Employee Attrition Rate Calculator

Finance

Calculate your employee attrition (turnover) rate — the percentage of staff who left during a period. Divide the number of employees who left by the average headcount over the period and multiply by 100. Enter how many employees departed and your average headcount to see the attrition rate.

Formula

Attrition rate (%) = (Employees who left ÷ Average headcount) × 100
  • Attrition rate = number of employees who left during the period ÷ average number of employees, multiplied by 100.
  • Average headcount is usually (starting headcount + ending headcount) ÷ 2 for the period you're measuring.
  • Retention rate is simply 100% minus the attrition rate.
  • Quote the period (monthly, quarterly or annual) when reporting, and compare like-for-like periods, since attrition is naturally higher over longer spans.

Example: 12 leavers, 200 average headcount

Inputs
  • Employees Who Left: 12
  • Average Number of Employees: 200

With 12 employees leaving and an average headcount of 200, the attrition rate is (12 ÷ 200) × 100 = 6%, meaning a retention rate of 94% for the period.

Frequently asked questions

How do I calculate attrition rate?
Divide the number of employees who left during the period by the average number of employees, then multiply by 100 to get a percentage.
What is a good attrition rate?
It varies widely by industry, but lower is generally better. Compare your rate with sector benchmarks and your own historical figures rather than a single universal target.
What is the difference between attrition and turnover?
The terms are often used interchangeably for the rate at which employees leave. Some organisations reserve 'attrition' for roles left unfilled and 'turnover' for those backfilled, but the percentage is calculated the same way.
How is average headcount worked out?
Commonly as the starting headcount plus the ending headcount for the period, divided by two — though larger organisations may average monthly figures for more accuracy.
Does attrition include voluntary and involuntary exits?
It can include both. Many companies also track them separately, since voluntary resignations and involuntary departures (layoffs, dismissals) have different causes and remedies.