Total number of open job requisitions you are actively trying to fill.
Employee Vacancy Rate
0.0%
Total Workforce Size (Filled + Open)
0
Status Assessment
–
function calculateVacancyRate() {
// 1. Get DOM elements
var filledInput = document.getElementById('filledPositions');
var vacantInput = document.getElementById('vacantPositions');
var resultBox = document.getElementById('evrResult');
var resultRateDisplay = document.getElementById('resultRate');
var resultTotalDisplay = document.getElementById('resultTotalPositions');
var resultStatusDisplay = document.getElementById('resultStatus');
// 2. Parse values
var filled = parseFloat(filledInput.value);
var vacant = parseFloat(vacantInput.value);
// 3. Validation
if (isNaN(filled) || isNaN(vacant) || filled < 0 || vacant 0) {
vacancyRate = (vacant / totalPositions) * 100;
}
// 5. Determine Status
var status = "";
if (vacancyRate === 0) {
status = "Fully Staffed";
} else if (vacancyRate < 5) {
status = "Healthy / Low Vacancy";
} else if (vacancyRate < 10) {
status = "Moderate Vacancy";
} else if (vacancyRate < 20) {
status = "High Vacancy (Potential Burnout Risk)";
} else {
status = "Critical Shortage";
}
// 6. Update Output
resultRateDisplay.innerHTML = vacancyRate.toFixed(2) + "%";
resultTotalDisplay.innerHTML = totalPositions.toLocaleString();
resultStatusDisplay.innerHTML = status;
// Show result box
resultBox.style.display = 'block';
}
Understanding the Employee Vacancy Rate
The Employee Vacancy Rate is a critical Human Resources metric that measures the percentage of open positions within an organization relative to the total number of positions available (both filled and vacant). It serves as a vital health indicator for your workforce planning, recruitment efficiency, and overall organizational stability.
While a vacancy rate of 0% might seem ideal, it often suggests a stagnant organization with little growth or turnover. Conversely, a consistently high vacancy rate can indicate underlying issues such as poor retention, uncompetitive compensation, or ineffective recruiting processes.
How to Calculate Vacancy Rate
The standard formula used by HR professionals to calculate the vacancy rate is:
Vacancy Rate = (Number of Vacant Positions / Total Number of Positions) x 100
Where:
Vacant Positions: The number of open roles you are actively trying to fill.
Total Number of Positions: The sum of current employees (filled positions) plus the vacant positions.
Calculation Example
Let's say your company currently employs 150 people. However, due to recent growth and some turnover, you are actively recruiting for 15 open roles.
1. Determine Total Positions: 150 (Filled) + 15 (Vacant) = 165 Total Positions.
2. Divide Vacancies by Total: 15 / 165 = 0.0909.
3. Convert to Percentage: 0.0909 x 100 = 9.09%.
What is a "Good" Vacancy Rate?
Benchmarks vary significantly by industry, company size, and economic conditions. However, general HR guidelines suggest:
0% – 2%: Very low. May indicate stagnation or extremely high retention. While good for stability, it may mean the company isn't growing.
3% – 5%: Healthy. This range usually accounts for natural turnover (retirements, resignations) and manageable growth.
6% – 10%: Moderate. Common in high-growth companies or industries like retail and hospitality with naturally higher turnover.
Above 10%: High. This is often a red flag. It can lead to employee burnout among remaining staff who must cover the workload, decreased productivity, and revenue loss.
The Cost of High Vacancy Rates
Ignoring a high vacancy rate can be expensive. The costs manifest in several ways:
Direct Revenue Loss: Unfilled sales or production roles directly impact the bottom line.
Overtime Costs: Paying existing employees time-and-a-half to cover open shifts.
Burnout & Turnover: Overworked employees are more likely to quit, creating a cycle of vacancies.
Delayed Projects: Strategic initiatives stall when key roles remain empty.
Strategies to Lower Your Vacancy Rate
If your calculator results show a rate higher than your industry average, consider these strategies:
Streamline Recruitment: Reduce your "Time to Fill" by optimizing job descriptions and interview processes.
Focus on Retention: Conduct exit interviews to understand why people leave and address those issues to prevent future vacancies.
Internal Mobility: Fill vacancies by promoting from within, which boosts morale and reduces onboarding time.
Competitive Compensation: Regularly review salary benchmarks to ensure you aren't losing talent to competitors paying more.