Attrition rate calculator
Leavers divided by average headcount — the standard way to state employee attrition, annualised if your period is shorter than a year.
Updates as you type. Nothing you enter leaves this page.
Leavers ÷ average headcount
Attrition rate = leavers in the period ÷ average headcount, where average headcount = (headcount at the start + headcount at the end) ÷ 2.
For a period shorter than a year, the calculator also scales the result to a year: rate × 12 ÷ months. That assumes people keep leaving at the same pace, so treat a quarter's figure scaled to a year as a rough guide.
Worked example. 500 people on 1 April, 520 on 31 March, 65 leavers in between. Average headcount is 510, so attrition is 65 ÷ 510 = 12.7%.
Some teams divide by opening headcount, or by the average of twelve month-end headcounts. The results differ a little; what matters is using one method consistently and saying which.
Attrition by division, band, location and gender — from your HRIS export
The HR Analytics Toolkit works this out for every group in your organisation at once, with early and high-performer attrition, tenure and diversity, and every figure defined. It runs on your computer; the file is never uploaded.
Attrition questions
Is attrition the same as turnover?
Most HR teams use the words interchangeably for the share of people who left. Some reserve turnover for all exits and attrition for voluntary exits or roles not refilled. Say which you mean when you report it.
Should involuntary exits count?
The standard formula counts everyone who left. If you want voluntary attrition only, enter voluntary leavers only — and label the result that way.
Do people who joined and left in the same period count?
Yes, they are leavers. They are also why headcount at the start plus joiners minus leavers should equal headcount at the end — a quick check on your numbers.
What is a good attrition rate?
It depends heavily on industry, level and location. The most useful comparison is your own organisation over time and between groups, which is exactly what the HR Analytics Toolkit shows.