# Free employee turnover rate calculator

> Free employee turnover rate calculator. Enter your headcount at the start and end of a period and how many people left to see your turnover rate.

Free tool by Reuily · Updated 2026-10-15

Canonical: https://reuily.com/tools/employee-turnover-rate-calculator

Work out what share of your team left over a month, a quarter or a year.

The interactive tool is at https://reuily.com/tools/employee-turnover-rate-calculator. To do it yourself:

1. Average headcount = (employees at the start + employees at the end) ÷ 2.
2. Turnover rate = people who left ÷ average headcount × 100.
3. Use the same period, such as a year, every time you compare.

## How to use the turnover calculator

1. **Enter your headcount at the start** of the period you want to measure.
2. **Enter your headcount at the end** of the same period.
3. **Enter how many people left** during it, for any reason.

## How do you calculate employee turnover?

> Turnover rate = people who left ÷ average headcount × 100

Average headcount is your headcount at the start plus your headcount at the end, divided by two.

For example, if you start the year with 120 people, end with 130 and 15 people leave, your average headcount is 125 and your turnover rate is 15 ÷ 125 × 100 = **12%**.

## What is a good employee turnover rate?

It varies a lot by industry and role. Retail and hospitality often see far higher turnover than office teams. Compare yourself with last year and between your own teams before comparing with anyone else.

| Yearly turnover | What it usually means |
| --- | --- |
| Under 10% | Low. Most people are staying. |
| 10% to 20% | Moderate. Worth watching by team. |
| Over 20% | High for most office teams. Find out why. |

## Voluntary or involuntary turnover?

Voluntary turnover counts people who chose to leave. Involuntary turnover counts people who were let go. Work out both if you can. A rise in voluntary turnover is the clearest sign that something about the job, pay or management needs attention.

## How to find out why people leave

- **Run an exit survey** in each person's last week, before the exit interview, so they have time to answer honestly.
- **Track employee loyalty every quarter.** An eNPS survey shows when people are thinking about leaving, before they go.
- **Ask the people who stay.** A short pulse survey finds problems while you can still fix them.

## Frequently asked questions

### Who counts as a leaver?

Anyone who left the company in the period, whether they resigned, retired or were let go. Leave out people who moved to another team inside the company.

### How do I work out a yearly rate from a monthly one?

Work out the rate for the whole year instead: use your headcount on the first and last day of the year and everyone who left in between. Multiplying one month by twelve exaggerates a single unusual month.

### What is the difference between turnover and attrition?

Many people use them for the same thing. When they differ, attrition usually means roles that were not filled again after someone left.

### Should I count temporary staff?

Count them separately. Seasonal and fixed term contracts end by design, which would make your turnover look higher than it is.

### Is my data saved?

No. The calculator runs in your browser, and the numbers you enter are not sent anywhere or saved.

## Templates that go with it

- [Exit Survey](https://reuily.com/templates/exit-survey): Why people leave, how they rate their manager and what would have kept them.
- [eNPS Survey](https://reuily.com/templates/enps-survey): One question every quarter to track how likely staff are to recommend working with you.
- [Employee Feedback Survey](https://reuily.com/templates/employee-feedback-survey): A short pulse survey for the people who stay.