Free headcount calculator 2026. Track current headcount by department, project year-end count based on planned hires and attrition rate, and plan headcount growth for annual budgeting and workforce planning.
Enter current headcount (today's total employees).
Enter planned hires for the projection period.
Enter annual attrition rate (% per year, e.g., 15).
Enter projection period in months (12 for annual, 36 for 3-year).
Click Project Headcount to see expected year-end headcount.
Headcount projection = current + planned hires - expected departures. Departures calculated using annualized attrition rate scaled to projection period. Used for budgeting, capacity planning, and workforce strategy.
100 current, 20 planned hires, 15% attrition, 12 months. Departures = 100 x 0.15 = 15. Projected = 100 + 20 - 15 = 105. Net growth +5.
50 current, 60 hires over 3yr, 15% attrition. Departures = 50 x 0.15 x 3 = 22.5. Projected = 50 + 60 - 22.5 = 87.5.
200 current, 30 hires, 15% attrition, 12 months. Departures = 30. Projected = 200. No net growth.
100 current, 0 hires, 15% attrition, 12 months. Departures = 15. Projected = 85. Net -15.
Eng: 50 + 8 hires - 6 dep = 52. Sales: 30 + 5 - 9 = 26. Total: 78 (was 80).
Find answers to the most common questions about headcount calculator.
Headcount = total number of active employees on payroll at a point in time. Includes full-time, part-time, and temporary workers. Excludes contractors and 1099 workers. Used for budgeting, org design, and reporting.
Active = currently on payroll. Total = active + on-leave (FMLA, sabbatical, military) + terminated-but-in-system. For most reporting, use active headcount. Some metrics use "average headcount" over a period = (start + end) / 2.
Projected = Current + Planned Hires - Expected Departures. Expected departures = current × annual attrition rate × (months / 12). For multi-year, compound the calculation. See our Workforce Planning Calculator for revenue-based projection.
No — contractors (1099) are not employees. Headcount typically includes W-2 workers only: full-time, part-time, and temporary employees. Some companies track "extended workforce" separately, including contractors, consultants, and outsourced staff.
Headcount = number of people. FTE = full-time equivalent (standardizes part-time to full-time units). Example: 100 headcount (50 FT + 50 PT at 20h) = 75 FTE. Use FTE for budgeting and productivity; headcount for org design and benefits administration.
Monthly minimum for HR. Quarterly for executive review. Annual for board/strategic planning. Real-time headcount dashboards are common in mid/large companies (Workday, BambooHR, ADP). Track by department, location, and employment type for actionable insights.
Calculations and computational models on QuickBizCalc are verified against published regulatory standards and statutory tax tables:
Publication 15-T (Federal Income Tax Withholding Methods) & Publication 15 (Employer's Tax Guide).
Fair Labor Standards Act (FLSA 29 U.S.C. § 207) regulations on overtime hours, recordkeeping, and minimum wage.
OASDI taxable maximum wage base limits and statutory FICA tax rates (6.2% Social Security + 1.45% Medicare).
Formulas and worked examples are checked against the sources above before publishing. For advice on your own situation, consult a licensed tax professional or accountant.
Projected Year-End Headcount
105 employees
Current
100
Hires
+20
Departures
-15
Projected
105
