Which of the following is a separation cost associated with employee turnover?

Separation costs associated with employee turnover include expenses that arise directly from the departure of an employee and the process required to replace them. Severance pay is a common form of compensation that is provided to an employee who is terminated or laid off, marking an essential aspect of the financial obligations a company has during the exit process. This form of payment is not only an immediate expense but may also influence the company's budget planning and overall employee relations.

The other aspects, while important and related to employee turnover, do not directly qualify as separation costs. Interview costs, for example, are incurred as a result of hiring a new employee rather than the separation of the former employee. Training expenses for new hires are similarly post-transition costs aimed at onboarding replacements rather than costs tied to the separation of the exiting employee. Increased workload on remaining staff reflects the operational impact of turnover but is more of an indirect cost related to the strain on resources during the transition rather than a direct separation cost.