Employee turnover calculator
Enter how many people left during the period and your headcount at its start and end.
Turnover rate formula
Turnover = leavers in the period ÷ average headcount of the period × 100. Here the average is (start + end) ÷ 2. In RolePark it is the average of daily headcount, which is more precise when people join mid-period.
Example: 4 people left in a quarter; headcount was 50 at the start and 60 at the end. Average = 55, turnover = 4 ÷ 55 × 100 = 7.3%. With the starting headcount it would read 8.0%, with the closing one 6.7%.
Voluntary and involuntary turnover
The formula counts every leaver. For decisions it helps to split them: voluntary turnover — people who chose to leave — usually points to pay, management or growth, while involuntary turnover — dismissals and ended contracts — reflects hiring and performance decisions.
Calculate each part with the same average headcount, so that together they add up to the total rate.
Monthly, quarterly or annual
Use the period that matches your decision. Monthly figures in a small team are noisy: one departure out of 20 people is already 5%.
For annual turnover, count all leavers over the twelve months and divide by the average headcount for the year, instead of adding up monthly rates.
What to do with the number
Compare it with your own previous periods first, then look at where people leave: by team, by tenure and by reason. People who leave within the first months usually point to hiring or onboarding; later departures more often point to growth and management.
Exit interviews and a short survey of those who stay turn the rate into something you can act on.
Questions about employee turnover
Should I divide by the start, end or average headcount?
By the average. In a growing or shrinking team either edge skews the result: the same leavers divided by a smaller headcount give a higher rate.
How do I get annual turnover?
Enter the leavers for the whole year and the headcount at the start and end of the year. Multiplying a monthly or quarterly rate assumes the rest of the year behaves the same, which is rarely true.
Who counts as a leaver?
Everyone whose employment ended in the period. For turnover of permanent staff only, leave contractors and interns out of both the leavers and the headcount.