Hourly to Salary Calculator
Convert hourly wage to annual, monthly, biweekly, weekly, and daily pay
Last updated: November 2025 . Sources: IRS Rev. Proc. 2025-32, Pub. 15-T, SSA 2026 Fact Sheet, FLSA
Conversion
Standard full-time = 40 hours/week
Use 50 if you take 2 unpaid weeks; salaried PTO is already in 52.
Take-Home Pay (optional)
Pay Equivalents
Hourly to Salary Conversion Explained
The 2,080-Hour Standard
The default full-time conversion uses 40 hours/week x 52 weeks/year = 2,080 hours/year. So $25/hr x 2,080 = $52,000/year. This is the math employers use when posting "$52k equivalent" for an hourly role. If you take 2 unpaid weeks off (50 paid weeks), the same $25/hr only generates $50,000/year of actual pay.
Salaried vs. Hourly (FLSA)
The Fair Labor Standards Act splits workers into non-exempt (eligible for overtime) and exempt (not eligible). Most hourly workers are non-exempt and earn 1.5x for hours over 40/week. Salaried workers can be either, exempt status requires meeting both a salary threshold ($43,888/yr minimum effective July 1, 2024) AND the FLSA duties test for executive, administrative, professional, computer, or outside sales work. Being paid a salary alone does not waive your right to overtime.
Overtime Math
Federal overtime kicks in at 40 hours/week at 1.5x base rate. So a $25/hr worker doing 50 hrs/week earns 40 x $25 + 10 x $37.50 = $1,375/week = $71,500/year (vs. $52,000 base). California adds daily overtime: 1.5x after 8 hrs/day, 2x after 12 hrs/day or after 8 hrs on the 7th consecutive day. Alaska, Colorado, and Nevada have similar daily-overtime rules.
Why Job-Offer Comparisons Get Tricky
An "equivalent" annual figure ignores benefits, which can add 25-40% on top of base pay. A $55k salary with employer-paid health insurance ($8k value), 401(k) match ($2,750 at 5%), 3 weeks PTO ($3,200), and a $3k bonus is closer to $72k in total comp, beating a $32/hr ($66,560) hourly job with no benefits. Always layer in benefit value when comparing offers.
Unpaid Lunch Breaks
Under FLSA, meal periods of 30+ minutes where you are completely relieved of duty are unpaid. If you "work" 8 hours/day but take a 30-min unpaid lunch, you are actually paid for 7.5 hours/day = 37.5 hours/week. Over a year that is 2.5 hrs/week x 52 weeks = 130 unpaid hours, or $3,250 less per year at $25/hr vs. the 40-hour assumption.
Frequently Asked Questions
Salaried vs. exempt vs. non-exempt, what is the difference?
"Salaried" just means paid a fixed amount per pay period. "Non-exempt" means you must receive overtime at 1.5x for hours over 40/week. "Exempt" means you are excluded from FLSA overtime rules. To be exempt, you must be salaried AND earn at least $43,888/year (since July 1, 2024) AND pass the FLSA duties test for executive, administrative, professional, computer, or outside sales work. Many salaried workers are still non-exempt and entitled to overtime.
How does overtime affect the conversion?
Base-rate conversion ignores overtime. If you regularly work 50 hrs/week at $25/hr, add overtime: 40 x $25 + 10 x $37.50 = $1,375/week, or $71,500/year, vs. $52,000 base. California adds daily overtime (1.5x after 8 hrs/day, 2x after 12 hrs/day). Always add overtime separately to the base figure shown by this calculator.
How do I compare an hourly offer to a salaried one?
Convert both to annual gross at the same hours assumption (typically 2,080 hours = 40 x 52). Then add the value of benefits: employer 401(k) match, health insurance subsidy ($4k-$8k), HSA contributions, PTO days (each = salary / 260), bonus, and equity. A $55k salaried role with full benefits typically beats a $32/hr hourly job with no benefits.
Should I include PTO in my hourly-to-salary conversion?
For salaried workers, PTO is baked into the 52-week year. For hourly workers without paid leave, use 50 weeks (assuming 2 unpaid weeks) so the annual figure matches actual pay. The "weeks per year" dropdown above adjusts this.
When does the 1.5x overtime rate kick in?
Federally, 1.5x applies to hours over 40 in a single workweek for non-exempt employees. California, Alaska, Colorado, and Nevada also require 1.5x after 8 hours in a single day; California adds 2x after 12 hrs/day and for the 7th consecutive workday. Exempt salaried employees are not entitled to overtime regardless of hours worked.