Free Employee Turnover Rate Calculation Spreadsheet
A 12-month tracker that automatically calculates your employee turnover rate. Enter your headcount, new hires, and departures — the built-in formulas handle the rest.
Download Turnover Rate Calculator (Google Sheets) →
What's in the Spreadsheet
A 12-month tracker with seven columns. Each month's ending count automatically becomes the next month's starting count.
| Column | Description |
|---|---|
| Month | January through December |
| Starting Employees | Headcount at the beginning of the month |
| New Hires | Employees added during the month |
| Employees Leaving | All separations (voluntary, involuntary, retirement) |
| Ending Employees | Starting + New Hires - Leaving |
| Average Employees | (Starting + Ending) / 2 |
| Turnover Rate (%) | (Leaving / Average) x 100 |
Built-in Formulas
- Ending Employees = Starting Employees + New Hires - Employees Leaving
- Average Employees = (Starting Employees + Ending Employees) / 2
- Turnover Rate (%) = (Employees Leaving / Average Employees) x 100
How to Use It
1. Enter your starting headcount
Fill in the number of employees at the start of January (or whichever month you begin tracking).
2. Fill in monthly changes
Each month, enter the number of new hires and employees who left. Include all separations: voluntary resignations, terminations, retirements, and end of contract.
3. Let the formulas work
The spreadsheet automatically calculates ending headcount, average employees, and turnover rate for each month.
4. Review monthly and quarterly
Look for spikes that may indicate seasonal patterns or management issues. Use real-time dashboards alongside the spreadsheet to correlate turnover with attendance and productivity trends.
How to Calculate Turnover Rate Manually
Monthly Turnover Rate
(Employees who left during the month / Average number of employees during the month) x 100
Annual Turnover Rate
(Total employees who left during the year / Average number of employees during the year) x 100
Example
- Starting employees (January): 50
- Employees who left in January: 3
- New hires in January: 5
- Ending employees: 52
- Average employees: (50 + 52) / 2 = 51
- January turnover rate: (3 / 51) x 100 = 5.9%
Need a quick answer without the spreadsheet? Use the turnover rate calculator to get monthly, quarterly, or annualized turnover, voluntary vs involuntary rates, and a turnover cost estimate.
What's a "Good" Turnover Rate?
It depends on your industry. The table shows how often employees leave in each industry, from the US Bureau of Labor Statistics. It counts every separation (quits, layoffs, and other departures), so it is a good comparison for an all-in turnover rate. If your rate is well above your industry’s, investigate the causes: compensation, management, workload, and career development gaps are the most common drivers.
| Industry | Monthly separations rate (2025) | Approximate annual rate |
|---|---|---|
| All US employers (total nonfarm) | 3.3% | ~40% |
| Leisure and hospitality | 5.6% | ~67% |
| Professional and business services (includes call centers) | 4.6% | ~55% |
| Retail trade | 3.8% | ~46% |
| Health care and social assistance | 2.9% | ~35% |
| Information | 2.8% | ~34% |
| Manufacturing | 2.4% | ~29% |
| Finance and insurance | 2.1% | ~25% |
Source: BLS Job Openings and Labor Turnover Survey, Table 20, 2025 annual averages. The annual figure is the monthly rate multiplied by 12. BLS does not publish a call-center-only rate; call centers are part of professional and business services. Industry commentary often quotes 30 to 45 percent a year for contact centers, attributed to the Quality Assurance and Training Connection, but the original survey is not publicly available.
Frequently Asked Questions
Common questions about calculating employee turnover rate.
Monthly gives you the most actionable data. You'll spot problems quickly — if March turnover spikes, you can investigate immediately rather than discovering it in an annual review.
No. Internal transfers are not separations. Only count employees who leave the organization entirely.
Use the same formula but limit the data to that department's headcount and departures. Duplicate the spreadsheet tab for each department you want to track separately.
The average employee count in the formula accounts for growth. But in high-growth periods, turnover rate can appear artificially low because the denominator (average headcount) keeps rising. Consider tracking the raw number of departures alongside the rate.
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