👥 Attrition Rate Calculator
Calculate employee turnover and retention rates
Number of employees at the beginning
Number of employees at the end
Number of employees who left during the period
How to Use This Calculator
Enter Employees at Start
Input the number of employees at the beginning of your analysis period (e.g., start of the year, quarter, or month).
Enter Employees at End
Input the number of employees at the end of the same period.
Enter Employees Who Left
Input the total number of employees who left during the period (resignations, terminations, retirements, etc.).
Review Results
Review the attrition rate, retention rate, and other metrics to understand your workforce turnover.
Formula
Attrition Rate:
Attrition Rate = (Employees Who Left / Average Employees) × 100
Average Employees:
Average Employees = (Employees at Start + Employees at End) / 2
Retention Rate:
Retention Rate = 100% - Attrition Rate
Employees Hired:
Employees Hired = Employees at End + Employees Who Left - Employees at Start
Example 1: Annual Attrition
Employees at Start: 100, Employees at End: 95, Employees Who Left: 10
Average Employees: (100 + 95) / 2 = 97.5
Attrition Rate: (10 / 97.5) × 100 = 10.26%
Retention Rate: 100% - 10.26% = 89.74%
Employees Hired: 95 + 10 - 100 = 5
Example 2: Quarterly Attrition
Employees at Start: 50, Employees at End: 52, Employees Who Left: 5
Average Employees: (50 + 52) / 2 = 51
Attrition Rate: (5 / 51) × 100 = 9.80%
Retention Rate: 100% - 9.80% = 90.20%
Employees Hired: 52 + 5 - 50 = 7
About Attrition Rate Calculator
The Attrition Rate Calculator helps HR professionals and business managers measure employee turnover within their organization. This tool calculates the percentage of employees who leave during a specific period, helping you track retention, identify trends, and make data-driven decisions about workforce management and retention strategies.
When to Use This Calculator
- HR Reporting: Calculate attrition rates for HR dashboards and management reports
- Retention Analysis: Identify departments or teams with high turnover rates
- Benchmarking: Compare your attrition rate against industry standards
- Strategic Planning: Plan recruitment and retention initiatives based on turnover data
- Cost Analysis: Understand the cost implications of employee turnover
Why Use Our Calculator?
- ✅ Accurate Calculations: Uses the standard formula for attrition rate calculation
- ✅ Comprehensive Metrics: Shows both attrition and retention rates
- ✅ Average Employees: Accounts for workforce changes during the period
- ✅ Quick Analysis: Instant calculation of turnover metrics
- ✅ Clear Results: Visual display of all key metrics
- ✅ Free Tool: No cost for essential HR analytics
Common Applications
- Department Analysis: Compare attrition rates across different departments
- Trend Monitoring: Track attrition trends over multiple periods
- Exit Interview Analysis: Correlate attrition data with exit interview findings
- Retention Programs: Measure the effectiveness of retention initiatives
Tips for Best Results
- Consistent Time Periods: Use the same time period (monthly, quarterly, annually) for fair comparisons
- Include All Departures: Count all types of employee exits - voluntary, involuntary, retirement
- Regular Monitoring: Calculate attrition rates regularly to catch trends early
- Segment Analysis: Break down attrition by department, role, tenure, or other factors
- Industry Comparison: Compare against industry benchmarks (typically 10-15% annual attrition is average)
Frequently Asked Questions
What's a good attrition rate?
Industry standards vary, but generally 10-15% annual attrition is considered normal. Rates above 20% may indicate issues. However, context matters - high-growth companies or seasonal industries may have higher rates.
What's the difference between attrition and turnover?
Attrition and turnover are often used interchangeably, but attrition typically refers to employees who leave and aren't replaced, while turnover includes all departures regardless of replacement.
Should I include temporary employees?
It depends on your analysis purpose. For internal workforce planning, you might exclude temps. For total workforce cost analysis, include them. Be consistent in your methodology.
How do I calculate monthly attrition from annual?
Monthly attrition isn't simply annual divided by 12. Use the same formula with monthly data (employees at start/end of month, employees who left during the month).
What if my company is growing rapidly?
Rapid growth companies often have higher attrition rates due to scaling challenges. Compare against similar companies or track your own historical trends rather than static benchmarks.
Can attrition rate be negative?
No, attrition rate cannot be negative. If you're hiring more than people are leaving, you'll have a low attrition rate and high retention rate, but the rate itself will be positive or zero.