💼 Salary Calculator

Converting hourly wages to annual salary is essential for comparing job offers, budgeting, and financial planning. The basic formula is: Annual Salary = Hourly Rate × Hours Per Week × 52 weeks. However, this calculation assumes full-time work with no unpaid time off. For example, $25/hour × 40 hours/week × 52 weeks = $52,000 annually. But most employees do not work all 52 weeks due to holidays, vacation, and sick days. The average American worker receives 10 federal holidays, 10 vacation days, and 5 sick days annually, totaling 25 paid days off. This means working 49 weeks (52 - 3 weeks off), so the realistic calculation is $25 × 40 × 49 = $49,000. The salary calculator must account for actual working weeks to provide accurate estimates. In 2025, the federal minimum wage remains $7.25/hour ($15,080 annually), though 30 states have higher minimums. California leads at $16/hour ($33,280 annually), followed by Washington at $15.74 ($32,739) and Massachusetts at $15/hour ($31,200). According to the Bureau of Labor Statistics, median hourly wage in the US is $29.76 ($61,901 annually for full-time work). Professional occupations earn significantly more: software developers average $58/hour ($120,640/year), registered nurses $42/hour ($87,360/year), and electricians $31/hour ($64,480/year). Entry-level retail and food service positions typically pay $12-15/hour ($24,960-$31,200 annually). When evaluating job offers, consider total compensation beyond base salary: health insurance (employer contribution averages $7,739 annually for single coverage), 401(k) matching (typical 3-6% of salary), paid time off (2-4 weeks), and other benefits. A $50,000 salary with full benefits package is often equivalent to $60,000+ in total compensation.

Understanding the difference between hourly and salaried positions is crucial for career decisions and financial planning. Hourly employees are paid for each hour worked and typically receive overtime pay (1.5× regular rate) for hours exceeding 40 per week. A $20/hour worker earning 10 hours overtime weekly makes $20 × 40 + $30 × 10 = $1,100/week or $57,200 annually. Salaried employees receive fixed pay regardless of hours worked and are generally exempt from overtime under the Fair Labor Standards Act (FLSA) if earning above $684/week ($35,568 annually). In 2025, this threshold may increase to $55,000. Full-time employment is typically defined as 30-40 hours weekly. At 40 hours/week and $25/hour, annual income is $52,000. Part-time work (under 30 hours/week) at the same rate but 25 hours weekly yields $32,500 annually. The hourly to salary calculator helps evaluate the financial impact of reduced hours. Benefits eligibility often depends on full-time status; part-time workers frequently lack health insurance, retirement plans, and paid leave. The Affordable Care Act requires employers with 50+ employees to offer health insurance to those working 30+ hours weekly. Part-time employees save on taxes due to lower income brackets but miss employer benefit contributions worth thousands annually. Contract and gig workers must also consider self-employment taxes (15.3% for Social Security and Medicare) versus standard payroll taxes (7.65% employee share). A contractor earning $50/hour ($104,000 annually at full-time) nets less than a salaried employee at $90,000 with benefits after accounting for self-employment tax, health insurance ($7,000-$15,000 annually), and retirement contributions. The salary calculator should factor in these hidden costs when comparing opportunities.

Gross salary is the total amount earned before any deductions, while net salary (take-home pay) is what remains after federal income tax, state income tax, Social Security, Medicare, and other withholdings. The difference can be substantial—a $70,000 gross salary might yield $52,000-$58,000 net depending on location and filing status. Federal income tax uses progressive brackets for 2025: 10% on income up to $11,600 (single)/$23,200 (married), 12% on $11,600-$47,150/$23,200-$94,300, 22% on $47,150-$100,525/$94,300-$201,050, 24% on $100,525-$191,950/$201,050-$383,900, 32% on $191,950-$243,725/$383,900-$487,450, 35% on $243,725-$609,350/$487,450-$731,200, and 37% above those thresholds. A single filer earning $70,000 pays approximately $10,267 in federal tax (14.7% effective rate). Social Security tax is 6.2% on wages up to $168,600 (2025 limit), totaling $4,340 on $70,000. Medicare tax is 1.45% with no cap, adding $1,015. Additional 0.9% Medicare tax applies to earnings above $200,000 single/$250,000 married. Total FICA (Social Security + Medicare) on $70,000 is $5,355 (7.65%). State income tax varies dramatically: California charges up to 13.3%, New York 10.9%, while Texas, Florida, Nevada, Washington, and six other states have no income tax. California resident earning $70,000 pays approximately $2,800 state tax, reducing net to $51,578. Texas resident keeps $54,378—a $2,800 advantage. However, no-income-tax states often have higher property and sales taxes. Standard deduction for 2025 is $14,600 single/$29,200 married, reducing taxable income. Additional deductions include 401(k) contributions (up to $23,500), HSA contributions ($4,300 individual/$8,550 family), and student loan interest (up to $2,500). Maximizing these can save thousands in taxes annually.

