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See what headcount, overtime, and turnover really cost before you commit.
This planner shows the full annual labor cost of a workforce scenario, not just base wages. Enter headcount, pay, overtime, taxes and benefits, and turnover. You get total cost, cost per employee and hour, plus risk signals for overtime stress, turnover, and burden.
Workspace
Enter the facts, then review the report.
These are planning signals only. They are not legal, tax, accounting, or HR advice for a specific employer.
Workforce scenario
Build a what-if for the team you have (or the one you are planning). Defaults are a starting point. Replace them with your numbers, then run the scenario.
Labor cost & risk signals
How to use this planner
- Enter headcount, average pay, and weekly hours for the scenario you want to test.
- Add overtime, employer taxes, benefits, and other burden percentages.
- Set expected turnover and replacement cost to include hiring churn.
- Run the scenario. Review total cost, cost per employee, and the three risk signals.
- Change one lever at a time (OT hours, turnover, or burden) to see what drives cost.
You will get annual labor cost broken into base wages, overtime, employer burden, and turnover replacement, plus overtime stress, turnover risk, and cost-burden signals.
Run a scenario to unlock total labor cost, cost per employee, and risk signals for this workforce plan.
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Clarifications
Common questions
What does the Labor Cost & Risk Planner do?
It builds one workforce scenario from your inputs: wages, overtime, employer taxes and benefits, other burden, and turnover replacement cost. The report shows total annual labor cost, cost per employee, blended cost per hour, and three risk signals so you can spot pressure before you hire or change schedules.
How do I use this tool?
Start with your current or proposed headcount and average hourly rate. Adjust hours, overtime, employer tax and benefits percentages, and expected turnover. Click Run scenario. Compare the total cost and risk signals, then change one input at a time (for example overtime hours or turnover) to see which lever moves cost the most.
What do the risk signals mean?
Overtime stress rises when average OT hours climb. Turnover risk rises with your annual turnover rate. Cost burden reflects combined employer taxes, benefits, and other costs as a share of wages. Signals are planning thresholds, not underwriting scores.
How does this help with budgeting?
Finance and HR see wages, overtime, burden, and replacement cost in one number before committing headcount or overtime plans. Use it to pressure-test a hire, a second shift, or a turnover reduction goal against budget.
When one answer is not enough
See the whole compliance picture.
The HR Risk Score reviews safety, wages, benefits, documentation, and PAGA exposure together, then gives you a prioritized view of what needs attention.