Staff turnover rate calculator

Enter your leavers and headcount for the year to see your turnover rate, how it compares with UK hospitality, and what those leavers cost you to replace.

Your numbers

Leavers in the periodHeadcount at startHeadcount at endCost to replace one person (£)

Result

Turnover rate

56.0%

Around the UK hospitality average

Average headcount: 25.0
Leavers: 14
Estimated replacement cost: £21,000

Benchmarks: all-sector UK turnover sits near 15% a year, while hospitality commonly runs 30–70%. Track absence patterns alongside turnover with the Bradford Factor calculator.

The turnover formula

Turnover rate = (leavers ÷ average headcount) × 100. Use the same window for both figures — a rolling 12 months is the standard. If you want to separate resignations from dismissals and end-of-season finishes, run the calculation twice: voluntary turnover is the number that tells you about management and rotas.

Once you know the rate, the cheapest lever is usually rota fairness: publish earlier, avoid back-to-back close-then-open shifts, and share out weekend cover. Our guide on reducing staff turnover covers the practical steps.

Turnover questions

How do you calculate staff turnover rate?

Divide the number of leavers in the period by the average headcount for that period, then multiply by 100. Average headcount is the staff count at the start plus the count at the end, divided by two.

What is a good staff turnover rate in UK hospitality?

Hospitality turnover in the UK typically runs between 30% and 70% a year, far above the all-sector average of roughly 15%. Under 30% is strong for a pub, bar or restaurant; over 100% means you are replacing the equivalent of your whole team every year.

What does replacing one hospitality employee cost?

Commonly quoted UK estimates put replacement cost at roughly £1,500 to £3,000 for a front-line hospitality role once advertising, interviewing, onboarding, training time and lost productivity are counted. Management roles cost considerably more.

How does rota planning affect turnover?

Late rotas, unpredictable hours, clopening shifts and unfair distribution of weekend work are among the most cited reasons hospitality staff leave. Publishing rotas at least two weeks ahead and honouring availability measurably improves retention.