Understanding Attrition Rate
How we calculate. Attrition % = (voluntary leavers ÷ average headcount) × 100. The form uses the same arithmetic as the worked examples on this page. See our methodology and accuracy policy.
Real-world scenario: A typical Attrition Rate case uses voluntary separations 18 and average headcount 200. Enter the same figures below to reproduce the worked path.
What is Attrition Rate?
Used when leaders want the “chose to leave” signal separate from layoffs or involuntary exits.
- Voluntary only unless your org defines attrition differently
- Same denominator as turnover for apples-to-apples
- Retirement policies may or may not count as attrition
The Formula
Worked Example
Common Use Cases
- Engagement programs: track regrettable exits
- Location compare: site-level attrition
- Role heatmaps: hard-to-retain jobs
Pro Tips
- Tag regrettable vs non-regrettable
- Watch new-hire attrition separately
- Don’t mix FY calendars across regions
Limitations: Attrition Rate results are educational HR planning aids—not legal, payroll, or employment advice. Confirm definitions with your HR/finance policies.
FAQ
Is attrition always lower than turnover?
Usually, if attrition is voluntary-only and turnover includes all exits—but confirm definitions.
Do retirements count?
Some orgs include them in attrition; others report retirement separately. Document your rule.
Authoritative References
For people-analytics definitions, consult: