ESRS S1 is the European Sustainability Reporting Standard covering a company's own workforce under the Corporate Sustainability Reporting Directive (CSRD). It requires disclosure of metrics such as turnover, health and safety, pay equality, training, and social dialogue coverage.

How is the injury frequency rate calculated?

The recordable work-related injury rate is the number of recordable injuries per million hours worked: injuries ÷ hours worked × 1,000,000. This is the basis ESRS S1 uses for the health-and-safety metric, allowing comparison across firms of different size.

How is the gender pay gap computed?

The unadjusted gender pay gap is the difference between average male and average female pay, expressed as a percentage of male pay: (avg male − avg female) ÷ avg male × 100. A positive figure means men are paid more on average; a negative figure means women are.

Are the benchmarks official?

The benchmarks are indicative EU-sector reference averages drawn from public Eurostat-style ranges. They help you sense-check your figures but are not the official sector values you must cite in a formal CSRD filing.

Is my workforce data uploaded anywhere?

No. Every calculation runs locally in your browser. None of the figures you enter are transmitted or stored on any server.

Worker Wellbeing & Social Baseline (S-KPI) Calculator

The Worker Wellbeing & Social Baseline calculator turns raw workforce figures into the social KPIs required under the CSRD’s ESRS S1 standard for your own workforce. Enter your headcount and HR data and the tool computes turnover, health-and-safety, pay-equality, training, and social-dialogue metrics, each benchmarked against an indicative sector average.

How it works

The calculator implements the standard ESRS S1 metric definitions:

Turnover rate = leavers ÷ average headcount × 100
Injury frequency rate = recordable injuries ÷ hours worked × 1,000,000
Gender pay gap = (avg male pay − avg female pay) ÷ avg male pay × 100
Training intensity = total training hours ÷ headcount (hours per employee)
Collective-bargaining coverage = covered workers ÷ headcount × 100

Each result is compared to a sector reference average so you can see at a glance whether a KPI is ahead of or behind a typical peer.

Example and notes

A 500-person manufacturer with 60 leavers has a turnover rate of 60 ÷ 500 × 100 = 12%. With 8 recordable injuries across 900,000 hours worked, its injury frequency rate is 8 ÷ 900000 × 1,000,000 ≈ 8.9 per million hours. If average male pay is €48,000 and average female pay €43,200, the gender pay gap is (48000 − 43200) ÷ 48000 × 100 = 10%.

These are the unadjusted, headline figures ESRS S1 expects as a baseline. A full disclosure also needs breakdowns by region, contract type, and employee category, plus the adjusted (like-for-like) pay gap. Use this tool to establish the baseline and spot the KPIs that most need narrative explanation.