Real screenshots from the workbook. Example figures are illustrative.
Turnover and Absence Cost Pack
Put a number on people leaving and people away. The all-in cost of a departure, absence with the coverage ripple, the cost of open roles, and what better retention is worth.
One-time purchase, no subscription. Instant download.
Built by expert HR practitioners and leaders
- Cost of turnover calculator that totals one departure across separation, vacancy, recruiting, and ramp
- Absence cost model with direct cost and a coverage ripple, by department
- Vacancy cost calculator for what open roles cost over a year
- Retention savings model that prices cutting turnover to a target rate
- Benchmarks tab with public ranges by role and sector, sources noted
- One-page summary with every figure pulled live from the four tools
The pack puts a number on the problem. It does not make the decision and does not replace finance review.
Planning estimates and general business information, not legal or tax advice. The costs rest on the assumptions you set, so calibrate them to your own data.
Not the right fit? Take the 60-second match.
Last reviewed June 2026
Four cost tools in one workbook
Eight tabs in one Excel file. A Start Here page sets the order to work in, four tools put a number on turnover and absence, a benchmarks tab keeps the inputs honest, a one-page summary pulls the headlines together, and a Notes tab holds the assumptions you chose and why.
Cost of Turnover Calculator
Set the pay basis once, then fill each stage: separation, the vacancy while the role is open, recruiting the replacement, and onboarding and ramp. The all-in cost of one departure builds up, with subtotals and a percent of annual salary.
Absence Cost
Set the benefits load and a coverage multiplier, then list each department's headcount, pay, and absence days. Direct cost and the fully loaded cost with the coverage ripple calculate, plus what trimming a day or two per employee would save.
Vacancy Cost Calculator
Enter headcount, the turnover rate, time to fill, and pay. The yearly cost of open roles, the cost per vacancy, and the roles open at any one time calculate.
Retention Savings
Set a target turnover rate below your current one. Cost per departure, departures avoided, and the annual saving calculate, with the worth of each point of turnover.
Benchmarks
Public ranges to sense-check each result: cost of turnover by role, turnover by sector, time to fill and vacancy cost, and absence, with the source noted per section.
Summary
What turnover and absence cost you, on one page. Cost per departure, total absence cost, vacancy cost, and retention savings, every figure pulled live from the four tools.
From hidden costs to a number you can act on
Each tool puts a number on one piece of the people cost, and every result flows to the summary, so the picture stays current as you work.
Cost out one departure
Set the pay basis, then fill the four stages. The all-in cost of replacing one person builds up, separation through ramp.
Price absence and its ripple
List each department's headcount and absence days. Direct cost plus the coverage ripple gives the fully loaded cost, and the saving from trimming a day or two.
Total the open roles
Enter your turnover rate and time to fill. The yearly vacancy cost and the roles open at once make the standing cost visible.
Size the retention payoff
Set a target turnover rate and read the annual saving, plus what each point of turnover is worth, before you fund a retention move.
Cost numbers that hold up in a budget conversation
A people-cost number is only as strong as the assumptions under it, so the pack keeps every assumption on the surface and sources its benchmark ranges.
Who it's built for
Who this pack fits, and where to go if that's not you.
Built for
- An operator or finance partner who needs turnover and absence as a number, not a complaint.
- An HR team of one building the business case for a retention or attendance program.
- A consultant or fractional HR lead quantifying the cost of churn for a client.
If you are looking for
- A staffing plan, not the price of churn. The Workforce Planning Pack covers FTE and headcount, shift coverage, overtime versus hiring, and labor burden.
- The savings from a reduction, not retention. The RIF and Restructuring Savings Planner handles severance, the full one-time cost, and the payback period.
Before you buy
What format is it and can I edit it?
Is this legal or tax advice?
How is this different from a free turnover calculator?
Where do the cost figures come from?
Is it a subscription?
Will it stay current as rates change?
What is the refund policy?
What happens after I buy?
Can I expense this purchase to my business?
Most customers buy TrueStep HR tools for business use, and a tool you use for work often qualifies as a deductible business expense. Whether it does for you depends on your situation, so confirm with your accountant or tax professional. Your receipt arrives by email at checkout and works as documentation.
The 6 red flags to check before you discipline or fire someone
A five-minute screen that catches the most common and most expensive people-decision mistakes before they happen. Free PDF, sent to your inbox. Unsubscribe anytime.
Put a number on turnover and absence, once
The all-in cost of a departure, absence with the ripple, the cost of open roles, and what retention saves, with every assumption on the surface.
Planning estimates and general information, not legal or tax advice. Last reviewed June 2026.