Estimate the retention and cost difference after an absence-management change by comparing turnover rates before and after implementation. The calculator converts the rate movement into retained employees and avoided replacement cost.
Retained employees = headcount × max(0, before turnover rate − after turnover rate); avoided cost = retained employees × replacement cost
The result values the favorable turnover change as a planning estimate. It does not establish that the absence program alone caused the difference.
Compare equivalent populations and time windows, and check for hiring-market, compensation, leadership, or workforce-mix changes.
For 500 employees, turnover falling from 18% to 15% represents 15 fewer departures. At $16,000 each, estimated avoided replacement cost is $240,000.
The avoided-cost result is zero, and the calculator reports the increase as an adverse rate change for review.
No. It values a turnover difference but does not isolate causation or subtract program costs.
Average headcount over the measurement period is usually more representative when staffing changes materially.
Use the same turnover scope before and after, such as voluntary departures only or all departures.
Yes. Use the average cost per relevant departure supported by your internal budgeting method.
| Output | How to use it |
|---|---|
| Estimated avoided replacement cost | Primary planning estimate |
| Turnover-rate change | Supporting decision metric |
| Estimated employees retained | Supporting decision metric |
| After-period replacement cost | Supporting decision metric |