Calculate how many people you need to hire, model attrition-adjusted headcount, and forecast total labour costs for your planning period. Built for HR leaders and finance teams. 100% free - no sign-up required.
Add your current headcount, open roles, annual attrition rate, and any confirmed planned departures for the period.
Enter your target headcount at the end of the planning period and optionally your planned revenue to unlock productivity metrics.
Instantly see your net hiring requirement, attrition-adjusted total hires needed, projected labour cost, and a full breakdown of your workforce gap.
Enter your workforce data above and click Calculate Headcount Plan for an instant attrition-adjusted forecast.
Headcount planning is calculated by identifying the gap between current and target workforce, then adjusting for projected attrition and known departures. Step 1: Projected Attrition = Current Headcount x (Attrition Rate / 100) Step 2: Headcount Gap = Target Headcount - Current Headcount Step 3: Total Hires Required = Headcount Gap + Projected Attrition + Planned Departures Step 4: Total Labour Cost = Target Headcount x Avg Cost Per FTE x (1 + Uplift %) Revenue Per Employee = Total Annual Revenue / Total Headcount Labour Cost as % of Revenue = (Total Labour Cost / Total Annual Revenue) x 100
Average annual voluntary attrition rates typically range from 10% to 20% across most industries (SHRM / Gartner). Technology and retail sectors often experience higher attrition. Labour cost as a percentage of revenue typically ranges from 15% to 35% for most organisations. - Below 10%: Low attrition - stable workforce, lower replacement hiring needed - 10%-20%: Average - model both scenarios for a robust plan - Above 20%: High attrition - significant replacement hiring required; retention strategy needed
Headcount planning is the process of forecasting how many employees an organisation needs - broken down by role, function, and location - to meet its business objectives over a defined period. It combines workforce demand forecasting with budget modelling, attrition analysis, and recruitment planning to ensure the right number of people are in the right roles at the right time.