The formula
Turnover % = leavers ÷ ((start + end headcount) ÷ 2) × 100
See turnover without the spreadsheet
A single rate rarely tells you much. Break it down by team, site and length of service, and pair it with exit interviews — the HR consultancies listed here do both as a retention review.
Frequently asked questions
How do you calculate employee turnover rate?
Divide the number of leavers in a period by the average number of employees in that period — (start headcount + end headcount) ÷ 2 — and multiply by 100.
What is a good employee turnover rate in the UK?
It varies widely by sector. Hospitality, retail and care often see 30% or more, while professional services and the public sector are typically far lower. Track your own trend and compare it with your sector rather than one national figure.
How much does it cost to replace an employee?
Estimates commonly range from 30% to 50% of annual salary once recruitment fees, management time, training and lost productivity are included — and more for senior or specialist roles.
Should I measure voluntary turnover separately?
Yes. Voluntary turnover — resignations — tells you about engagement and pay, while total turnover includes dismissals, redundancies and retirements. Measuring leavers in their first 12 months is also a useful signal about hiring and onboarding.
Why does turnover cost more with sponsored workers?
If a sponsored worker leaves, the certificate of sponsorship fee and first-year Immigration Skills Charge you paid are not refunded, and you must report the departure within 10 working days.
Official sources
Rules and fees checked September 2026. Immigration rules change often — this tool gives general information, not legal or immigration advice. For advice on an individual case, speak to a regulated immigration adviser or one of the firms listed here.