Overtime, PTO & Raise Calculator
What overtime hours, holiday days and a raise are actually worth — in money per year, month and hour, so you can compare them properly.
Edit either side — the other follows (52 weeks). Gross pay only; see the Take-Home Pay Calculator for taxes.
Overtime
What your PTO is worth
Raise projection
A year is 52.1775 weeks, and this page uses 52
Fifty-two weeks is 364 days. A year is 365, or 366 in a leap year, so no year has ever been 52 weeks long. Averaged over the Gregorian cycle it is 52.1775 weeks — 0.1775 of a week more than the convention. That gap is where the difference between the two boxes at the top of this page comes from.
| Wage | Hours | ×52 weeks | A real year | Short by |
|---|---|---|---|---|
| $15/hr | 30 | $23,400 | $23,480 | $80 |
| $20/hr | 40 | $41,600 | $41,742 | $142 |
| $35/hr | 40 | $72,800 | $73,049 | $249 |
| $60/hr | 40 | $124,800 | $125,226 | $426 |
The shortfall is 0.34% every time. It is the same proportion at every wage, because it is a property of the calendar and not of the pay — which is why it scales cleanly: $426 a year at $60 an hour. In days, it is 0.89 of a working day's pay, annually. Small enough to ignore for a rule of thumb, and worth knowing about when you are comparing an hourly offer against a salaried one — a salary is a whole year by definition, and an hourly annualisation at 52 is not.
And 260 working days isn't a year either
The time-off figures divide by 260, which is 52 weeks of five days. The true average is 260.89, and no actual year is 260.89 of anything. Real counts depend on which weekday the year starts on and whether it is a leap year:
| Year | Weekdays | 15 days off is |
|---|---|---|
| 2024 | 262 | 5.7% |
| 2025 | 261 | 5.7% |
| 2026 | 261 | 5.7% |
| 2027 | 261 | 5.7% |
| 2028 | 260 | 5.8% |
Across the years above the count runs 260 to 262. So 260 is the floor of the range rather than the middle of it. Both conventions on this page round the year down, which means the two small errors add rather than cancel. Neither moves the percentage by more than a tenth of a point, so we have left them as they are — but a figure that says 5.8% in one year says 5.7% in another, and the calculator will not tell you which year you are in.
The assumption that would actually cost you
A day of paid leave is valued here at a fifth of the weekly wage. That is exact for a five-day week and simply the wrong arithmetic for anything else — a compressed week has fewer, longer days, and each one is worth proportionally more. Same pay, same hours, same leave; different value per day:
| Schedule | Weekly pay | This page says a day is | It is worth | Error |
|---|---|---|---|---|
| Five eight-hour days | $1,000 | $200 | $200 | exact |
| Four ten-hour days | $1,000 | $200 | $250 | -20% |
| Three twelve-hour days | $900 | $180 | $300 | -40% |
| Six six-hour days | $900 | $180 | $150 | +20% |
The five-day row is the only one it gets right. A four-day week has each leave day undervalued by exactly 20%. Fewer days than five and the number is too low; more than five and it is too high. This one is worth checking against your own week before you trust the figure, because unlike the calendar errors above it does not round — it is off by a factor, and the factor is your days divided by five. If your week isn't five days, multiply the PTO figure by five and divide by however many days you actually work.
How to use
- Enter your salary and standard hours.
- Value overtime, leave and a raise against it.
- Compare the options on the same basis.
- Include benefits when comparing offers.
Frequently asked questions
What is a day of paid leave actually worth?
Roughly your daily rate, which is your salary divided by the working days you are paid for. It is a useful number because extra leave is often negotiable when salary is not, and five extra days is worth around 2 per cent of salary — comparable to a modest raise.
How do I value a raise properly?
Over time rather than as a one-off. A raise compounds — future raises are usually percentages of the new figure, and pension contributions scale with it — so the lifetime value of a raise is considerably more than the annual difference suggests.
Is overtime worth taking?
It depends on the multiplier and on what the hours cost you. Time-and-a-half sounds generous and is worth less per hour than it appears once tax and fatigue are counted, and unpaid overtime reduces your real hourly rate directly. Calculating it rather than estimating changes how the offer looks.
Should I negotiate salary or benefits?
Both, and benefits are frequently more flexible. Salary bands are often fixed by policy while leave, hours, remote arrangements and development budgets are within a manager's discretion. Knowing the money value of each lets you trade sensibly rather than guessing.
Does a raise keep up with inflation?
Only if it exceeds it. A 3 per cent raise in a 4 per cent inflation year is a real-terms pay cut, however it is framed. Comparing raises against inflation rather than against zero is the honest basis, and it is not how they are usually presented.
Is this financial advice?
No. It is arithmetic on figures you supply, to help compare options on the same basis. What matters in a specific negotiation depends on your circumstances and your employer.
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