HR Calculators

The salary hike calculator turns a current annual CTC and a hike percentage into the new CTC, the hike amount and the new monthly figure. The TDS calculator estimates the monthly tax deducted from an Indian salary under the new tax regime. The US salary calculator takes an annual gross salary to monthly take-home pay after federal income tax, Social Security and Medicare. The cost per hire calculator divides internal plus external recruiting spend by the number of hires. The attrition rate calculator divides leavers by average headcount and gives the retention rate beside it. The notice period calculator finds the last working day from a resignation date and the buyout cost of leaving early. The reimbursement calculator adds up itemized expense claims.

The TDS calculator applies the new regime slabs, the standard deduction, the rebate and the 4% cess to an annual salary. It does not apply old regime deductions such as 80C or HRA, other income, or tax already paid, which is why a payslip can differ from it. The US calculator uses federal brackets for a single filer with the standard deduction, plus Social Security up to the wage base and Medicare. State and local income tax, retirement contributions and health premiums are not included, so real take-home pay in most states is lower. Use both to sense-check an offer or a budget, and use your payroll provider for the final figure.

Cost per hire is internal costs plus external costs, divided by the number of hires in the same period. Internal costs are recruiter and hiring manager time, referral bonuses and your own systems. External costs are agency fees, job ads, assessment and background check tools, career fairs and relocation. Keep the period the same for costs and hires, usually a quarter or a year, and keep the definition fixed so a trend means something. Comparing it with first-year salary makes roles of different seniority comparable.

Attrition rate is the number of employees who left in a period divided by the average headcount over that period, times 100. Average headcount is usually the headcount at the start plus the headcount at the end, divided by two. The headline figure counts everyone who left, so split it before acting on it: voluntary and involuntary leavers, and people who left inside their first year. Early leavers are the costly ones, because you pay to hire for the same seat twice.

The last working day is the resignation date plus the notice period in days. The buyout is the monthly salary divided by 30, multiplied by the notice days being bought out. Contracts differ on whether the buyout uses basic pay or gross pay, and on whether the employer can waive notice, so read the clause in the appointment letter before quoting a figure to anyone.

A hike applies to the annual CTC, so the new CTC is the current CTC multiplied by one plus the hike percentage. In-hand pay rises by less than the headline percentage, because provident fund contributions and income tax take a share of the increase, and a higher salary can move into a higher tax slab. Run the new CTC through the TDS calculator to see roughly what reaches the bank account each month.

Cost per hire and early attrition usually share a cause: too many interviews spent on people who were never going to fit. Testing every applicant on the skills the job needs before anyone books an interview cuts both. springhire's free plan gives a hiring team 10 credits a month with no card, and a credit is only spent when a candidate completes the assessment.