Calculator
Attrition Rate Calculator
Estimate attrition rate for a period, plus a few supporting metrics (hiring rate, net change, replacement ratio) to help you interpret what’s happening.
Inputs
Select the reporting period for your data.
People employed at the start of the period.
People employed at the end of the period.
People who left during the period.
People hired during the period.
Data check
Inputs reconcile and are usable for rate calculations.
Report
Attrition rate
17.6%
Period: 12 months
Hiring rate
21.6%
Relative to average headcount.
Net headcount change
4
Ending − starting.
Replacement ratio
1.22
Hires ÷ exits (how much you replaced).
How it's calculated
- Average headcount: (starting + ending) ÷ 2 = 102.0
- Attrition rate: (exits ÷ average headcount) × (12 ÷ period months) — annualized
- Hiring rate: (hires ÷ average headcount) × (12 ÷ period months) — annualized
Attrition Rate Calculator
Estimate your employee attrition rate for any period and instantly understand what it means for your hiring quality, workforce stability, and growth.
Along with attrition, this calculator also shows hiring rate, net headcount change, and replacement ratio — so you don’t just see numbers, you see the story behind them.
What is Attrition Rate?
Attrition rate is the percentage of employees who leave an organization during a specific period, either voluntarily or involuntarily.
Employees may leave due to:
- Resignation
- Termination
- Retirement
- Role mismatch
- Better opportunities
- Organizational changes
Attrition is not just an HR metric — it’s a direct signal of hiring accuracy, role fit, and employee experience.
How to Use the Attrition Rate Calculator
Using the SkillSauce Attrition Rate Calculator takes less than a minute.
- Step 1: Select the time period
Choose the reporting period you want to analyze (monthly, quarterly, or annual). - Step 2: Enter workforce numbers
Provide:- Starting headcount (employees at the beginning)
- Ending headcount (employees at the end)
- Total exits during the period
- Total hires during the period
- Step 3: Get instant insights
The calculator automatically generates attrition rate, hiring rate, net headcount change, and replacement ratio. You can also save the report as a PDF for internal reviews or leadership discussions.
Attrition Rate Formula (Used in This Calculator)
Average Headcount
Average headcount = (Starting headcount + Ending headcount) ÷ 2
Attrition Rate
Attrition rate = (Employees who exited ÷ Average headcount) × 100 (annualized automatically based on the selected period)
Hiring Rate
Hiring rate = (Hires ÷ Average headcount) × 100 (annualized)
Net Headcount Change
Net change = Ending headcount − Starting headcount
Replacement Ratio
Replacement ratio = Total hires ÷ Total exits
Attrition Rate Example (Simple Explanation)
Let’s say over 12 months:
- Starting employees: 100
- Ending employees: 104
- Employees who left: 18
- Employees hired: 22
Calculations:
- Average headcount = (100 + 104) ÷ 2 = 102
- Attrition rate = (18 ÷ 102) × 100 = 17.6%
- Hiring rate = 21.6%
- Net headcount change = +4
- Replacement ratio = 1.22
What this means:
- Your company grew slightly in size
- You replaced more people than you lost
- Attrition is moderate and should be monitored for role-fit or team-level issues
What Is a Good Attrition Rate?
There’s no single “perfect” number, but general benchmarks help:
- Below 10% → Strong retention
- 10%–20% → Normal for most industries
- Above 20% → High attrition (needs investigation)
Always compare attrition by role, department, and hiring channel, not just at company level.
Attrition vs Turnover: What’s the Difference?
Attrition focuses on employees leaving, while turnover includes exits and replacements as a workforce movement metric.
Attrition helps answer:
👉 Are we hiring the right people and keeping them?
Turnover helps answer:
👉 How frequently are roles changing hands?
Why Tracking Attrition Matters for Hiring Teams
High attrition is rarely random. It usually signals issues such as:
- Poor role fit
- Inaccurate skill evaluation
- Rushed hiring decisions
- Biased or inconsistent interviews
- Lack of structured assessments
Tracking attrition alongside hiring data helps you fix problems before they scale.
How SkillSauce Helps Reduce Attrition at the Source
Attrition doesn’t start on day 90 — it starts at hiring.
SkillSauce helps teams reduce early exits and long-term attrition by:
- Skill-based assessments instead of resume guesswork
- AI-powered interviews with structured evaluation
- Bias-reduced screening and scoring
- Role-specific test libraries for IT and non-IT roles
- Data-backed hiring decisions, not intuition
When hiring quality improves, attrition naturally drops.
Frequently Asked Questions
Find answers to common questions about the Attrition Rate Calculator.
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