Effective salary negotiation can increase lifetime earnings by hundreds of thousands of dollars. Research shows that 70% of employers expect candidates to negotiate, yet only 37% actually do. The first rule: never state your salary expectation first—let the employer make the initial offer. When asked about expectations, respond with "I am open to discussing compensation once I better understand the full scope of the role and responsibilities." Research market rates thoroughly using Glassdoor, Payscale, Salary.com, and Bureau of Labor Statistics data. For a software engineer position in San Francisco, market rate might be $130,000-$170,000 depending on experience. Armed with this data, you can confidently negotiate. When receiving an offer, express enthusiasm before negotiating: "I am very excited about this opportunity and confident I can deliver significant value. Based on my research and experience, I was expecting compensation in the $150,000-$160,000 range. Is there flexibility to move toward this number?" Employers often have 5-15% negotiation room built into initial offers. A $140,000 initial offer might increase to $155,000 with negotiation—that is $15,000 more annually, compounding to over $500,000 across a 20-year career when accounting for raises and job changes. Beyond base salary, negotiate signing bonuses ($5,000-$50,000 depending on role), relocation assistance ($5,000-$30,000), stock options, additional vacation days (extra week = $2,000-$4,000 value), remote work flexibility, professional development budgets ($2,000-$5,000 annually), and performance review timing (earlier first review can accelerate first raise). Consider total compensation packages holistically. Company A offering $130,000 with 10% 401(k) match, full health insurance, and 4 weeks PTO has total value of $147,000+. Company B offering $145,000 with 3% match, employee-paid insurance ($6,000), and 2 weeks PTO has comparable or lesser value. The salary calculator helps compare these complex scenarios objectively.

Geographic location dramatically impacts salary requirements and purchasing power. A $100,000 salary in San Francisco has equivalent buying power to $47,000 in Dallas or $53,000 in Phoenix due to housing costs, taxes, and general cost of living. The median home price in San Francisco is $1.3 million versus $350,000 in Dallas, making homeownership radically different. Rent for a 2-bedroom apartment averages $3,500 in San Francisco, $2,200 in Los Angeles, $1,800 in Chicago, $1,400 in Dallas, and $1,200 in smaller Midwest cities. These housing cost differences alone represent $12,000-$27,600 annual variance. Income tax burden varies significantly: California (9.3% on $100,000), New York (6.5%), Illinois (4.95%), versus zero in Texas, Florida, and Washington. Sales tax ranges from 0% (Oregon, Montana, New Hampshire) to 9.5%+ (Louisiana, Tennessee, Arkansas). Property tax on a $400,000 home is $1,080 in Hawaii (0.27%), $4,800 in California (1.2%), $8,920 in New Jersey (2.23%). When relocating or comparing job offers across cities, use cost of living calculators to adjust salary expectations. Numbeo, BestPlaces.net, and PayScale provide city-specific cost indices. For equivalent living standards, a $80,000 job in Austin requires $135,000 in New York City, $125,000 in Boston, $110,000 in Seattle, $95,000 in Denver, or $75,000 in Nashville. Employers increasingly offer location-based pay, with 44% of companies adjusting salaries for remote workers relocating from expensive to cheaper areas. Tech companies like Google, Facebook, and Zillow reduced salaries 5-25% for employees moving from San Francisco or New York to lower-cost areas. Conversely, some companies maintain location-agnostic pay, allowing employees to maximize purchasing power by living in affordable regions. The salary calculator should incorporate cost of living indices for accurate real-income comparisons.

