Pick the calculator that matches your question, type in your numbers, and the result updates as you type — there is no submit button and nothing is sent anywhere. Each tool shows a line-by-line breakdown so you can check the math against your pay stub, and each page explains how the calculation works, walks through a worked example, and flags the common mistakes people make with that particular calculation.

If your pay stub doesn't match what a calculator shows, the usual suspects are a different overtime rule in your state, unpaid breaks being deducted from your hours, or a pay period that doesn't line up with a calendar week. The gotchas section on each page covers the specifics.

A paycheck for an hourly worker has two building blocks: the hours paid at your regular rate, and the hours paid at the overtime rate. Each block is just a rate multiplied by a number of hours:

If you're paid biweekly, each paycheck covers two weeks, so the biweekly gross is simply the weekly gross multiplied by 2. This calculator counts overtime the way you enter it: put the hours your employer pays at the regular rate in the regular box and the hours paid at time-and-a-half in the overtime box. If you're not sure where the split falls in your week, the Overtime Pay Calculator works it out from your total hours instead.

• Gross is not take-home. This is the number before anything is withheld. Federal and state income tax, Social Security (6.2%), and Medicare (1.45%) alone typically take a noticeable slice, before benefits or retirement contributions.
• Biweekly is not twice-a-month. Biweekly pay means 26 paychecks a year; semi-monthly pay means 24. Two months a year have a third biweekly paycheck — don't budget as if every month were identical.
• Double-counting overtime hours. Your regular hours and overtime hours together should equal your total hours. If you worked 45 hours, that's 40 regular + 5 overtime — not 45 regular + 5 overtime.
• Overtime rules vary. Federal law (the FLSA) generally requires time-and-a-half after 40 hours in a workweek for non-exempt workers, but some states add daily overtime (for example, after 8 hours in a day), and some jobs are exempt. Your employer's policy and your state's rules decide the actual split.
• Unpaid breaks change your hours. If a 30-minute unpaid lunch is deducted each day, a "45-hour" week on the clock may be 42.5 paid hours. Enter the hours you're actually paid for.

A salary spreads the same total pay across the whole year, so converting it to an hourly rate means dividing by the total number of hours worked in a year. A year is treated as 52 weeks:

The other figures on this page come from the same total: weekly pay is the salary divided by 52, biweekly is the salary divided by 26 pay periods, and monthly pay is the salary divided by 12. The hours-per-week input only changes the hourly rate — it doesn't change how much the salary pays per week or month.

• Your real hours change the answer a lot. $52,000 at 40 hours a week is $25.00/hour — but at 50 hours a week with no overtime pay, it's $20.00/hour. Always convert using the hours you'll actually work, not the hours in the job posting.
• Salaried pay usually has no overtime premium. An hourly worker earning $25/hour who works 50 hours gets paid for 55 hours' worth (40 + 10 × 1.5). A salaried exempt worker gets the same salary either way. Comparing hourly rates alone understates that difference.
• Benefits aren't in the salary. Paid time off, employer health insurance, and retirement matching are worth real money and aren't captured by this conversion. Two offers with the same hourly equivalent can be worth quite different amounts.
• Monthly pay isn't salary ÷ 12 in every paycheck sense. Monthly is an average for budgeting. If you're paid biweekly, most months you receive two checks and two months a year you receive three.

The conversion builds up step by step: your rate times your weekly hours gives your weekly pay, and a year is treated as 52 weeks:

Biweekly pay is two weeks of pay, and monthly pay is the annual figure divided by 12 — an average month, since months don't all contain the same number of weeks. This calculator uses your straight-time rate only. If you regularly work overtime, your true annual pay will be higher; run your typical week through the Hourly Paycheck Calculator and multiply the weekly gross by 52 for a better estimate.

