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.

What is the Worker Wellbeing & Social Baseline (S-KPI) Calculator?

Input workforce data — headcount, turnover, injury rate, gender pay gap, training hours, and collective-agreement coverage — to compute CSRD ESRS S1 social KPIs and benchmark them against EU sector reference averages for your own-workforce disclosure. It runs free in your browser on Gera Tools, with nothing uploaded.

Worker Wellbeing & Social Baseline (S-KPI) Calculator

Name: Worker Wellbeing & Social Baseline (S-KPI) Calculator
Creator: Gera Tools
License: https://creativecommons.org/licenses/by/4.0/

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.

What CSRD ESRS S1 actually requires for own-workforce disclosure

ESRS S1 is not a single-number standard — it requires a layered disclosure. The headline KPIs this tool computes are the starting point, but the full standard expects:

Segmentation by employee category. Turnover, pay gap, training hours, and injury data are expected broken down by worker category (for example: managers, professionals, technicians, clerical, production workers) and by geographic region for multinational companies. A single aggregate number across the whole workforce may not satisfy the disclosure requirement on its own.

Contract type and working pattern breakdowns. ESRS S1 asks for data on permanent versus temporary employees, full-time versus part-time workers, and non-employee workers (contractors, agency workers). These populations can have significantly different turnover, training access, and pay equity profiles.

The adjusted gender pay gap. The unadjusted gap this tool computes compares average pay across all male and female employees regardless of role or seniority, and will reflect the representation gap as much as any genuine pay discrimination. ESRS S1 also expects an adjusted (like-for-like) gap that controls for role, level, and location. Producing the adjusted figure requires more granular HR data than a simple average.

Qualitative narrative alongside the numbers. The standard calls for companies to explain what drives their KPI results and what actions they are taking. A 12% turnover rate and a 10% gender pay gap need context — industry norm, trend over time, and remediation steps — to satisfy a sustainability auditor.

How to use the benchmark comparison

The sector reference averages shown by this tool are indicative ranges drawn from public aggregate data, not the official ESRS sector-specific values that will eventually be mandated. They are best used to:

Prioritize which KPIs need the most narrative attention. A turnover rate 5 percentage points above the sector reference is a red flag that requires explanation; a rate at or below the reference can be briefly noted and moved on from.
Identify quick wins before disclosure. If training hours per employee are significantly below the sector average, investing in training before the first CSRD filing period gives a better baseline figure and a genuine story of improvement.
Set internal targets. Use the benchmark as a direction-setter for your ESRS S1 action plan even before the formal filing obligation applies to your company size.

For formal filing purposes, always check the current EFRAG guidance and consult with your sustainability auditor on the applicable sector benchmarks for your industry and jurisdiction.