Part of the HR comparisons cluster. For definitions, see the glossary; to go deeper, follow the resources below or the resource center.
Definitions
Turnover. Turnover is the movement of people out of an organisation relative to average headcount, usually covering all departures.
Attrition. Attrition is a reduction of the workforce through departures, often emphasising roles that are not backfilled.
Similarities
- Both measure departures relative to the workforce.
- Both share the same arithmetic shape (departures ÷ average headcount).
- The words are often used interchangeably.
Differences
- Emphasis — attrition often highlights un-backfilled departures (a reduction); turnover covers all departures.
- Intent — attrition can be framed as natural or planned reduction; turnover is neutral movement.
- The key difference is in how you define the numerator — state it explicitly.
Use cases
- Use turnover to track overall movement and replacement load.
- Use attrition (your definition) to track reduction that is not being backfilled.
- Always state which definition you mean when reporting.
At a glance
| Aspect | Turnover | Attrition |
|---|---|---|
| Common emphasis | All departures | Un-backfilled departures |
| Formula shape | (sep ÷ avg HC) × 100 | (sep ÷ avg HC) × 100 |
| Framing | Neutral movement | Reduction |
| Key need | Define "separation" | Define what counts |
Common mistakes
- Using the words interchangeably without defining either.
- Comparing your figure to others built on a different definition.
- Treating all attrition as negative when some may be planned.
Free, printable HR resources
Templates, checklists and calculators to put these concepts into practice — free and ungated.
For informational purposes only. This is a neutral, educational comparison — not legal, tax, financial or compliance advice. It contains no salary data, benchmarks, fabricated statistics or vendor/software rankings. Usage of these terms varies by organisation and region. Confirm specifics with qualified professionals.