A quick check with high significance: Simply enter a few basic data points and see how high your turnover rate is. The calculation follows the proven Schlüter formula and, thanks to the integrated industry comparison, provides a well-founded picture of your personnel situation – clearly marked in traffic light colors so you can properly assess your result at a glance.

Small changes with a major financial impact when you know the right levers. Calculate now what potential lies within your turnover rate. Enter the number of your employees and the average gross annual salary. Then move the slider to see how a reduction of the turnover rate by just a few percentage points affects your bottom line. The calculation is based on sound metrics and conservative benchmarks regarding recruitment, onboarding, and productivity costs.

The hotel and hospitality industry has its own rules of the game. This calculator takes industry-specific data and realistic replacement factors into account. See how every percentage point directly impacts your economic efficiency.

Turnover rate:
Calculation logic > Schlüter formula: Turnover rate = (Departures ÷ Average headcount) × 100. Average headcount (here): (Headcount at start + Headcount at end) / 2. The rate always refers to the selected period (no annual projection). Traffic light system: Classification based on conservative industry benchmarks. Note for orientation: The values apply to the DACH region and should be read as approximate benchmark values. They are primarily based on available German data, supplemented by secondary compilations and industry surveys. Sources (incl.): Federal Employment Agency, AGA Unternehmensverband (Retail/Services), Destatis, Federal Statistical Office Switzerland / BFS (CH), Springer professional publications / research on hospital turnover, retail association surveys;

General turnover costs:
Calculation logic (orientational model assumptions) > Direct savings: avoided departures × annual costs × 0.8 (0.8 = conservative replacement factor according to SHRM). Productivity loss: (Elasticity × ΔTurnover × N) × annual costs × 0.15 (0.15 = Gallup average productivity loss per quiet quitter). Absenteeism: N × 0.05 days × ΔTurnover × €250 (0.05 days per person & percentage point; €250 per day, BAuA 2023). Team spillover: avoided departures × annual costs × 0.05 (5% surcharge; Park & Shaw 2013, Hausknecht & Trevor 2011). Average values & benchmarks: Replacement costs: 50–200% of an annual salary (SHRM, conservative 80% in the model). Quiet quitting share DACH: 15–20% of employees (Gallup 2022). Average cost per sick day: ~€250 incl. production loss (BAuA 2023). Collective turnover correlates with –10% to –30% performance on unit level (meta-analyses). Primary sources: SHRM (Society for Human Resource Management): Studies on replacement costs. Gallup: State of the Global Workplace Reports. BAuA: Costs of incapacity to work (2023). Park & Shaw (2013), Hausknecht & Trevor (2011): Research on collective turnover.

Turnover costs in the DACH hotel industry:
Calculation logic (orientational model assumptions) > Direct savings: avoided departures × annual costs × replacement factor. Productivity loss: (Elasticity × ΔTurnover × N) × annual costs × QQ_LOSS. Absenteeism: N × (absence per % point × ΔTurnover) × costs per sick leave day. Team spillover: avoided departures × annual costs × team spillover factor. Parameters (automatically per selection): Replacement factor (category basis, default): 3* 0.25, 4* 0.30, 4*S 0.30, 5* 0.35, 5*S 0.35. Operation type: Year-round = ×1.00 · Seasonal = ×0.90 (conservative). QQ_LOSS: 0.15 · Absence per % point: 0.05 days · Team spillover: 0.05. Costs per sick leave day: DE €200 · AT €250 · CH CHF 600. Sources incl.: Gallup Workplace Report, Deloitte Hospitality & Leisure Report, Randstad Workmonitor, BAuA (2023), Park & Shaw (2013), Hausknecht & Trevor (2011)