# A 200-person health care or social assistance organization loses about $2.1 million a year to employee turnover. Last updated November 1, 2026FreeNo signupFormula shown This turnover cost calculator for health care and social assistance starts from a turnover rate of 34.5% (BLS JOLTS, Health care and social assistance, 2025) and an average pay of $61,900 a year (September 2025 to August 2026), and it works out what a year of turnover costs at a replacement cost of 50% of pay. Change any number to match your company. BLS counts hospitals, doctors' and dentists' offices, nursing and residential care and social assistance such as child care. Hospitals hold 24% of the jobs, and they have a page of their own, with a second one for nurses. Number of employees Average annual salary (USD) Annual turnover rate (%) Don't know it? Use our [turnover rate calculator](https://www.teampredict.ai/tools/employee-turnover-rate-calculator) first. Replacement cost per departure (% of salary) Gallup estimates replacing an employee costs one-half to two times their annual salary. 50% is the low end of that range and a conservative place to start for a mixed team. What if you cut turnover by (points) Estimated departures per year 69 Estimated cost per departure $30,950 Estimated annual cost of turnover $2,135,550 teampredict.ai/tools/employee-turnover-cost-calculator Potential annual savings $185,700 if turnover drops by 3 percentage points Copy resultsCopy link Compare with your industryAll US employersTotal private  Mining and logging  Construction  Manufacturing    Durable goods manufacturing    Nondurable goods manufacturing  Trade, transportation, and utilities    Wholesale trade    Retail trade    Transportation, warehousing, and utilities  Information  Financial activities    Finance and insurance    Real estate and rental and leasing  Professional and business services  Private education and health services    Private educational services    Health care and social assistance  Leisure and hospitality    Arts, entertainment, and recreation    Accommodation and food services  Other servicesGovernment  Federal  State and local    State and local government education    State and local government, excluding education ## Your annual turnover rate of 34.5% matches the Health care and social assistance average of 34.5%. You34.5% Health care and social assistance average34.5% - Quits - Layoffs and discharges - Other exits - US average 39.7% At the Health care and social assistance average of 34.5%, a team of 200 would lose 69 people a year, and at 50% of a $61,900 salary that costs about **$2,135,550**, against **$2,135,550** at your rate. Averages are exits per 100 jobs over 2025, from the US Bureau of Labor Statistics. See [every industry, year by year](https://www.teampredict.ai/employee-turnover-rate-by-industry). ## 200 people at 34.5% turnover lose 69 people a year, at $30,950 each. Departures a year 200 employees × 34.5% turnover 69 Cost per departure $61,900 salary × 50% replacement cost $30,950 Annual cost 69 departures × $30,950 $2,135,550 Saving from a 3-point cut 200 employees × 3% × $30,950 $185,700 The replacement cost percentage holds everything from the job ad to the months a new hire takes to get up to speed. ## Turnover costs a 50-person health care or social assistance organization about $534,000 a year, a 200-person one about $2.1 million and a 1,000-person one about $10.7 million. Yearly cost of turnover in health care and social assistance at three company sizes Company size People who leave a year Cost of one departure Cost of turnover a year 50 people 17.3 $30,950 $533,888 200 people 69 $30,950 $2,135,550 1,000 people 345 $30,950 $10,677,750 People who leave = employees × 34.5%. Cost of one departure = $61,900 pay × 50%. Cost of turnover = people who leave × cost of one departure, the same sum as the calculator above. The highlighted row is what the calculator opens with. These three sizes use the same 34.5% rate and $61,900 pay. Your company is different, so put your own headcount, pay and rate in the calculator above, or start from the [main employee turnover cost calculator](https://www.teampredict.ai/tools/employee-turnover-cost-calculator). See your own team's flight risk in about a minute. [Check my team](https://www.teampredict.ai/tools/free-flight-risk-check) ## The turnover rate in health care and social assistance was 34.5% in 2025, against 39.7% for all US employers. _Figure: Separations per 100 jobs in health care and social assistance each year from 2015 to 2025. The rate starts at 31.5, peaks at 45.1 in 2020 and ends at 34.5. The US average ends at 39.7._ Separations per 100 jobs, 2015 to 2025. The dashed line is the US average. Source: BLS JOLTS, series JTU620000000000000TSR. The rate in health care and social assistance was 34.1% in 2019, the last year before the pandemic, peaked at 45.1% in 2020 and was 34.5% in 2025. That is 5.2 points below the US average of 39.7%. Every industry is in the [turnover rate by industry](https://www.teampredict.ai/employee-turnover-rate-by-industry) table, year by year. ## Most people who leave jobs in health care and social assistance quit, and quits were 24.3 of the 34.5 exits per 100 jobs in 2025. BLS counts three kinds of exit. A quit is the