Type any pay rate — hourly, monthly, annual — and instantly see all the others, based on your real hours per week and paid weeks per year.
💼 Gross (pre-tax) figures. Edit any field — the others update around it.
Recruiter quotes $38/hour, the other offer says $74k — type each in and compare apples to apples in seconds.
Want $90k a year working 46 paid weeks at 35 billable hours? That's your day rate — calculated backwards, instantly.
Paid biweekly but budget monthly? See exactly what each paycheck and month brings in before tax.
The figure in an offer letter is gross pay, and what arrives is materially less. Deductions typically include income tax, a social insurance contribution, pension or retirement contributions, and sometimes health insurance premiums. The combined effect commonly removes 20 to 40 percent, varying enormously by country and by income level.
Progressive tax systems are widely misunderstood in one specific way: moving into a higher bracket does not tax all your income at the higher rate. Only the portion above the threshold is taxed at it, so a rise into a higher band always leaves you with more after tax, not less. The belief that a raise can reduce take-home pay is almost always wrong for income tax.
It is not universally wrong, though, and the exception matters. Benefit withdrawal and cliff-edge thresholds can create genuine effective marginal rates above 100 percent — losing a childcare benefit or a tax-free allowance entirely at a specific income can leave someone worse off. These are features of specific benefit rules rather than of the tax bands themselves.
Salary alone is a poor basis for comparison. Employer pension contributions are deferred compensation and can differ by several percent of salary between employers. Health insurance, where the employer pays the premium, is worth whatever it would cost you privately — a substantial figure in some countries and near zero in others.
Paid leave is directly convertible: 25 days of holiday against 20 is a week of additional pay for the same money. Add public holidays, sick pay terms, parental leave beyond the statutory minimum, and any bonus that is genuinely reliable rather than discretionary.
Then adjust for cost of living, which frequently dominates everything else. A 30 percent higher salary in a city where housing costs twice as much is a reduction in real terms. Commuting time and cost, and any relocation expense, belong in the same calculation. Comparing total compensation net of tax and adjusted for local costs is the only comparison that means anything.
Converting between hourly and annual pay requires a convention, and the common shortcut is imprecise. Multiplying an hourly rate by 2,080 — 40 hours times 52 weeks — ignores that a year is 52.18 weeks, and it ignores paid leave entirely. For an hourly worker without paid holiday, the realistic annual figure is lower than 2,080 hours implies, because unworked days are unpaid.
Pay frequency introduces its own arithmetic. Semi-monthly pay is 24 periods a year; biweekly is 26, which produces two months a year with three paychecks. They are not the same, and budgeting on the assumption that biweekly means twice a month is a common cash-flow error.
Salaried employees exempt from overtime effectively see their hourly rate fall as hours rise, which is worth computing when comparing a salaried role against an hourly one. This tool provides estimates from the figures you enter and does not model any specific jurisdiction's tax code, allowances or benefit interactions — for an accurate net figure, use your tax authority's own calculator or speak to an accountant.
Biweekly means 26 paychecks a year (every 2 weeks); semi-monthly means 24 (twice a month). The biweekly figure here is annual ÷ 26.
Count only weeks you actually bill. 48 paid weeks ≈ 4 weeks off; many consultants plan around 44–46 to cover holidays, sickness and dry spells.
This converts base rates. For weekly overtime math with time-and-a-half, use the hours calculator.
Not through income tax brackets — only income above a threshold is taxed at the higher rate, so a raise always increases take-home pay. It can happen through benefit cliff edges, where a benefit is withdrawn entirely at a specific income.
No. Biweekly is 26 pay periods a year and semi-monthly is 24, so biweekly produces two months annually with three paychecks. Budgeting as though they are equivalent causes cash-flow surprises.