Employee Turnover Cost Calculator
Cost out turnover per exit — recruitment, exit handling, the vacancy gap and ramp-up — and see what one percentage point of attrition is worth, which is the budget a retention programme has to beat.
Free · No sign-up · Nothing leaves your browser · Figures reviewed 22 September 2026
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Optional — needed for the cost of a percentage point.
Annual cost of turnover
₹1,46,99,333
₹4,32,333 per exit — 54% of an average salary — across 34 exits.
- Recruitment · 21%
- Vacancy · 33%
- Ramp-up · 31%
- Onboarding and exit · 15%
Per exit
- RecruitmentAgency, ads, referral bonus, interview time
- ₹90,000
- Exit and handoverSettlement processing, handover time, knowledge loss
- ₹25,000
- Vacancy45 days of work not being done, at ₹3,200 a day
- ₹1,44,000
- OnboardingInduction, equipment, training, the trainer's time
- ₹40,000
- Ramp-up4 months at 50% productivity
- ₹1,33,333
- Total per exit
- ₹4,32,333
Across the year
- Exits
- 34
- Total cost
- ₹1,46,99,333
- Attrition rateAgainst a headcount of 215
- 15.8%
- Cost per employee on the payroll
- ₹68,369
What a percentage point is worth
- One percentage point of attrition
- ₹9,29,517
The most useful form of this number: what reducing attrition by one percentage point would save, which is the budget a retention programme has to beat.
Ramp-up is usually the largest line and the one most often left out. A replacement producing half their eventual output for six months costs three months of salary before anyone has done anything wrong.
Senior and specialist roles cost far more than this average implies — replacement cost rises much faster than salary does.
Most turnover-cost estimates stop at recruitment fees. The two largest lines are usually the ones that do not appear on an invoice: the vacancy, where the work simply is not being done, and the ramp-up, where a replacement is paid in full for output that is not yet full.
The figure at the bottom — what a single percentage point of attrition costs — is the one worth carrying into a budget conversation.
Frequently asked questions
- How much does it cost to replace an employee?
- Commonly between half and two times annual salary, depending on seniority. The large components are the vacancy gap and the ramp-up period, not the recruitment fee.
- What is the biggest hidden cost of turnover?
- Ramp-up. A replacement producing half their eventual output for six months costs three months of salary before anything has gone wrong — and that never appears on an invoice.
- How do I build a business case for retention?
- Cost one percentage point of attrition, which this tool does directly. A retention programme has to save more than that to be worth running, and stating it that way moves the conversation from sentiment to arithmetic.
About this tool
Built by the ViniOffice team. Figures and rules last reviewed 22 September 2026 against the statutory reference this team maintains. Indian statutory rates are date-effective and change by notification — confirm against the current one before running payroll or filing.
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