• The 52-week assumption. This math assumes you are paid for all 52 weeks. Salaried workers usually are (paid vacation is included); hourly workers often aren't. Two unpaid weeks off at $25/hour and 40 hours a week means $2,000 less than the figure shown — use 50 weeks instead of 52 if that's your situation, by reducing the hours accordingly or treating the result as a ceiling.
• Overtime cuts both ways. Regular overtime pushes your real annual pay above this number; irregular hours and slow weeks pull it below. The conversion is only as steady as your schedule.
• A salary offer isn't directly comparable. A $52,000 salary typically comes with paid time off and benefits, and no overtime premium. A $25/hour job with regular overtime may pay more cash; a $52,000 salary may be worth more overall. Compare the full package, not just the headline number.
• Part-time hours matter. At 30 hours a week, $25/hour is $39,000 a year, not $52,000. The "× 2,080 hours" shortcut you may see elsewhere only works for a full-time 40-hour week.

First, your week's hours are split at the overtime threshold — 40 hours by default. Hours up to the threshold are regular hours; anything above it is overtime:

At time-and-a-half (1.5×), each overtime hour pays your rate plus a 50% premium. At double time (2×), it pays twice your rate. Some employers pay double time for Sundays, holidays, or hours beyond a daily limit — set the multiplier to 2× to model that, though if only some of your overtime hours are double time, the Hourly Paycheck Calculator gives you more control over the split.

• Overtime is calculated per workweek, not per pay period. Under US federal law, hours can't be averaged across two weeks. Working 50 hours one week and 30 the next is 10 overtime hours, even though the biweekly total is 80.
• Some states use daily overtime. California, for example, generally requires overtime after 8 hours in a day (and double time after 12), on top of the weekly rule. If your state works that way, a weekly-only calculation will understate your pay.
• Not everyone is entitled to overtime. Many salaried employees are "exempt" under the FLSA and aren't owed an overtime premium at all. Misclassification is common, but this calculator can't tell you your status — your duties and pay structure decide it.
• The "regular rate" can be more than your base rate. For overtime purposes, bonuses, shift differentials, and commissions often have to be folded into the regular rate, which raises the overtime premium above a simple 1.5 × base rate. If your stub shows a higher overtime rate than you expect, that's often why.
• Rules vary by jurisdiction. This tool uses the common standard — overtime after 40 hours in a week at time-and-a-half. Other states, countries, union contracts, and employer policies set different thresholds and multipliers. Check yours before relying on the number.

Hours worked at the differential are paid at your base rate plus the differential. Everything else is paid at the base rate:

If your differential is a percentage, the differential per hour is the percentage of your base rate — for example, 10% of a $20 base rate is a $2/hr differential, giving a $22 differential rate. This calculator assumes the differential hours are not also overtime hours; if some hours earn both a differential and overtime, see the gotchas below.

• Differentials and overtime interact. Under US federal rules, a shift differential usually counts toward the "regular rate" used to calculate overtime, so an overtime hour on a differential shift can pay more than a simple 1.5 × base rate. This tool prices differential and regular hours separately and does not stack overtime on top.
• Flat vs percentage differentials. A 10% differential rises automatically when your base rate rises; a flat $2 differential does not. Check which kind your employer offers before comparing offers.
• Only some hours may qualify. Some employers pay the differential only for hours actually worked between certain times (say, 11 p.m. to 7 a.m.), so a shift that starts at 9 p.m. may earn the premium on only part of the shift.
• Weekend and holiday premiums may be multipliers instead. Some policies pay 1.25× or 1.5× the base rate rather than base-plus-a-flat-amount. A 1.5× premium on a $20 rate is the same as a +$10 flat differential — you can model it either way here.

Each percentage deduction is calculated on the full gross pay, then everything is subtracted:

To find realistic percentages, look at a recent pay stub: divide each withholding line by the gross pay on that stub and multiply by 100. Using your own stub's effective rates makes this simple estimate much closer than guessing a tax bracket.

