Workforce Operations & Retention Calculators
Explore the costs of managing your workforce, from labor burden and PTO to turnover, absence, and HR support.
PEO vs. In-House HR Cost Calculator
Number of employees
HR staff salaries / moAll HR team members combined
HR software & tools / mo
Current WC premium / mo
Benefits admin fees / mo
Payroll processing / mo
Compliance & legal risk / moEstimated cost of compliance gaps
Estimated annual savings with PEO
$0
vs. current in-house cost
Current monthly HR cost$0
Current annual HR cost$0
Estimated PEO fee / mo$0
Estimated PEO fee / year$0
WC savings (group rates, ~20%)$0
Net savings per employee / year$0
See your exact Atlas One savings — not an estimate. Book a call for a live cost comparison.
Book a call →How PEO fees work: most PEOs charge $125–$175 per employee per month (PEPM) or 2–4% of gross payroll. This includes payroll processing, HR software, compliance support, and access to group benefits and WC rates. NAPEO research shows businesses that use a PEO grow 7–9% faster and have 23% lower employee turnover than those that manage HR in-house.
Labor Burden Calculator
Hourly wage
Hours per week
State unemployment rateUse your actual SUI rate if known
Workers comp rate (%)Of payroll. Construction 5–12%
Benefits cost (%)Of base pay. 25–35% typical
PTO days per year
Other costs per yearTraining, equipment, uniforms, etc.
Fully loaded employee cost
$0
— burden multiplier
Annual base pay$0
FICA (Social Security + Medicare)$0
FUTA (Federal unemployment)$0
SUI (State unemployment)$0
Workers compensation$0
Benefits$0
Other (training, equipment)$0
True hourly cost$0
Want to lower this number? Book a call and we will show you exactly where your burden can be trimmed.
Book a call →How the burden multiplier reads: a 1.32x multiplier means every $1 of base wage actually costs $1.32 all-in. Most US small businesses land between 1.25x and 1.45x; construction and manufacturing run higher due to workers comp. Note: FUTA is calculated on the first $7,000 of wages only; the SUI wage base varies by state.
PTO Accrual Calculator
PTO days per year
Hours per day
Pay frequency
Year start dateUsually Jan 1 or the hire anniversary
Calculate as of
Hours already used
PTO available now
—
Enter both dates
Annual PTO entitlement0 hrs
Accrual per pay period0 hrs
Pay periods elapsed0
Hours accrued so far0 hrs
Hours used0 hrs
Est. end-of-year balance0 hrs
Need help with accrual liability or a compliant PTO policy? Book a call with our HR team.
Book a call →Accrual model: straight-line — employees earn an equal share of annual PTO each pay period. Some employers front-load (full balance Jan 1) or tier by tenure; adjust inputs accordingly. State-law note: several states (CA, CO, IL, MA and others) treat accrued PTO as earned wages payable at termination. Always verify your state rules.
Employee Turnover Cost Calculator
Total headcount
Employees who left (past 12 mo)
Average annual salary
Average tenure at departure (yrs)
Industry
Annual turnover cost
$0
0% turnover rate
Turnover rate0%
Industry avg turnover rate—
Cost per departing employee$0
Recruiting & replacement$0
Lost productivity & training$0
At industry-avg turnover (est.)$0
Atlas One clients average 28% lower turnover through better benefits and HR systems. Book a call.
Book a call →SHRM estimates replacing an employee costs 50–200% of annual salary depending on role complexity. Turnover benchmarks (2024): Retail/Hospitality ~60%, Healthcare ~22%, Professional Services ~13%, Technology ~12%, Construction ~21%. High tenure at departure (3+ years) signals leadership or culture issues more than compensation.
Absenteeism Cost Calculator
Number of employees
Average annual salary
Avg unscheduled absences / yrUS avg: 7.5 days
Replacement / coverage rate (%)Of absent employee cost paid to coverage
Productivity impact (%)Team productivity loss on absence days
Annual absenteeism cost
$0
direct + indirect costs
Total absence days / year0 days
Direct wage cost (absent pay)$0
Coverage / overtime cost$0
Productivity loss$0
Per-employee annual cost$0
Absenteeism as % of payroll0%
High absenteeism often signals a benefits or culture gap. Atlas One helps you fix both. Book a call.
Book a call →US average unscheduled absences: 7.5 days per employee per year (BLS). Direct costs include wages paid for days not worked; indirect costs include coverage, supervisory time, and the productivity impact on remaining team members. Engaged employees take 4.4 fewer sick days annually — investing in a strong benefits and culture program is measurably cheaper than tolerating high absence rates.
Total Outsourcing ROI Calculator
Number of employees
Annual payrollTotal W-2 wages before taxes & benefits
Industry
Annual WC premiumLeave blank if unknown
Annual benefits spendHealth, dental, vision, 401(k)
Annual software / SaaS spendAll HR, payroll & back-office tools
Estimated annual savings
—
Conservative to optimistic range
Workers comp optimization$0
Benefits negotiation$0
Software consolidation$0
HR admin time reclaimed$0
HR hours reclaimed annually0 hrs
These are conservative, industry-average estimates. Book a quick call and we will calculate the exact savings for your business.
Book a call →Methodology: Estimates based on Atlas One client averages and industry research. Workers comp savings assume ~15% reduction through carrier optimization; benefits ~10% on renewals; software ~30% via stack rationalization; HR time at 10 hrs/employee/year reclaimed at $50/hr loaded coordinator cost. Range shown is ±30% around the mid estimate. Actual savings vary — real results require a live audit.
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