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The cost of people
What people cost to employ, hour by hour and year by year.
True Cost of an Employee
Salary plus payroll taxes, benefits, workers’ comp, and overhead. The fully loaded annual cost and the cost per worked hour.
Labor Burden Rate
Turn a salary into the fully burdened hourly rate, with every burden component as a percentage you control.
Staffing Agency vs Payroll Cost
Agency billing, payrolling, and your own payroll with and without benefits, side by side, with the conversion breakeven.
Temp-to-Hire Breakeven
Direct hire, temp-to-hire, or direct placement for one role, with the declining buyout and the waiver math done for you.
Overtime Pay
Weekly overtime on the federal rule, with a bonus correctly folded into the regular rate.
PTO Accrual and Payout
How fast paid time off builds per pay period, and what an unused balance is worth at termination.
Absenteeism Cost
What unplanned absence costs in a year, in direct pay and the team ripple, against the national benchmark.
Turnover and retention
What departures and open seats drain, and what retention is worth.
Cost of Turnover
What losing one employee really costs across separation, the open role, recruiting, onboarding, and the ramp.
Retention Savings
What cutting turnover by a few points is worth in avoided replacement cost, per year and per point.
Vacancy Cost
The yearly drag of open seats from your turnover and time to fill, and what filling faster saves.
Hiring and recruiting
What it costs to fill roles, and which channel does it cheapest.
Cost Per Hire
Your true cost to fill a role on the SHRM standard, split between internal time and external spend.
Time-to-Fill Cost
What one open requisition costs while it stays open, net of the pay you are not spending.
Recruiter Capacity
How many recruiters your open reqs need, weighted by role difficulty, and your team’s utilization.
Agency vs In-House ROI
Agency fees versus an in-house recruiter at your hiring volume, with the break-even hires per year.
Referral Program ROI
Whether a referral bonus saves money against your current cost per hire, including payroll tax on the bonus.
New Hire Ramp
The cost of the months before a new hire is fully productive, per hire and across a year of hiring.
Workforce planning
How much staffing the work needs, and whether the structure carries it.
FTE and Headcount Planning
Turn workload into the FTE it needs after real time off and utilization, and the hires that closes the gap.
Shift Staffing
The headcount it takes to cover a post around your hours, with the relief factor for leave and days off.
Overtime vs New Hire
Whether steady overtime or another hire is cheaper, with the break-even hours per week.
Span of Control
Your average span, manager share, and layers, against typical ranges and your target.
Manager Workload
Whether one manager’s week can carry their reports, their own work, and the overhead, and how many reports it supports.
HR Staffing Ratio
Your HR-to-employee ratio against the typical range for your size, and the FTE gap to your target.
People decisions
Numbers for the calls that need a steady hand.
Adverse Impact
Run the four-fifths check on a hiring round, a promotion cycle, or a reduction list, and see any group below the 80% line.
Attendance Points
Score attendance incidents on your point values and see where an employee sits on the discipline ladder.
Severance Pay
A severance package from your weeks-per-year formula, with PTO payout and benefits continuation on top.
WARN Act Quick Check
Apply the federal WARN thresholds, the 90-day aggregation flag, and four state mini-WARN reads to your layoff numbers.
Training ROI
Whether a training program pays for itself, with the net benefit, payback, and the break-even gain.
Built for your industry
Manufacturing, construction, dental, home care, and home services tools that speak the language of the floor, the site, the practice, the 5 AM call-off, and the 2 AM service call.
Manufacturing Turnover Cost
What one departure from the floor costs, and the annual bill across the plant.
Overtime vs New Hire
Whether standing overtime or an added headcount is cheaper for your line, with the crossover point.
Manufacturing Absenteeism Cost
The cost of unplanned absence across a crew, with the coverage and ripple priced in.
Attendance Point System Builder
Build a no-fault attendance points policy and print the one-page policy sheet.
Construction Labor Burden
Turn a trade wage into the fully burdened hourly rate your bids should carry.
Crew No-Show Cost
What a no-show morning costs the job, from the idle crew to the slipped schedule.
Apprentice ROI
Whether an apprentice pays back against hiring a journeyman, year by year.
Dental Employee Cost
The fully loaded cost of every role in the practice, chairside and front desk.
Hygienist Vacancy Cost
What an open hygiene chair costs the practice while the search runs.
Chair Downtime Cost
What an idle chair hour costs, from cancellations to short days.
Caregiver Turnover Cost
What replacing one caregiver costs your agency, and a year of it at home care turnover rates.
Caregiver Unfilled Shift Cost
What one uncovered shift costs against covering it, and a typical year of call-offs.
Empty Truck Cost
The revenue one unfilled truck puts at risk per day and over the whole vacancy.
Tech Turnover Cost
What one technician departure costs a service shop, and a year of them at your counts.
On-Call Pay Cost
What one on-call week really costs a service shop, per response hour and per year.
Get the number fast
Every calculator here gives you a real, usable estimate with no signup. Change the inputs, read the result, done. Bookmark the ones you come back to.
When you need to keep it
The Excel versions save your numbers, compare several roles or scenarios, go deeper on the assumptions, and print a board-ready summary you can share with leadership.
The number is the easy part
Once you see what hiring, turnover, and a fully loaded role cost in full, the next question is what to do about it. The TrueStep HR toolkits give you the hiring, onboarding, and people processes to act on it.
Explore the toolkitsThese calculators give estimates only. Figures vary by employer, state, and industry. Confirm specifics with a qualified professional.
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