Turnover is more expensive than your HR report shows.
Built from the ground up using your actual data, so you have board ready numbers. The dollar figure your turnover costs you every year, from 13 cost categories instead of a flat percentage of salary.
The report you receive
Where your turnover cost goes.
Turn Tax™
What turnover costs you every year
- 1Direct costs9%
- 2Indirect costs6%
- 3Productivity16%
- 4Knowledge loss14%
- 5Team morale8%
- 6Customer impact10%
- 7Safety and compliance5%
- 8P&L impact7%
- 9Strategic impact6%
- 10Leadership time5%
- 11Recruiting strain7%
- 12Technology3%
- 13Reputation4%
Up to 250 data points behind these 13 categories
Full breakdown in your Turn Tax report
This is an example report. Illustrative data. Darker sections cost more.
Your numbers
Your turnover, in dollars.
Turn Tax™
Your numbers, in dollars
UTILITY FRONTLINE WORKER
$65,000 average pay. 500 people. 150 left in the past 12 months, or 30.0% turnover.
Turn Tax per year
$5,606,250
Estimated range $4,387,500 to $6,825,000
PER DEPARTURE
$37,375
57% of annual pay
OVER 3 YEARS
$16,818,750
If nothing changes
EXAMPLE GOAL: 20% FEWER EXITS
$3,363,750
90 people kept
This is an example report. Illustrative data, calculated with the EIP Turnover Tax matrix. Try it with your own numbers in the free Turn Tax calculator.
How it works
How we build your Turn Tax.
Your role type
The position you want to price
Your average salary
Annual pay for the role
Questions with HR
2 hours
Questions with Ops
2 hours
EIP model
Benchmarked by role and customized to your numbers
Your Turn Tax™
13 cost categories
Benchmarked by role and customized to your numbers. About 2 hours with HR and about 2 hours with Ops, and you have your number.
How it unfolds
From a role and a salary to your number.
Step 1
Tell us the role and the pay
The role or position type you want to price, and the average annual salary. That is all we need to start.
Fig. 1 Step 2
Two short working sessions
About 2 hours with an HR manager and about 2 hours with an Ops manager. We ask the questions. Your people already know the answers.
Fig. 2 Step 3
We build your number
The EIP model is benchmarked by role and customized to your numbers, across 13 cost categories and up to 250 data points.
Fig. 3 Step 4
You see what turnover costs you
Cost per departure, a 3-year projection at your current pace, a reduction scenario, and where the cost concentrates for your role type.
Fig. 4
The 13 cost categories
- 01
Direct and hard costs
Job postings, agency fees, background checks, onboarding admin.
- 02
Soft and indirect costs
HR time, manager interviews, internal coordination.
- 03
Productivity and operational costs
Output gap while the role is vacant or being ramped.
- 04
Knowledge and expertise loss
Institutional knowledge, client relationships, process know-how.
- 05
Team and morale impact
Engagement drop and burnout risk on the remaining team.
- 06
Customer and client impact
Service disruption, relationship risk, revenue exposure.
- 07
Safety, quality and compliance risks
Coverage gaps, error rates, regulatory exposure.
- 08
Financial and P&L impact
Overtime costs, budget overruns, revenue loss tied to vacancy.
- 09
Strategic and competitive impact
Delayed initiatives, IP risk, competitive disadvantage.
- 10
Management and leadership costs
Executive time diverted to coverage, coaching, and replacement.
- 11
Recruiting and talent acquisition strain
Pipeline pressure, sourcing effort, offer negotiation.
- 12
Technology and systems impact
Access transitions, license adjustments, system knowledge loss.
- 13
External reputation costs
Employer brand signal, review site effect, candidate perception.
Start with a conversation
Start small. See results in 7 days.
Send us 7 standard columns from your HR system, usually a few clicks to export, for a small group of your employees. No contract or commitment. If it does not surprise you, walk away.