How Much Does an Employee Cost Your Company? Get the Formula

Determining the true cost of an employee is a valuable metric for effective business management. While many businesses focus solely on salary, the complete financial impact encompasses a range of expenses that significantly influence the bottom line.

This guide will delve into the components that contribute to the overall cost of an employee and offers. We’ll also provide an easy-to-use calculator and actionable insights to help you accurately identify and manage labor expenses. By the end, you'll understand how to optimize your workforce and make data-driven decisions to improve profitability.

Key Findings

• Although the total cost of an employee is typically 1.25 to 1.4 times their base salary, additional expenses such as benefits, payroll taxes and overhead significantly impact the bottom line.

• The average cost per hire is nearly $4,700, emphasizing the importance of effective recruitment and onboarding strategies.

• On average, benefits can account for around 33% of an employee's total compensation.

• Factors such as geographic location, minimum wage, cost of living and industry-specific demands can significantly impact overall employee expenses.

The Basic Formula for Estimating Employee Cost

Understanding the true cost of an employee goes beyond just their base salary. While salary is a significant component, there are additional expenses associated with employing someone. A commonly used formula estimates that the total cost of an employee is 1.25 to 1.4 times their base salary. This figure considers the additional expenses employers incur, such as benefits, payroll taxes and even recruitment costs.

According to the Society for Human Resource Management (SHRM), the average cost to hire a new employee across all industries evaluated is nearly $4,700. This highlights that the initial investment in recruiting extends beyond the new hire's starting salary.

Accurately calculating employee costs is crucial for effective workforce planning—it's an important input for determining hiring plans and understanding the financial implications of staffing decisions. By understanding the true cost of each employee, businesses can make data-driven decisions regarding resource allocation, budgeting and overall financial performance.

Applying the Formula

Let's see how this formula works in practice. Imagine you hire an hourly employee at a rate of $20 per hour:

• Low-End Estimate: $20/hour x 1.25 = $25 per hour (total cost)

• High-End Estimate: $20/hour x 1.4 = $28 per hour (total cost)

Similarly, for a salaried employee earning $50,000 annually:

• Low-End Estimate: $50,000 x 1.25 = $62,500 per year (total cost)

• High-End Estimate: $50,000 x 1.4 = $70,000 per year (total cost)

While the 1.25 to 1.4 multiplier is a helpful starting point, it's important to remember it doesn't capture every cost associated with an employee. Companies with generous benefits offerings, complex operations or high turnover are more likely to use higher multipliers, while the lower multipliers work better for businesses with minimal benefits, simple operations and low turnover rates.

Expenses such as overhead, training and employee turnover can significantly impact the bottom line. We'll delve deeper into these additional factors in later sections.

Employee Cost Calculator

To estimate the total cost of an employee, simply input their base salary or hourly wage into the calculator below. Select whether the employee is salaried or hourly. Finally, adjust the multiplier slider to reflect your desired estimate. The calculator will automatically generate the estimated total employee cost. 

Keep in mind that this is a basic estimate and doesn't account for all potential expenses. For a more accurate calculation, read our guide below on what additional costs you’ll need to consider. Your HR department will also be an important partner in understanding the true cost of your workforce. 

Breaking Down Employee Costs

To better understand your labor expenses, consider the various components that contribute to an employee’s overall cost. Although salary or hourly wage is an obvious place to start, several other factors also influence the bottom line.

1. Base Salary

The foundation of any employee's compensation is their base salary or hourly wage. A salaried employee receives a fixed amount of pay regardless of the number of hours worked, while hourly employees are paid based on the number of hours they work. It's crucial to distinguish between the two when calculating total employee costs. 

Overtime pay, which is typically time and a half the regular rate for hours worked beyond a standard workweek, can significantly impact labor costs. This is especially true for hourly employees, but can also apply to salaried employees in specific roles or circumstances. 

2. Payroll Taxes

In the U.S., payroll taxes fund various government programs and are typically divided into three primary categories: federal, state and local. Employers are responsible for both the employer and employee portions of these payroll taxes, significantly increasing the overall labor cost. Many opt to use tax provisioning to estimate how much they’ll owe the IRS each year.

Federal taxes include Social Security and Medicare contributions. State taxes vary by location and often include unemployment insurance. Local taxes, such as income tax withholdings, can also apply. 

