People come and go, that's normal. But when good people leave, the cost is bigger than most leaders realise: recruitment, weeks of interviewing, downtime, lost productivity, and the knowledge that walks out with them.
This calculator puts a real figure on a single departure, so you can see what's truly at stake, and what protecting the people and culture you already have is worth, against the cost of B/RIDGE™.
Set Your Parameters
Annual Salary$80,000
$50k$100k$150k$200k$250k$300k
Number of Departures1
120
Cost Estimates at This Salary
Conservative
—
itemised costs only
Realistic
—
100% of salary, NZ benchmark
Total: All Departures
—
realistic estimate × departures
Role Type (for context)
Cost of Losing Just One Person vs B/RIDGE™
Cost to replace one person (conservative, itemised)
—
vs.
B/RIDGE™ Premium investment
one-time organisational tool
The Bottom Line
All figures are estimates based on published NZ benchmark data. Actual costs vary by organisation, role, and circumstances. Hidden costs (knowledge loss, morale impact, client disruption) are not included in these figures.
Cost Breakdown: Where the Money Goes When One Person Leaves
Recruitment costs — agency or advertising fees, plus hiring manager time spent shortlisting, interviewing and selecting
Vacancy downtime — average 40 days to fill a role in NZ
Onboarding & early training
Productivity ramp — 6 to 9 months to reach full output
Manager & team time diverted to cover and train
Total — one person, one departure
Note: This does not include institutional knowledge loss, disruption to client relationships, or the impact on remaining team morale — all of which carry real cost but cannot be given a precise figure. Actual costs are typically higher than shown here.
Sources: SHRM 2024 · Gallup · NZ HR Industry Benchmark Report 2022 (avg. hire cost $23,860 · avg. 40 days to fill) · Lawson Williams NZ Staff Turnover Survey 2024 · Lawson Williams 2024: replacement cost estimated at 100–300% of salary depending on role seniority · Peninsula NZ / RCSA 2024: NZ recruitment agency fees 12.5–17.5% of salary for permanent roles (calculator uses 15% blended average)
Lower turnover isn't just a saving. It's a signal.
A healthier culture, a stronger story for your CEO and senior executives, and good people who stay, because they feel seen, valued and given room to grow.
Take the Next Step
See the bigger picture.
This is the cost of one person leaving. B/RIDGE™ helps you see workforce risk across your whole organisation, and act before it happens.
