See how a compensation package is split between guaranteed cash, variable pay, benefits, equity, and one-time compensation—and where the package changes over one to five years.
No tax or take-home estimateRuns in your browserNo data saved
This calculator provides an estimate based on the values and assumptions you enter. Bonuses, commissions, employer contributions, benefits and equity may change and may be subject to eligibility, vesting, plan rules and employer policies. Results do not represent financial, tax, legal or employment advice.
Guide
Understand your total compensation
What total compensation includes
Total compensation combines direct cash pay with employer-provided value: salary, allowances, variable pay, one-time payments, retirement contributions, insurance and benefits, and equity that vests in the year shown.
Total compensation vs base salary
Base salary is guaranteed recurring cash before taxes. Total compensation adds the other cash and non-cash parts of the package. Comparing both prevents a large bonus or grant from obscuring the dependable core of an offer.
Guaranteed, expected and target compensation
Guaranteed cash is base salary plus fixed recurring cash. Target compensation uses the plan’s stated variable-pay target. Expected compensation applies your attainment assumption, which may be below or above 100% and is not guaranteed.
How retirement matching is calculated
Each match tier covers a sequential slice of the employee contribution rate. The calculator multiplies that slice by eligible compensation and the tier’s match rate, then adds any nonelective employer contribution. Employee contributions are not added to compensation.
How to value employer-paid benefits
Use the employer-paid amount, not your payroll deduction. Health premiums are annualized from monthly values; HSA funding, insurance, and added benefits are included in their active years.
Why PTO is not added twice
A salaried employee’s base salary already covers paid leave. The implied PTO value is therefore an informational allocation of salary, not an additional benefit. It helps explain paid time while keeping the total accurate.
How equity vesting affects annual compensation
A grant contributes estimated value only as it vests. Award year determines when vesting starts; the custom annual percentages allocate the entered grant value. Vesting outside the selected horizon remains in the schedule but is not shown in the projection.
Why multi-year compensation matters
A signing bonus can make Year 1 unusually high, while an uneven vesting schedule can shift equity value between years. The year-by-year view keeps those timing effects visible instead of smoothing them into an annual average.
What a compensation cliff means
A compensation cliff is a year-over-year drop in expected total compensation. The calculator compares consecutive years inside the submitted horizon and lists only the engine components that actually decreased.
How unpaid extra hours affect hourly pay
Effective hourly rates divide recurring compensation by estimated worked hours. Paid leave reduces worked time; unpaid extra hours during working weeks increase it, which can materially lower the effective rate.
What this calculator does not include
It does not calculate taxes, take-home pay, employee-paid insurance, speculative stock appreciation, option exercise economics, or plan-specific legal limits. Check offer documents and benefit plan terms before relying on an estimate.
Engine-backed example
Uneven compensation with signing bonus and RSU vesting
This example uses a $140,000 base salary, a 15% target bonus, a $30,000 Year 1 signing bonus, employer-paid benefits, and a $120,000 RSU grant vesting 40% / 30% / 20% / 10%.
Year 1 total
$253,400
Recurring compensation
$223,400
Guaranteed cash share
55.2%
Biggest cliff
$42,000
Year 1 → Year 2
The largest drop comes from Signing bonus ended ($30,000) and RSU grant vesting decreased ($12,000). Every displayed value is produced by the same calculation engine as the interactive calculator.
Transparent math
Methodology and limitations
Annual calculation
Base salary grows by the entered annual rate. Active fixed cash is added to guaranteed cash; variable target and expected values are calculated separately; one-time cash is included only in its payment year.
Employer-provided value
Expected and target cash each receive the same employer retirement contribution, employer-paid benefits, and vested equity estimate. Recurring expected compensation removes one-time payments.
Hourly calculation
Recurring expected cash or recurring expected total compensation is divided by scheduled hours minus paid leave plus unpaid extra hours during working weeks. Results are estimates, not time records.
Common questions
Total compensation FAQ
What is included in total compensation?
This calculator includes base salary, fixed and variable cash, one-time payments, employer retirement contributions, employer-paid benefits, and equity value that vests during each projected year.
Is a bonus part of total compensation?
Yes. Target bonus is included in target compensation, while the bonus adjusted by expected attainment is included in expected compensation. A bonus is not labeled guaranteed.
Should PTO be added to base salary?
No. For a salaried employee, paid leave is already funded by base salary. The calculator estimates its implied value for context but does not add it again.
How do I calculate the value of a 401(k) match?
The calculator applies each match tier in sequence to eligible compensation and only to the part of the employee contribution that falls within that tier. It then adds any nonelective employer contribution.
Should employee 401(k) contributions count as compensation?
No. Employee contributions come from the employee's own compensation, so they are shown for reference and are not added to total compensation.
How should I value RSUs or stock options?
Enter an estimated grant value and vesting schedule. The calculator allocates that value by vesting year. It does not model option strike prices, exercise costs, stock-price changes, expiration, or taxes.
What is the difference between expected and target compensation?
Target compensation assumes target variable pay. Expected compensation adjusts each variable component by the attainment percentage you enter. Both include the same guaranteed cash, employer benefits, retirement contributions, and vested equity estimate.
Do one-time signing bonuses count as recurring compensation?
They count in the year they are paid, but are removed from recurring compensation and recurring effective hourly rates.
What is a compensation cliff?
A compensation cliff is a drop in expected total compensation from one projected year to the next. The calculator finds the largest in-horizon drop and identifies the actual components that decreased, such as an ended signing bonus or lower equity vesting.
Why can Year 1 total compensation be higher than later years?
Year 1 may include a signing or relocation payment that does not recur. Equity vesting can also vary by year, so a multi-year compensation breakdown is more informative than a single annual total.
Are benefits the same as take-home cash?
No. Employer-paid benefits and retirement contributions have economic value and are included in total compensation, but they are not cash paid into your paycheck.
Does this calculator estimate taxes or take-home pay?
No. It models the employer-provided compensation package before taxes and does not estimate tax liability, payroll withholding, or take-home pay.
