Can I use this result as a final decision?
Use it to organize assumptions and questions. Review relevant facts and options before acting.
Retention & Organizational Performance
Employee Turnover Cost Calculator
Build a role-by-role view of turnover expenses, allocated internal time, and modeled contribution effects. Compare low, base, and high departure scenarios.
Employer planning · Free initial result · Method version 1.0.0Inputs stay in memory. Nothing is saved or submitted automatically.
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Understand the result
Method & assumptions
For each role and scenario, multiply departures by each per-departure cost. Cash expenses, allocated internal time, vacancy contribution effects, and ramp-up contribution effects retain their separate classifications. Time value = hours × hourly allocation rate.
Hypothetical worked example
10 departures with $2,000 recruiting, $1,000 onboarding, and $500 training each give $35,000 cash expenses. $4,000 vacancy and $2,500 ramp-up contribution effects give $65,000 opportunity cost. Combined modeled impact is $100,000, not recoverable cash savings.
Scope and limitations
- No universal salary multiplier is used. Lost contribution is a user estimate, not gross sales.
- Low and high departure counts are sensitivity scenarios, not predicted effects of a service.
- Avoid re-entering vacancy or ramp-up impacts already included in another tool. Zero-day vacancy or ramp-up must have zero associated contribution effect.
Sources
Workforce Nexus original planning method. Examples are hypothetical, not industry benchmarks.
Prepared by Workforce Nexus for educational planning. Not a legal, tax, insurance eligibility, or professional determination.
Are the examples benchmarks?
No. Example numbers are hypothetical and demonstrate the method. Replace them with your own information.