A quick check with great significance: simply enter a few basic details and you will immediately 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 that you can correctly classify your result at a glance.

Small changes can have a big financial impact if you know the right levers to pull. Calculate the potential of your employee turnover rate now. Enter the number of employees and the average gross annual salary. Then move the slider to see how reducing the turnover rate by a few percentage points would affect your business. The calculation is based on sound key figures and conservative benchmarks for recruiting, training, and productivity costs.

The hotel industry has its own rules. This calculator takes industry-specific data and realistic replacement factors into account. See how each percentage point directly affects your profitability.

Fluctuation rate:
Calculation logic > Schlüter formula: Fluctuation rate = (departures ÷ average number of employees) × 100. average number of employees (here): (stock start + stock end) /2. The rate always refers to the selected period (no annual extrapolation). Traffic light: Classification based on conservative industry benchmarks. Note for orientation: The values are to be understood for the DACH region and should be read as approximate orientation values. They are primarily based on available German data, supplemented by secondary data processing and industry surveys: Federal Employment Agency, AGA Business Association (trade/services), Destatis, Statistics Austria / BFS (CH), Springer specialist publications / research on hospital turnover, trade association surveys;

Fluctuation costs in general:
Calculation logic (guiding model assumptions) > Direct savings: avoided departures × annual costs × 0.8 (0.8 = conservative replacement factor according to SHRM). Productivity loss: (elasticity × Δfluctuation × N) × annual costs × 0.15 (0.15 = Gallup Ø productivity loss per quiet quitter). Absenteeism: N × 0.05 days × Δfluctuation × €250 (0.05 days per head & 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, conservatively 80 % in the model). Quiet quitting share DACH: 15-20 % of employees (Gallup 2022). Average cost of sick day: ~€250 incl. loss of production (BAuA 2023). Collective fluctuation correlates with -10 % to -30 % performance at 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 for work (2023). Park & Shaw (2013), Hausknecht & Trevor (2011): Research on collective turnover.

Fluctuation costs hotel industry DACH:
Calculation logic (guiding model assumptions) > Direct savings: avoided departures × annual costs × replacement factor. Productivity loss: (elasticity × Δfluctuation × N) × annual costs × QQ_LOSS. Absenteeism: N × (absenteeism per % point × Δfluctuation) × cost per AU day. Team spillover: avoided departures × annual costs × team spillover factor. Parameter (automatic per selection): Replacement factor (category basis, default): 3* 0.25, 4* 0.30, 4*S 0.30, 5* 0.35, 5*S 0.35. Operating mode: full year = ×1.00 - season = ×0.90 (conservative). QQ_LOSS: 0.15 - Absence time per % point: 0.05 days - Team spillover: 0.05. Costs per AU day: DE 200 € - AT 250 € - CH 600 CHF. Sources include: Gallup Workplace Report, Deloitte Hospitality & Leisure Report, Randstad Workmonitor, BAuA (2023), Park & Shaw (2013), Hausknecht & Trevor (2011)