employee's choice, a layoff or discharge is the employer's, and the rest, such as retirements and transfers, is the third kind. In health care and social assistance, quits are 70% of exits, against 60% for all US employers. BLS counts the quits but does not ask why people quit. _Figure: Of 34.5 exits per 100 jobs in health care and social assistance in 2025, 24.3 were quits, 8.4 were layoffs and discharges and 1.8 were other exits._ Exits per 100 jobs in 2025. Source: BLS JOLTS, quits, layoffs and discharges and total separations. Average pay in health care and social assistance is $61,900 a year, which is 93% of the $66,500 average for all private employers (BLS series CEU6562000011 and CEU0500000011, September 2025 to August 2026). ## A 5-point cut in turnover would save a 200-person health care or social assistance organization about $310,000 a year. At $61,900 pay and a 50% replacement cost, one departure costs $30,950. A 5-point cut in turnover keeps 10 of 200 people a year, and 10 × $30,950 is $309,500. Move the "cut turnover by" slider in the calculator to try your own target. The part of turnover an employer can still change is the quits: 24.3 of the 34.5 exits per 100 jobs in health care and social assistance, against 8.4 layoffs and discharges, which the employer started. [Gallup found that 52% of employees who left voluntarily say their manager or organization could have done something to prevent it](https://www.gallup.com/workplace/247391/fixable-problem-costs-businesses-trillion.aspx), and 51% say that in the three months before they left, nobody spoke with them about their job satisfaction or their future with the company. ## The rate and the pay on this page come from public sources, and both are inputs you can change. Where each number on the page comes from Number Value Source Turnover rate 34.5% [BLS JOLTS, Health care and social assistance, 2025](https://www.bls.gov/jlt/), series JTU620000000000000TSR. Total separations per 100 jobs over 2025: the sum of the twelve monthly rates, which counts every kind of exit and reads like a company's own yearly turnover rate. Average pay $61,900 a year [BLS Current Employment Statistics](https://www.bls.gov/ces/), series CEU6562000011: the average weekly earnings of all employees, times 52 weeks, for September 2025 to August 2026 (the mean of the twelve months is $1,189.66 a week), to the nearest $100. BLS marks the latest month as preliminary. Replacement cost 50% of pay [Gallup, March 2019](https://www.gallup.com/workplace/247391/fixable-problem-costs-businesses-trillion.aspx): replacing an employee costs one-half to two times annual salary. 50% is the low end of that range. Company sizes 50, 200, 1,000 Chosen for comparison. The calculator opens at 200 people, and you can enter your own headcount. ## Three industries with a turnover rate near 34.5% each have a calculator page of their own. - [33.6% turnoverInformation](https://www.teampredict.ai/tools/employee-turnover-cost-calculator/information) - [29.3% turnoverManufacturing](https://www.teampredict.ai/tools/employee-turnover-cost-calculator/manufacturing) - [39.8% turnoverOther services](https://www.teampredict.ai/tools/employee-turnover-cost-calculator/other-services) The [main calculator](https://www.teampredict.ai/tools/employee-turnover-cost-calculator) lists every industry. To see which of your own people are at risk, [run the free flight risk check](https://www.teampredict.ai/tools/free-flight-risk-check). See your own team's flight risk in about a minute. [Check my team](https://www.teampredict.ai/tools/free-flight-risk-check) ## Here are four questions about the cost of turnover in health care and social assistance, answered. How much does employee turnover cost in health care and social assistance? At the 34.5% rate and $61,900 average pay, turnover costs a 50-person health care or social assistance organization about $533,888 a year, a 200-person one about $2,135,550 and a 1,000-person one about $10,677,750. That assumes each departure costs 50% of a year's pay, the low end of what Gallup found. What is the employee turnover rate in health care and social assistance? It was 34.5% in 2025, against 39.7% for all US employers (BLS JOLTS, Health care and social assistance, 2025). Total separations per 100 jobs over 2025: the sum of the twelve monthly rates, which counts every kind of exit and reads like a company's own yearly turnover rate. How does the calculator work out the cost? It multiplies the people who leave by the cost of replacing each one. For 200 people at 34.5%, that is 69.0 departures a year. At $61,900 pay and a 50% replacement cost, each costs $30,950, so the year costs $2,135,550. What pay does the calculator use for health care and social assistance? $61,900 a year, which is the average weekly earnings of all employees, times 52 weeks, for September 2025 to August 2026 (BLS series CEU6562000011), to the nearest $100. Put your own average pay in the calculator for a closer figure. ## Turnover is cheaper to prevent than to calculate. TeamPredict flags resignation risk early from public LinkedIn signals, giving you lead time to retain your best people before they hand in notice. [Start 30-Day Free Trial](https://app.teampredict.ai/signup) No charge today · Cancel anytime