• This is an estimate. Real withholding is worked out from tax tables and your W-4 (or TD1 in Canada) — allowances, filing status, and extra jobs all change it. Treat the result as a planning figure, not a promise.
• Percentages here apply to the full gross. In real payroll, pre-tax deductions like a 401(k) or health premiums reduce the taxable amount first, so income tax is often withheld on less than the full gross. This estimator keeps the math simple and will slightly overstate withholding if you have large pre-tax deductions.
• Payroll taxes may not be in your percentages. In the US, Social Security (6.2%) and Medicare (1.45%) are separate from federal income tax withholding. If your "federal %" only covers income tax, add those in or include them under other deductions.
• Match the period. Gross pay, percentages, and the fixed deduction amount must all describe the same pay period. Mixing a monthly salary with biweekly deductions is the most common way this estimate goes wrong.
• Net can't go below zero here. If deductions exceed gross pay, the estimator floors the result at zero — real payroll handles arrears and partial deductions under its own rules.

Three short steps:

A quick mental check: 10% of the bill is just the decimal point moved one place left. Double that for 20%, or halve it and add it to 10% for 15%.

• Tip on the pre-tax amount. Custom in many places is to tip on the bill before sales tax, not on the after-tax total. If your bill shows a subtotal, tipping on that is slightly less than tipping on the total shown here — enter the subtotal if that's how you tip.
• Check for an included gratuity. Large parties often have an automatic gratuity (commonly 18–20%) already added. Tipping the full percentage again on top doubles it by accident.
• Delivery and service fees aren't the tip. App and restaurant service fees usually don't go to the person serving or delivering your food.
• Rounding per person. When a split doesn't divide evenly, the per-person figure is rounded to the cent, so the shares can add up to a cent or two over or under the total. Rounding each share up slightly is the usual fix.
• Norms vary by place and service. 15–20% is the common full-service restaurant range in the US; counter service, bars, and other countries follow different customs, and in some places tipping is not expected at all.

Each mode is a different arrangement of the same idea — a percentage is a fraction out of 100:

In mode (c) a positive result is an increase and a negative result is a decrease. Note that the change is always measured against the starting value A — that's why going from 80 to 96 is +20%, but going back from 96 to 80 is −16.67%, not −20%.

• Percentage points are not percent. If a rate rises from 5% to 7%, that's an increase of 2 percentage points — but a 40% relative increase. News reports mix these up constantly; mode (c) gives the relative change.
• Increases and decreases aren't symmetric. A 50% loss needs a 100% gain to recover, because the percentage is measured from the smaller, reduced base.
• Dividing by zero. "X is what % of 0" and "change from 0" have no answer — any amount divided by zero is undefined, and the calculator shows 0 rather than a misleading number.
• Percent of what? A "20% discount" then "another 10% off" is not 30% off the original: the second discount applies to the already-reduced price, for a combined 28% off.

Paid time is the span between clock-in and clock-out, minus any unpaid break:

Times can be typed in 12-hour format with AM/PM (9:00 AM, 5:30 PM) or 24-hour format (09:00, 17:30). If the clock-out time is earlier than the clock-in time, the shift is treated as running overnight into the next day — the way a 10 p.m. to 6 a.m. shift works.

• Decimal hours trip people up. 7.5 hours is 7 hours 30 minutes — not 7 hours 50 minutes. Payroll systems record minutes as hundredths: 30 minutes = 0.50, 15 minutes = 0.25, 45 minutes = 0.75.
• Paid vs unpaid breaks. Short rest breaks (usually 5–20 minutes) are paid under US federal rules; meal breaks of 30+ minutes are typically unpaid only if you're fully relieved of duty. Only subtract breaks that are genuinely unpaid.
• Rounding at the clock. Many employers round punches to the nearest 15 minutes. Rounding a few minutes each day can add or subtract close to an hour over a two-week period — check your employer's policy if your stub never matches.
• This tool prices every hour at straight time. Daily totals over 8 hours or weekly totals over 40 may qualify for overtime under your state or federal rules; those premiums aren't included here.
• Varying shifts need one run each. The day multiplier assumes every day is the same shift. If your days differ, calculate each day with days set to 1 and add the results.

