Find what percentage of your workforce you're losing over a given period
💡 Why This Matters Turnover rate is one of the clearest signals of team health — track it consistently and you'll catch retention problems early, before they become a pattern.
🔄 Don't know your average? Enter start/end headcount instead
The average turnover rate across industries hit roughly 47% in 2022, ranging from 20% in government to a striking 82% in leisure and hospitality — a reminder that "normal" turnover looks wildly different depending on the field.
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Turnover rate divides the number of employees who left during a period by your average number of employees over that same period, then multiplies by 100: turnover rate = (employees who left ÷ average employees) × 100. If you don't know your average headcount, provide the number of employees at the start and end of the period instead — we'll average them for you: average = (start + end) ÷ 2.
A lower turnover rate generally signals stronger retention, though what counts as "good" varies significantly by industry. A rate around 10% or less is often considered healthy, while fields like retail and hospitality commonly run much higher without it being a red flag. Only count people who truly left the company — resignations, retirements, and layoffs — not internal promotions, transfers, or employees on temporary leave.
This calculator treats every departure the same way, but losing a handful of new hires reads very differently than losing several long-tenured senior staff — the number alone doesn't capture who left or why. It also depends heavily on choosing a consistent time period; mixing monthly and annual figures makes comparisons meaningless.
Track turnover rate over consistent periods to catch a slow upward trend before it becomes a crisis. Compare your number against your specific industry rather than a universal benchmark, and if it's running high, dig into exit interview data to understand whether it's concentrated in a particular team, tenure range, or role.
Direct average example: Say 9 people left a company with an average of 91 employees over the year. 9 ÷ 91 × 100 = 9.9% turnover rate.
Start/end example: Say 40 employees left, and headcount went from 120 at the start of the period to 80 at the end. Average: (120 + 80) ÷ 2 = 100. Turnover rate: 40 ÷ 100 × 100 = 40% turnover rate.
A good turnover rate varies by industry, but a lower rate is generally seen as better. A turnover rate of around 10% or less is often considered good, suggesting employees tend to stay and are generally satisfied with their work environment.
Include anyone who resigned, retired, or was laid off permanently. Don't count internal promotions, transfers, or employees on temporary leave like maternity leave or a sabbatical — they haven't actually left the company.
They use the same math, but measure different things. Turnover rate tracks employees leaving a company, while churn rate typically tracks customers leaving a subscription or service. Both divide losses by a starting or average base and multiply by 100.
Not necessarily — it depends heavily on your industry. In retail or hospitality, 15% might be average or even low, while in finance or technology, the same number could be considered high. Compare against your specific sector rather than a single universal benchmark.