To estimate the average payroll tax per employee, divide the total payroll taxes for a representative group of employees by the number of employees. Remember, this is an estimate, and actual costs can vary based on factors such as employee wages, benefits and location.

With Vena, you can account for taxes directly in your revenue reporting. The example above shows how you might account for taxes relating to a specific department such as Marketing. 

3. Employee Benefits

Employee benefits constitute a significant portion of the overall labor cost, averaging out to approximately 33% of employee compensation across civilian workers, private industry workers and state and local government workers. Common benefits include health insurance, retirement plans (e.g. 401(k)s), paid time off (PTO) and disability insurance. 

To determine how much benefits cost per employee on average, divide the total annual cost of your benefits package by the number of employees. Factors such as company size, industry and location influence the cost of benefits packages.

For instance, if your company spends $100,000 annually on benefits for 50 employees, the average benefits cost per employee is $2,000. 

4. Overhead Costs

Overhead costs are indirect expenses necessary for business operations, but not directly tied to producing a specific product or service. These costs include rent, utilities, office supplies, equipment and technology. 

Allocating overhead costs to employees can be complex. One common method is to divide total overhead expenses by the number of employees, resulting in an overhead cost per employee. 

However, this approach may not accurately reflect the resource consumption of individual employees, especially in the case of a remote workforce. More sophisticated allocation methods, such as activity-based costing, can provide a more precise allocation based on resource usage.

5. Recruitment and Onboarding Costs

Finding, hiring and integrating new employees into the company involves substantial costs. Recruitment expenses encompass job postings, advertising, recruiter fees, background checks and pre-employment assessments. Onboarding costs include training materials, employee orientation and time spent by managers and HR staff. 

Calculate onboarding costs by tracking time spent on training, orientation and administrative tasks, then dividing by the number of new hires. Efficient onboarding is crucial to reducing turnover and improving employee productivity. A streamlined onboarding process can minimize the time it takes for new hires to become fully productive, lowering overall labor costs.

6. Turnover Costs

Replacing an employee involves recruitment, hiring and onboarding expenses. Additionally, the vacancy period brings productivity loss. Estimate these turnover costs in two steps. 

First, calculate the total cost of replacing an individual employee by adding up the expenses associated with recruitment, hiring, training and lost productivity during the vacancy period. Then multiply this average cost by the total number of employees who left the company during a specific timeframe.

To mitigate turnover costs, organizations should focus on employee satisfaction, engagement and development. Effective retention strategies, such as competitive compensation, career advancement opportunities and a positive work environment, can help reduce turnover rates and associated expenses.

Benchmarking Labor Costs by Industry

By understanding your industry’s average when it comes to labor costs, you can benchmark against your own company’s costs and use this as a jumping-off point to identify potential areas for optimization. 

The Bureau of Labor Statistics (BLS) tracks unit labor costs, which they define as the total labor costs to produce a unit of output. As shown in the above chart using BLS data, these labor costs can vary significantly between sectors.

Several factors contribute to these cost variations:

• Skill Level and Education Requirements: Industries demanding highly specialized skills or advanced degrees tend to have higher labor costs. For example, the financial services industry typically sees higher costs compared to manufacturing due to the need for qualified financial analysts and investment professionals.

• Regulatory Environment: Heavily regulated industries may face additional compliance costs, which can impact labor costs. Healthcare and pharmaceutical companies are prime examples where regulatory compliance adds layers of complexity and potentially higher staffing needs.

• Unionization Rates: Unionized workforces often negotiate higher wages and benefits, leading to increased labor costs. Construction and manufacturing sectors often have higher unionization rates than information technology for instance.

How Labor Cost Benchmarks Can Help Your Business

Here's how you can use industry labor cost benchmarks:

• Identify Cost Efficiency Opportunities: Compare your labor costs to the industry average. If your costs are significantly higher, analyze the contributing factors and explore ways to optimize staffing, training or compensation structures.

• Inform Budget Planning: Industry benchmarks can help businesses establish realistic budget expectations for personnel expenses.

• Competitive Compensation Analysis: Understanding average labor costs in your industry allows you to differentiate your business by offering competitive salaries and benefits packages. By knowing the market rates, you can identify opportunities to attract top talent, improve employee retention and enhance your employer brand.