The Fair Labor Standards Act (FLSA) mandates overtime pay at 1.5× the regular rate for non-exempt employees working over 40 hours per week. Calculating overtime correctly is essential for both employers and workers to ensure compliance and fair compensation. If your regular rate is $25/hour and you work 50 hours weekly, you earn $25 × 40 = $1,000 regular pay plus $37.50 × 10 = $375 overtime, totaling $1,375 weekly or $71,500 annually (with 52 weeks). Exempt employees—those in executive, administrative, professional, computer, or outside sales roles earning above $684/week ($35,568 annually)—are not entitled to overtime. In 2025, the Department of Labor may raise this threshold to $55,000, making millions more workers eligible for overtime. Some states have stricter rules: California requires overtime for hours beyond 8 in a single day and double-time for hours beyond 12 daily or 8 on the seventh consecutive workday. Alaska requires overtime for hours over 8 daily or 40 weekly. Colorado mandates overtime after 12 hours in a workday or 40 in a workweek. Employers sometimes violate overtime laws by misclassifying employees as exempt, requiring off-the-clock work, or averaging hours across two weeks (FLSA is weekly, not bi-weekly). If you regularly work 50 hours one week and 30 the next, you are owed 10 hours overtime for the first week—averaging to 40 is illegal. Commissioned employees must still receive overtime unless they meet specific exemptions. Salaried non-exempt employees receive overtime based on their hourly equivalent: $52,000 salary ÷ 52 weeks ÷ 40 hours = $25/hour regular rate, so overtime is $37.50/hour. Comp time (compensatory time off instead of overtime pay) is generally prohibited for private-sector employees but allowed for government workers. The salary and overtime calculator helps workers verify correct payment and identify wage theft, which costs US workers an estimated $15 billion annually according to the Economic Policy Institute.

Choosing between salaried and hourly employment involves trade-offs in income stability, work-life balance, benefits, and earning potential. Salaried positions offer predictable income regardless of hours worked, making budgeting easier. You receive the same paycheck whether you work 35 or 50 hours. Benefits are typically better: comprehensive health insurance, retirement plans with employer matching, paid vacation and sick leave, and professional development opportunities. Salaried roles often have higher prestige and advancement opportunities into management and executive positions. However, exempt salaried employees do not receive overtime pay, potentially working 50-60 hours weekly for the same compensation as 40 hours. This effectively reduces hourly compensation; a $70,000 salary at 40 hours/week is $33.65/hour but only $26.92/hour at 50 hours/week. Hourly employment provides direct compensation for time worked and overtime pay for extra hours, rewarding productivity and protecting against unpaid work. Flexibility to increase earnings through overtime can significantly boost annual income—a $25/hour worker averaging 10 hours weekly overtime earns $71,500 versus $52,000 at straight time. However, income variability complicates budgeting, as hours may fluctuate seasonally or due to business needs. Benefits are often limited or unavailable for hourly workers, especially part-timers. Hourly workers also face greater job insecurity—hours can be cut during slow periods without notice. The best choice depends on individual priorities: if you value stability, benefits, and career advancement, choose salaried. If you prefer direct compensation for hours worked, overtime potential, and clearer work-life boundaries, choose hourly. Many professionals strategically move from hourly to salaried as they advance. A registered nurse might start hourly at $42/hour with overtime, then move to a salaried nurse manager role at $95,000 for stability and advancement despite losing overtime pay.

Pay frequency significantly impacts cash flow management and budgeting. The four main schedules are weekly (52 paychecks yearly), biweekly (26 paychecks), semi-monthly (24 paychecks), and monthly (12 paychecks). Weekly pay provides consistent cash flow and is common in hourly, construction, and manufacturing jobs. A $52,000 annual salary becomes $1,000 weekly gross ($770 net after taxes). This frequency simplifies budgeting for weekly expenses but generates more frequent but smaller paychecks. Biweekly pay (every two weeks) is most common in the US, used by 43% of employers. $52,000 annually is $2,000 biweekly gross ($1,540 net). This schedule has 26 pay periods, meaning two months yearly have three paychecks—a budgeting bonus if you structure monthly expenses around two paychecks. Semi-monthly pay (twice monthly, typically 1st and 15th) provides 24 paychecks of $2,166.67 gross ($1,667 net) on a $52,000 salary. This aligns well with monthly rent and bills but has slightly larger paychecks than biweekly (24 vs 26 periods). Monthly pay is least common in the US but standard in many countries and some professional roles. $52,000 becomes $4,333 monthly gross ($3,333 net). This requires disciplined budgeting to make funds last 30 days but reduces payroll processing frequency. Tax withholding calculations differ by frequency. Biweekly withholding assumes 26 pay periods × paycheck amount = annual income. If you receive three paychecks in a month, withholding does not change, but your net income is higher those months. Some employees prefer this as forced savings. Others budget conservatively on two paychecks monthly and use third paychecks for savings, debt payoff, or discretionary spending. Semi-monthly withholding assumes 24 periods, so each paycheck is slightly larger than biweekly for the same salary. The salary calculator should convert annual salary to accurate paycheck amounts for each frequency to aid financial planning.

