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Convert hourly to salary — and back — in one place

This free hourly to salary calculator converts pay in both directions. Enter a wage on any basis — hourly, daily, weekly, biweekly, semi-monthly, monthly, or annual — and it fills in every other period instantly. It's built for comparing job offers, pricing freelance work, checking a paycheck, or simply answering 'what is $25 an hour as a yearly salary?' without reaching for a spreadsheet. The core formula is hourly × hours per week × weeks per year: $25 × 40 × 52 = $52,000 per year.

Unlike the basic one-direction converters on rapidtables.com or the salary estimators on Glassdoor and Indeed — which show market ranges but don't let you customize hours — this tool gives you the full picture: a complete breakdown table, overtime, a take-home (net) pay estimate, custom hours, and a paid-time-off adjustment. Everything updates live as you type, with nothing uploaded and no account required.

How to convert an hourly wage to an annual salary

The core formula is simple: annual salary = hourly rate × hours per week × weeks per year. For standard full-time work that's rate × 40 × 52. So $25 an hour becomes $25 × 40 × 52 = $52,000 a year. A full-time year contains 2,080 working hours (40 × 52), which is the number used to turn a salary back into an hourly rate.

To go the other way — salary to hourly — divide by those hours: a $60,000 salary ÷ 2,080 = $28.85 an hour. Because you can set your own hours per week and weeks per year, the calculator works just as well for a 37.5-hour week, a four-day schedule, or a contractor who bills 48 weeks a year. Common quick conversions: $15/hr = $31,200/yr, $20/hr = $41,600/yr, $25/hr = $52,000/yr, $30/hr = $62,400/yr, $50/hr = $104,000/yr.

Weekly, biweekly, semi-monthly, and monthly pay

Employers pay on different cycles, so the breakdown shows them all from a single rate. A $52,000 salary is $1,000 a week, $2,000 biweekly (26 paychecks a year), $2,166.67 semi-monthly (24 paychecks), and $4,333.33 a month. Seeing each side by side makes it easy to match the figure on your offer letter or payslip and to budget around your real pay schedule.

Biweekly and semi-monthly look similar but differ by about $167 per paycheck — a common source of confusion when starting a new job. Many employees are caught off guard the first month because biweekly means 26 checks a year, not 24, so two months each year have three paydays instead of two. The table above lays this out clearly so there are no surprises.

Overtime, part-time, and custom schedules

Add overtime hours and a 1.5× (time-and-a-half) or 2× (double-time) multiplier and they fold straight into your weekly, monthly, and annual totals — the feature most converters skip. Tools on rapidtables.com and basic salary estimators on Salary.com ignore overtime entirely. At a $25 base rate, five overtime hours a week add about $9,750 a year. For part-time work, just lower the hours-per-week field: $20 an hour is $41,600 full-time but $20,800 at 20 hours a week.

The paid time off field captures something salaries hide. Two weeks of paid leave on a $52,000 salary means you're really paid for 2,000 worked hours, not 2,080 — an effective $26.00 an hour. It's a useful number when comparing a salaried role with generous PTO against a higher-paying contract without benefits. NerdWallet's salary calculator and PaycheckCity's tools don't model this PTO adjustment; UtiloKit does.

Gross vs. take-home: estimating net pay with taxes

Every figure is gross pay by default — what you earn before deductions. Enter your effective tax rate and the tool adds a take-home column showing net pay for each period. For instance, $52,000 gross at a 22% effective rate is roughly $40,560 net, about $3,380 a month. This approach — using the rate you provide rather than baked-in tables that change every year — stays accurate without annual updates.

Real withholding blends federal income tax, state tax, and FICA (Social Security and Medicare at 7.65% employee share), and varies by filing status. Texas and Florida levy no state income tax; California taxes income at up to 13.3% and New York adds city tax on top. SmartAsset's salary calculator walks you through state-specific tables but requires you to answer several questions first. ADP's tool is more accurate but is built for HR professionals running payroll, not individuals doing quick job-offer math. Entering your estimated effective rate here gives a useful, fast answer in seconds without any of those friction points.

Private, instant, and shareable — better than PaycheckCity or SmartAsset

There's nothing to install and no sign-up. Pick your currency, tap a quick-rate chip for common hourly rates ($15, $20, $25, $30, $35, $40, $50), copy a plain-text summary, or copy a link that rebuilds the exact same numbers on someone else's screen. Because the whole pay rate converter runs locally in your browser, your wage and tax details never leave your device — verified by the fact that it still works when your Wi-Fi is off.

PaycheckCity runs calculations on their servers and requires you to navigate multiple input pages. SmartAsset collects form data and uses it for financial product advertising. ADP's calculator requires accepting their terms and is oriented toward HR professionals. Glassdoor and Indeed show salary ranges, not your specific pay conversion. UtiloKit's hourly salary calculator has none of those concerns — it's a lightweight, private, browser-based tool that gives you the answer in one step with no account required. Works on iPhone, Android, and any desktop browser.

The standard work year: 2,080 hours and the shortcuts that matter

The US standard for a full-time salaried employee is 2,080 work hours per year — 52 weeks multiplied by 40 hours per week. The calendar arithmetic that underpins it: 365 days minus 104 weekend days equals 261 working days, conventionally rounded to 260 working days to account for leap years. That 260-day figure is the foundation of most payroll systems and government workforce statistics. Knowing it matters for salary negotiations: if a job offer quotes an annual number, dividing by 2,080 instantly converts it to a true hourly rate, and dividing by 260 gives your daily rate.