Everything is built from the hourly rate. If you start from an annual salary, it's converted first (salary ÷ hours per week ÷ 52):

If you already know the new rate you're being offered, use the "new hourly rate" option instead — the calculator works out the percentage and the annual difference for you.

• A percentage of a small base is small money. 5% sounds meaningful, but on $15/hour it's 75 cents an hour. Always translate a raise into the annual figure before deciding how you feel about it.
• Gross increase ≠ take-home increase. Taxes and percentage-based deductions (like retirement contributions) take a slice of the raise too, so the extra amount per paycheck will be less than the gross weekly increase.
• Check the effective date. A raise announced now may start next quarter, and the first check may only include part of the period at the new rate. A mid-year start also means this year's actual extra pay is less than the full annual increase.
• Raises compound. Next year's percentage raise applies to the new, higher rate — one reason a slightly larger raise now is worth more than it looks over a few years.
• Compare against inflation. If prices rose 3% and your raise is 3%, your pay buys the same as before — the increase is real in dollars but flat in purchasing power.

Pay Calculators is a small, free utility site built for hourly workers — the people whose pay changes every week with their hours, and who deserve to be able to check the math themselves.

Every tool here follows the same rules:

• Free, with no sign-up. No accounts, no paywall, no email required to use a calculator.
• Instant and private. Calculations run in your browser as you type. The numbers you enter are never sent to a server or stored.
• The math is shown. Each result comes with a line-by-line breakdown, and each page explains the formula, works through an example with real numbers, and lists the common mistakes to watch for.
• Your currency, stated plainly. Use the currency selector at the top of any page to work in US dollars, Canadian dollars, euros, pounds, and more; exchange rates come from the Frankfurter API (European Central Bank reference rates), with built-in fallback rates if the live service is unreachable. The tools assume the standard 40-hour week and a 52-week year, and where a tool lets you change an assumption, the default is labelled. Worked examples are written in US dollars and labelled as USD examples.

What these tools are — and aren't

These calculators estimate gross pay: pay before income tax, Social Security, Medicare, and other deductions. They don't calculate take-home pay, and they aren't tax, legal, or financial advice. Overtime and pay rules differ by state, by country, and by employer; if a result here disagrees with your pay stub or your employer's policy, your stub and the rules that apply to your job are the ones that count — and your payroll department or state labor office can settle a real dispute.

How the site is supported

The site is free to use and is intended to be supported by advertising. See the Privacy Policy for how cookies and third-party advertising work here. If you spot a wrong number or a confusing explanation, please get in touch — correctness is the whole point of the site.

Found a result that looks wrong? Want a calculator that isn't here yet? Fill in the form below and it will open your email app with the message addressed and ready to send — nothing is submitted to a server by this page.

When reporting a wrong result, including the numbers you entered and the result you expected makes it much faster to track down.

Please don't send personal information such as Social Security numbers, bank details, or full pay stubs — calculator inputs and results are all we need. Note that we can't give personal tax or legal advice; for a pay dispute, your employer, state labor office, or an employment lawyer is the right contact.

Last updated: November 10, 2026.

This policy explains what information Pay Calculators ("the site") collects, how it is used, and the choices you have. The site is a set of free calculators; using them does not require an account.

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The numbers you type into the calculators — rates, hours, salaries — are processed entirely in your own browser. They are not transmitted to us, not stored on any server, and not saved when you leave the page. There is nothing to delete because nothing is kept. One exception, which contains no calculator numbers: if you change the currency selector, that choice is saved in your browser's local storage so the site remembers it on your next visit. Clearing your browser's site data removes it.

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