The Effect of Location on Employee Costs 

Differences in minimum wages, cost of living and talent availability across countries and regions can dramatically affect a company's labor expenses. For instance, comparing the United States and the United Kingdom reveals substantial disparities. The U.K. minimum wage is lower compared to some U.S. states, potentially reducing labor costs. However, the cost of living, particularly in urban centers such as London, can offset these savings.

Talent availability also plays a crucial role. Regions with a strong talent pool in specific industries may command higher salaries due to increased competition for skilled workers. Conversely, areas with a surplus of labor may offer lower wages. 

Understanding these regional differences is essential for businesses considering expansion or relocation. Factors such as tax incentives, infrastructure and business climate should also be considered when evaluating the overall cost of doing business in a particular location.

Additional Cost Factors To Consider

Beyond the core components we’ve just explored, several other factors influence an employee's total cost. 

Company size plays a role, as larger organizations often benefit from economies of scale in areas such as benefits and administrative costs. However, they might also incur higher overhead expenses. 

Employee roles and experience can significantly impact labor costs. Higher-level positions typically demand higher salaries, benefits packages and specialized training.

Market conditions also influence employee costs. In tight labor markets, some companies offer higher wages, bonuses or additional benefits to attract and retain talent. On the other hand, in an employer-driven market, employers may have more leverage in negotiating compensation packages. 

Employee performance can indirectly affect costs. High-performing employees contribute to increased productivity and revenue, effectively lowering the cost per unit of output. In contrast, low-performing employees can drive up costs due to inefficiencies and potential errors.

Employee healthcare costs represent a substantial portion of labor expenses. Health insurance premium costs have steadily risen, impacting employers' bottom lines. Factors such as plan coverage, employee demographics and healthcare utilization rates influence these costs. In fact, 69% of small business owners cited the cost of healthcare for employees as one of their top concerns in 2023. 

Common Mistakes Made When Calculating Employee Costs

Calculating employee costs can be complex, and errors can lead to significant financial implications. Here are some common mistakes businesses make:

• Underestimating Overhead Costs: Failing to accurately allocate overhead expenses such as rent, utilities and equipment to employee costs can distort the true labor cost. Underestimating these overhead costs can lead to inaccurate budgeting and financial planning.

• Neglecting Turnover Costs: Ignoring the expenses associated with replacing employees, including recruitment, hiring and training, can lead to underestimating the total labor cost. Neglecting these turnover costs can result in insufficient budgeting for staffing needs and potential financial losses due to unexpected expenses.

• Lack of Collaboration Between Finance and HR: Inadequate communication and data sharing between finance and HR can cause cost calculation inconsistencies. Poor collaboration can lead to inaccurate cost data, hindering effective financial planning and decision making. As Melissa Howatson, CFO of Vena, noted in a recent episode of The CFO Show Podcast, “In most companies, people are one of the biggest things we spend money on, so not working with our [HR] experts on that side … is a missed opportunity.” 

Underestimating labor costs could lead to budget deficits. It may also hinder accurate profit projections and compromise decision making regarding hiring, compensation and resource allocation. Inaccurate cost data can also impact investor confidence and business growth.

To avoid these mistakes, establish clear processes for cost allocation, track turnover expenses diligently and foster strong collaboration between finance and HR departments.

Tips for Managing Employee Costs 

To effectively manage employee costs, consider implementing the following strategies:

• Automation: Implement automation technologies to streamline processes, increase efficiency and reduce labor-intensive tasks.

• Workforce Optimization: Analyze staffing levels, job roles and responsibilities to identify opportunities for improvement.

• Outsourcing: Consider outsourcing non-core functions to reduce labor costs and leverage external expertise.

• Employee Engagement: Invest in employee satisfaction and development to reduce turnover and associated costs.

• Data Analytics: Utilize data to identify cost trends, measure the impact of initiatives and make informed decisions.

Throughout this post, we've discovered that effective labor cost management requires a comprehensive approach that goes beyond base salaries. By understanding industry benchmarks, geographical variations and additional cost factors, you can make informed decisions about personnel costs for your business.

Accurately calculating employee costs is the first step. Financial efficiency extends beyond just labor costs. Consider other important metrics, such as cost per unit of output or customer acquisition costs. Being able to quickly understand where your resources are allocated and whether things need to change can further empower strategic financial planning.

Vena's Complete Planning Platform supports comprehensive workforce planning, enabling your business in its strategic cost analysis and resource allocation. With Vena, you can consolidate data from across various departments, create clear budget forecasts and optimize your workforce based on real-time insights.