Enter your headcount, separations, and period. Get your turnover rate, retention rate, and benchmark context — using the SHRM/ANSI formula.
SHRM/ANSI formula · Benchmark context · Retention rate · All client-side
Measurement Period & Inputs
The formulas used are the industry standards published by SHRM (Society for Human Resource Management) and endorsed by ANSI (American National Standards Institute). They are the same formulas used by the Bureau of Labor Statistics (BLS) for its Job Openings and Labor Turnover Survey (JOLTS).
Turnover rate uses average employees (beginning + ending ÷ 2) as the denominator rather than beginning headcount alone. This accounts for workforce size changes during the period — a company that grew significantly during the year should not report turnover against only its starting size.
Retention rate measures the proportion of original employees who remained through the entire period, excluding new hires who joined mid-period. It is not the inverse of turnover rate and the two will not sum to 100%.
Benchmarks are sourced from BLS JOLTS annual data and SHRM research. The U.S. average annual turnover rate is approximately 18% per BLS. All outputs are estimates — actual figures will vary based on how separations are defined within your organization.
SHRM: How to Determine Turnover Rate ↗
BLS: Job Openings & Labor Turnover Survey ↗
This tool produces estimates based on your inputs and published benchmarks. Actual costs and rates will vary. Not a substitute for a detailed HR audit or professional advice.
Why gjori.ai built this
Most HR teams calculate turnover once a year, in a spreadsheet, and argue about whether the formula is right. The SHRM/ANSI standard is clear — but it's buried in a methodology guide most people have never read. We put the formula, the benchmarks, and the full calculation transparency in one place. Enter your numbers, see your rate, understand where you stand against U.S. averages. No account, no export fee, no consulting engagement required.
Who uses this
Turnover touches HR, finance, operations, and the C-suite. Here's who runs the numbers here.
Run monthly, quarterly, or annual turnover in seconds. Get the number leadership needs without opening a spreadsheet.
Track turnover across periods and benchmark against the U.S. average to prioritize retention investments before they become emergencies.
No HR department? Get a clean, methodology-backed turnover rate you can actually trust — and defend to a lender or board.
High-turnover industries need to track this closely. Run the number after every quarter, not just at year-end when it's too late to act.
Quantify the problem you're solving for clients. A 42% annualized rate is a very different conversation than "we lose some people."
Turnover feeds headcount forecasts. Know the rate before you build next quarter's hiring plan — not after the budget is set.
FAQs
They measure different things and won't add up to 100%. Turnover rate is the percentage of your average workforce that left during a period. Retention rate measures what fraction of your original employees stayed through the entire period — it excludes new hires who joined mid-period. Both matter; neither tells the full story alone.
The SHRM/ANSI standard — and BLS JOLTS methodology — use average headcount as the denominator because a company that grew from 100 to 200 employees mid-year should not calculate turnover against only 100. Average employees gives a more accurate picture when your workforce is growing or shrinking. The formula card at the bottom of your results shows the full calculation so you can verify it.
Any departure — voluntary resignation, termination, layoff, retirement, or end of contract. Internal transfers and leaves of absence do not count. The tooltip on the separations input walks through each category explicitly.
Depends on your industry. The U.S. average is ~18% annually per BLS, but hospitality and retail routinely run 60–74%, healthcare averages around 20%, and tech sits around 13%. The benchmark bar contextualizes your number against the U.S. average — industry-specific bands are on the v2 roadmap. If you want to model what that rate is actually costing you, that's the custom build conversation. Get in touch →
Yes — select Monthly, Quarterly, or Custom and enter your date range. The calculator automatically annualizes your rate so you can compare it directly to annual benchmarks. Both the period rate and the annualized rate are shown side by side.
Yes. A team dashboard with department-level tracking, period-over-period trends, and exportable reports is exactly the kind of custom build we do. Tell us what you need →
Need More?
Department-level dashboards, period-over-period trend tracking, cost-of-turnover modeling against SHRM/Gallup benchmarks, and exportable reports — tell us what you need.
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