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Average headcount during the measurement period
Total separations during the period
Attrition rate measures the rate at which employees leave an organization over a period of time. Also known as employee turnover rate, it's a critical HR metric that helps organizations understand workforce stability, retention effectiveness, and recruitment needs.
Enter the average number of employees during the period and the number who left. Select the time period and industry for benchmarking. The calculator provides attrition rate, retention rate, and cost implications.
Attrition Rate = (Number of Employees Left ÷ Average Number of Employees) × 100. The result shows the percentage of workforce lost during the measurement period.
Essential for HR departments, business leaders, and organizational development. Helps with workforce planning, budget forecasting, employee engagement strategies, and competitive analysis.
Attrition rates vary significantly by industry. Technology and professional services typically have lower rates (8-15%), while retail and hospitality experience higher turnover (20-35%). Understanding industry norms helps set realistic targets.
High attrition rates can be expensive. Costs include recruitment, training, lost productivity, and knowledge transfer. The calculator provides estimated replacement costs to highlight financial impact.
Use attrition data to identify trends, implement retention strategies, improve workplace culture, and enhance employee engagement. Regular monitoring helps organizations maintain healthy workforce stability.
Attrition rate and turnover rate are often used interchangeably. Both measure employee departure rates, though turnover typically refers to voluntary separations.
Good attrition rates vary by industry. Generally, rates below 10% annually are considered excellent, while rates above 20% may indicate retention issues.
Calculate monthly for operational insights, quarterly for trend analysis, and annually for strategic planning and benchmarking.
Compensation, work-life balance, career growth, management quality, company culture, and external economic factors all influence attrition rates.