Total compensation includes far more than base salary, and understanding the full value is critical when comparing job offers. Health insurance is the largest benefit: employer-sponsored coverage averages $7,739 annually for single coverage and $22,463 for family coverage (2024 KFF data). Employers typically pay 70-85% of premiums, contributing $5,400-$6,500 for single and $15,700-$19,100 for family plans. If you pay for insurance independently, comparable coverage costs $7,000-$15,000 annually depending on age and location. Retirement benefits are substantial: a 50% match on 6% of salary (common structure) equals 3% employer contribution. On $80,000 salary, that is $2,400 annually. Over 30 years with 7% returns, this compounds to over $240,000. Companies with generous matches (100% on first 6% or matches above 6%) provide even greater value. Paid time off has direct financial value: 3 weeks PTO (15 days) for a $70,000 employee equals $4,038 (70,000 ÷ 52 weeks ÷ 5 days × 15). Four weeks PTO is worth $5,384. Sick days, holidays, and personal days add $2,000-$4,000 more. Education assistance programs (up to $5,250 annually tax-free) help pay for degrees or certifications. Tuition reimbursement can save $10,000-$40,000 over several years. Professional development budgets ($2,000-$10,000 annually) fund conferences, courses, and certifications that boost earning potential. Stock options and equity compensation can be worth thousands to millions for startup and tech employees. RSUs (Restricted Stock Units) at public companies are nearly equivalent to cash. Stock options at private companies are riskier but potentially lucrative if the company succeeds. Bonuses range from 5-30% of base salary depending on role and performance. A $100,000 salary with 20% bonus potential is really $120,000 total compensation. Sign-on bonuses ($5,000-$100,000+) provide immediate value. Other valuable perks: remote work flexibility (saves $4,000-$10,000 annually in commuting, parking, and lunch costs), gym memberships ($500-$1,000 value), commuter benefits ($3,000 pre-tax annually), life insurance, disability insurance, FSAs/HSAs, and employee discounts. When comparing offers, calculate total compensation by summing base salary, bonus, employer retirement contribution, employer health insurance contribution, PTO value, and monetizable perks. A $90,000 salary with excellent benefits often exceeds a $105,000 offer with minimal benefits.

Understanding typical salary increase rates helps set realistic expectations and negotiate effectively. Annual merit increases average 3-5% in the US for 2025, barely keeping pace with inflation. A $60,000 salary with 4% annual raises grows to $62,400 (Year 1), $64,896 (Year 2), $67,492 (Year 3), reaching $88,815 after 10 years. However, these modest increases pale compared to promotion and job-change raises. Promotions typically yield 10-20% increases. Moving from individual contributor to manager might jump salary from $75,000 to $90,000 (20%) or $85,000 (13%). Changing jobs averages 10-20% increases according to ADP research, with tech workers seeing 20-30% jumps. A software engineer at $110,000 switching companies might receive $132,000-$143,000 offers. This is why staying at one company long-term can cost hundreds of thousands in lifetime earnings. Employees who change jobs every 2-3 years throughout their careers earn 50% more over their lifetime than those who stay put. However, excessive job-hopping (under 18 months per role) raises red flags. Cost of living adjustments (COLA) are separate from merit increases, meant to maintain purchasing power as expenses rise. Federal employees receive locality-based COLA annually. Private sector COLA is less common but some companies provide 2-3% COLA plus separate merit raises. Inflation significantly impacts real wage growth; 4% salary increases with 3% inflation yield only 1% real growth. During 2021-2023 high inflation (5-8%), many workers saw real wage decreases despite nominal raises. Negotiating salary increases requires documenting accomplishments, market research showing you are underpaid, and timing requests strategically (annual reviews, after major project completion, or following expanded responsibilities). Typical negotiation yields 3-7% above initial raise offer. If offered 3% and you negotiate to 5%, that is $1,200 extra annually on $60,000, compounding over your career. Use the salary increase calculator to project long-term earnings under different raise scenarios and plan career moves that maximize income growth.