Estimate the employee turnover and replacement-cost difference associated with an overtime-heavy group. Compare its turnover rate with a suitable baseline, then translate the excess departures into a planning estimate for retention risk and cost.
Excess departures = headcount × max(0, exposed turnover rate − baseline rate); cost = excess departures × replacement cost
This is a comparison estimate, not proof that overtime caused departures. It quantifies the observed gap for budgeting and investigation.
Use groups with similar roles, locations, tenure, and labor-market conditions. Rates from unlike populations can create a misleading gap.
For 180 employees, a 22% exposed-group turnover rate versus a 14% baseline implies 14.4 excess departures. At $18,000 each, the estimated excess cost is $259,200.
No. It measures an association against a baseline; other differences between groups may explain some or all of the gap.
Use your organization’s consistent estimate for recruiting, onboarding, vacancy, and ramp-up costs per departure.
Yes, if workforce mix and labor-market conditions are reasonably comparable and both rates use the same definition.
The tool estimates added retention exposure. If the exposed group performs better than baseline, there is no excess cost to report.
Include only turnover categories that are measured consistently in both the exposed group and baseline.
| Output | How to use it |
|---|---|
| Estimated excess turnover cost | Primary planning estimate |
| Turnover-rate gap | Supporting decision metric |
| Estimated excess departures | Supporting decision metric |
| Total exposed-group turnover cost | Supporting decision metric |