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Free HR tools · ROI calculator

HR ROI Calculator

Enter the days your team already spends on HR work each month. The calculator turns them into hours and money given back, and shows every assumption it used to get there.

Enter the number of days spent on these HR activities per month.

Headcount of your organisation

This only fills the fields below with figures typical of a team that size. Change any of them to your own and the sum follows what you type.

Records, letters, data entry, reporting. automates by 60%

Running payroll, reconciliations, statutory filings. automates by 70%

Leave balances, payslips, policy questions. automates by 50%

Scheduling, coordination, offer and joining paperwork. automates by 35%

Counted separately, because onboarding cost follows the number of joiners rather than the days already entered above.

Where HR Time Actually Goes

Most HR teams are not short of people. They are short of the hours those people spend on work a system could do.

It is measured in days, not minutes

Ten days a month across a team is a person and a half doing nothing else. That is the figure worth putting a number on.

It repeats every month

Admin work does not clear. Whatever is not automated this month arrives again next month at the same size.

It is the first thing to crowd out the rest

Hiring plans, retention work and manager coaching are what gets dropped when the admin runs long.

The Niyuk HR dashboard, with attendance, leave requests, tasks and approvals on one screen.
What the form asks

What Goes Into the Sum

Five questions. Four of them are days a month, and the fifth is a headcount. This is what each one is counting.

  • HR admin activities Employee records, letters, data entry and the reports somebody asks for every month. The days spent keeping the basics right.
  • Payroll admin and compliance Running payroll, checking it twice, and the filings that follow. The same work every month, which is why it adds up.
  • Employee HR queries Leave balances, payslips and policy questions. Two minutes each, and there are hundreds of them.
  • Hiring and onboarding Booking interviews, chasing feedback, and the offer and joining paperwork behind every hire.
  • Employees onboarded a year A headcount, not days. Onboarding follows how many people start, so it is counted per joiner and added on top.
The working

How the Saving Is Worked Out

Four steps, no hidden multiplier. Every figure it uses is printed on this page, including the ones you were not asked for.

  1. 1

    Days become days a year

    Each activity's days a month are multiplied by twelve.

  2. 2

    Each activity is cut by its own rate

    Payroll automates furthest at 70%, hiring least at 35%. Each rate is printed beside its own field.

  3. 3

    Onboarding is counted per joiner

    About 6 hours of admin per person onboarded, cut by 55%, because it follows joiners rather than the days above.

  4. 4

    Days become money

    The days returned are multiplied by ₹4,000, what one HR working day costs. If yours differs, scale the answer: it is a straight multiplication.

What This Assumes

So you can argue with it. A calculator that will not show its working is not worth putting a number in.

A working month And 252 days a year, at 8 hours each. 21 days
HR admin automates by Records, letters and reporting move to one system with one entry point. 60%
Payroll and compliance automate by The furthest of the four: payroll runs on rules, and rules are what software is good at. 70%
Employee queries fall by Self-service answers the balance and payslip questions. The rest still need a person. 50%
Hiring and onboarding fall by The least of the four. Scheduling and paperwork automate; judging people does not. 35%
Onboarding admin per joiner Cut by 55%, counted on the joiners you enter. 6 hours
One HR working day costs Salary plus employer costs over working days, for a mid-level HR executive. The only figure here the form does not ask you for, and the money figure moves in step with it. ₹4,000

What the Hours Are Actually For

The saving is only worth having if the time goes somewhere. These are the things HR teams say they would do with it.

  • Hire faster

    Time in the pipeline rather than in the paperwork behind it.

  • Talk to managers

    The coaching and the difficult conversations that never get diarised.

  • Look at the numbers

    Attrition, absence and cost per hire, while there is still time to act.

  • Onboard properly

    A first week somebody planned, rather than one that happened.

Frequently
Asked Questions

What people ask before putting a number in front of a finance team.

Still have questions?

Talk to the team and we will walk you through it.

Talk to our team

Start with the time your team already spends. Take the days a month each HR activity takes, multiply by twelve, cut each one by how much of it a system can take over, then multiply the days you get back by what an HR working day costs you. That gives the return side. Subtract what the software costs to get the net figure, which this calculator deliberately leaves to you because the price depends on what you buy.

It depends almost entirely on how much manual work you start with. A team running payroll on spreadsheets and answering leave questions by email has far more to gain than one already on a modern system. That is why this calculator asks what your team actually does rather than quoting an industry average at you.

No, and that is deliberate. The figure here is the return side only: hours given back and what they are worth. What a system costs depends on the modules and the headcount, so putting a price in would be a guess dressed up as a calculation. Take this number and set your quote against it.

They are conservative estimates, and they are all printed under "What this assumes" rather than hidden. Payroll is highest because it runs on rules; hiring is lowest because judging people does not automate. If you think they are optimistic for your team, the arithmetic is simple enough to redo with your own: days a year, times the rate, times what a day costs.

Not in this model. It counts hours returned to the people you already have, not people removed. Most teams that automate this work do not shrink; they stop doing the admin and start doing the work they were hired for.

The admin savings start the first month a process moves across, because the work is monthly and recurring. Hiring and onboarding gains follow your hiring cycle, so they show up over a quarter or two rather than immediately.

Pick your headcount band and the fields fill with figures typical of a team that size, then adjust the ones you have a feel for. Even a rough number is more useful than none, and the point of the tool is the order of magnitude rather than the last rupee.

See Where Your Own Hours Go

A walkthrough on your numbers, with the payroll, admin and onboarding work your team actually does.

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