Calculate new gross pay after a percentage or fixed raise, or work backward from a proposed salary to its raise percentage. Compare the result across hourly, daily, weekly, biweekly, semimonthly, monthly, and annual periods.
How to use this calculator
Choose Percentage, Amount, or New pay, then enter current pay and select its period. Keep the raise amount or proposed new pay in that same period. For example, an hourly wage of 25 and a fixed raise of 2 means a new hourly wage of 27; it does not mean an extra 2 per year.
Enter hours per week, days per week, and paid weeks per year for conversion to other periods. Changing the period changes how the entered amount is interpreted; re-enter the amount if necessary. The work schedule is assumed to stay the same before and after the raise.
Understanding the comparison
The headline is new pay for your selected period. The annual increase and comparison table translate the same change into other periods. Biweekly means every two weeks, while semimonthly means twice per calendar month. With 52 paid weeks, those are 26 and 24 periods respectively.
Examples
A 5% annual salary raise
Current annual pay of 50,000 with a 5% raise becomes 52,500, an annual increase of 2,500. On a 40-hour, 52-week schedule, the equivalent hourly increase is about 1.20.
An hourly increase from 25 to 27
A rise from 25 to 27 is an 8% raise. At 40 hours per week for 52 paid weeks, annual gross pay rises from 52,000 to 56,160, an increase of 4,160.
Formula
New pay = current pay × (1 + raise percentage / 100)
Raise percentage = (new pay − current pay) / current pay × 100
Annual hourly pay = hourly pay × hours per week × paid weeks
For daily and weekly pay, the relevant annual multiplier is days per week × paid weeks, or paid weeks. Monthly salary uses 12 periods and semimonthly salary uses 24.
What the estimate excludes
The calculation excludes taxes, pension deductions, insurance, bonuses, overtime premiums, and benefits. A change in working hours can change your effective hourly pay even if annual salary rises. Paid weeks should reflect compensation: paid vacation is not automatically an unpaid week. Compare the whole employment package separately when considering an offer.