Pay arithmetic on this page splits into three questions that rarely get asked in the same conversation but should be. What is an hour of your time actually worth once contracted hours, holiday and overtime are accounted for? What is the job worth in total once everything beyond the salary line is counted? And what, specifically, is owed when a job changes or ends — a calculation that is set by statute or contract, not negotiation, far more often than most people realise.
Calculators in this section
Hourly rate, overtime and the hours calculators
Converting a salary into an hourly rate needs an actual annual hours figure, not an assumption, which is why the annual, monthly and working hours calculators exist as a group rather than one page doing everything: contracted hours, hours after holiday is deducted, and hours in a specific month all answer slightly different questions and produce different denominators for an hourly rate. Overtime then sits on top of that base rate rather than replacing it, usually at a fixed multiple such as time-and-a-half, so an accurate hourly figure has to be settled first or the overtime calculation inherits the same error. A salary increase, whether from a raise or a new offer, is easiest to judge as a percentage change against the current rate rather than the raw amount, since a £2,000 rise means something very different at a £20,000 salary than a £60,000 one. Full-time equivalent and part-time equivalent do the reverse job at a staffing level — converting a mixed roster of full and part-time hours into a single comparable headcount figure, which is how a business with twelve part-time staff and three full-time staff reports its actual workforce size on a like-for-like basis.
Total compensation is more than the number on a payslip
Base salary is only part of what a job pays. Employer pension contributions, health insurance, and other benefits have a real cash value even though none of it appears as take-home pay, which is what the benefits value and total compensation calculators are built to surface — turning a job offer's full package into one comparable figure rather than comparing two salary numbers that quietly leave out everything either employer contributes on top. Compensation per hour takes that same total-package figure and divides it by hours actually worked, which is the number that makes two job offers with different hours genuinely comparable rather than comparing annual figures that assume identical schedules.
Notice, severance and holiday payout are entitlements, not gestures
Notice pay, severance and accrued vacation payout are calculated from rules, not goodwill, and the rules vary sharply by jurisdiction. Most US states follow at-will employment with no statutory severance requirement at all, so what an employer pays beyond final wages is usually set by contract or company policy rather than law. The UK runs the opposite way: statutory minimum notice periods scale with length of service, and statutory redundancy pay is a legally set formula based on age, length of service and weekly pay, separate from whatever additional package an employer chooses to offer on top. Sick pay follows the same pattern — a statutory minimum that a contract can improve on but not fall below. None of these figures are guesswork once the applicable rules are known; the calculators exist because the rules themselves are easy to get wrong by hand.