Retention Rate Calculator
Work out retention, attrition and turnover for any period against your industry's BLS figures, and how many new hires stay past 30, 90 and 180 days. Free, no sign-up.
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Retention and turnover
Enter the headcount at the start and how many left.
General information, not legal, tax or HR advice. See our Terms.
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Turnover by industry: BLS JOLTS 2025
Separations and quits over the year, as a share of employment (12 × the monthly averages).
| Industry | All separations | Quits |
|---|---|---|
| All industries | 40% | 24% |
| Leisure and hospitality | 67% | 47% |
| Professional and business services | 55% | 28% |
| Construction | 48% | 22% |
| Retail trade | 46% | 31% |
| Health care and social assistance | 35% | 24% |
| Information | 34% | 16% |
| Private educational services | 26% | 17% |
| Finance and insurance | 25% | 16% |
Source: US Bureau of Labor Statistics, Job Openings and Labor Turnover Survey, 2025 annual averages (Tables 20 and 22).
Frequently asked questions
People employed at the start of the period who are still employed at the end ÷ people at the start × 100. With counts only: (headcount at the end − people hired in the period) ÷ headcount at the start × 100.
People who left ÷ average headcount × 100, where the average is (start + end) ÷ 2 or, better, the average of the monthly headcounts. Attrition and turnover are usually the same calculation. The attrition rate calculator above shows both beside retention.
Not exactly. Retention follows the people who were there at the start; turnover counts every departure, including new hires who left, against the average headcount. Both are shown side by side.
Across private industry, separations equaled about 40% of employment in 2025 and quits about 24% (BLS JOLTS). It varies widely: 67% in leisure and hospitality, 25% in finance and insurance.
Turnover adds up: 12 × a monthly rate, 4 × a quarterly rate, the way BLS annualizes its figures. Retention compounds: keeping 98% a month keeps about 78% over a year.
The share of new hires still employed at 30, 90 or 180 days or a year after they start, counting only people hired at least that long ago. It is the number onboarding moves most.
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