you hire, and ESAT Grow turns each employee's skill gaps into assigned training after they start.