Federal employees observe 11 federal holidays per year in the US. When those paid holidays are included, the productive working year shrinks to roughly 2,000–2,008 hours. That produces the widely used 2,000-hour mental math shortcut: divide any round salary by 2,000 to estimate your hourly rate. A $50,000 salary ÷ 2,000 = $25 an hour; a $70,000 salary ÷ 2,000 ≈ $35 an hour. The estimate is slightly generous because the denominator is 2,000 rather than 2,080, but it's accurate enough for quick mental math and easier to compute without a calculator.

The Bureau of Labor Statistics reported that the average actual hours worked per week across all US employees in 2024 was approximately 34.3 hours — well below the nominal 40-hour week. The gap is absorbed by meetings, unstructured time, administrative tasks, and informal interruptions. For salaried workers, this means the effective hourly rate of a $65,000 job may be meaningfully higher than a pure 2,080-hour division implies — or lower, if the culture routinely expects 50-hour weeks without extra pay. Plugging your actual typical hours into the calculator instead of the default 40 reveals your real compensation per hour worked.

FLSA exempt vs. non-exempt: how overtime law changes your effective hourly rate

The Fair Labor Standards Act (FLSA), enacted in 1938, is the federal law that governs overtime. Non-exempt employees must be paid at least 1.5× their regular hourly rate for every hour worked beyond 40 in a workweek — what most people know as 'time and a half.' Exempt employees — those classified under the executive, administrative, professional, computer, or outside sales categories — receive no statutory overtime no matter how many hours they work. Misclassification is a significant source of wage theft claims; the Department of Labor's Wage and Hour Division collected over $274 million in back wages for workers in fiscal year 2023 alone.

Qualifying for exempt status requires meeting two independent tests. The salary basis test requires that the employee earn at least a fixed minimum weekly salary. As of January 2025, that threshold is $684 per week ($35,568 per year). A 2024 Department of Labor proposed rule would have raised that ceiling to $58,656 per year, but federal courts partially blocked the rule; the $35,568 figure remained operative for most employers heading into 2025. Earning more than the threshold is necessary but not sufficient: the duties test also applies, requiring that the employee's primary duty genuinely involves management, the exercise of independent judgment on significant business matters, or advanced knowledge in a field of science or learning. A job title of 'Manager' does not automatically confer exempt status if the actual daily work is routine and closely supervised.

The practical implication for job seekers is significant. A salaried 'exempt' role at $65,000 per year that routinely involves 50 hours per week has an effective hourly rate of $65,000 ÷ (50 × 52) = $25.00 an hour — not the $31.25 you would calculate using the standard 2,080-hour year. By contrast, a non-exempt hourly worker at $25 an hour who logs 10 overtime hours per week earns $25 × 40 + $37.50 × 10 = $1,375 per week, or $71,500 annualized — nearly $6,500 more than the salaried counterpart despite the same base rate. Use the overtime fields in the calculator to model this directly: enter your base rate, set overtime hours, and compare the true annualized figure against any salary offer on the table.

Benefits and total compensation: the hidden paycheck every salary comparison ignores

A salary number on an offer letter is not the full cost your employer pays to have you — nor is it the full value you receive. Employer-sponsored health insurance is the largest hidden component. According to KFF's 2024 Employer Health Benefits Survey, employers paid an average of $8,435 per year for single coverage and $24,179 per year for family coverage. Add a typical 401(k) match of 3–6% of salary, the mandatory employer Social Security contribution of 6.2% on wages up to $168,600 (2024 wage base), and the Medicare contribution of 1.45% on all wages, and employer-side costs routinely add 25–40% on top of base salary in total compensation. A $70,000 salary may represent $87,500–$98,000 in actual employer outlay once benefits are included.

Paid time off is another frequently overlooked component. Workers with one to five years of tenure average about 15 days of PTO per year. At a $70,000 salary (260 working days), each day is worth $269.23 — making a 15-day PTO package worth roughly $4,038 in annual value. Benefits packages also commonly include life insurance, short- and long-term disability coverage, employee assistance programs, commuter benefits, and professional development stipends, each of which has a real monetary value. When comparing two offers, tallying these components alongside the base salary often reverses what looks like an obvious choice based on the salary line alone.

The contractor vs. employee comparison reveals the flip side of this math. A $75,000 salaried employee costs an employer approximately $95,000–$105,000 in total compensation after benefits and employer-side payroll taxes. A 1099 contractor billing $50 per hour over 2,000 hours earns $100,000 gross — and saves the employer benefits costs. But the contractor bears the full self-employment tax: 15.3% on the first $168,600 of net earnings (both the employee and employer halves of FICA combined), plus the cost of their own health insurance, retirement savings, and unpaid gaps between contracts. After those costs, a $50/hour contractor rate often delivers take-home pay comparable to a $65,000–$70,000 salaried role — the premium is real but smaller than the headline rate suggests. Enter your contractor rate in the calculator, apply a 15–20% self-employment tax adjustment on top of your income tax rate, and compare against a salaried offer to see the true difference.