Salary vs. Hourly Calculator
Which way are you converting?
How we calculate this
Pure arithmetic on the 2,080-hour convention (40 hours × 52 weeks), editable if your week isn't 40. Hourly overtime pays 1.5× per the FLSA; hourly weeks off are unpaid unless your employer says otherwise. Salaried overtime pays nothing — so we divide your salary by the hours you actually work and show the effective rate next to the on-paper one. That gap is the number this page exists to surface.
Overtime eligibility is law, not preference. Whether a job must pay overtime is a legal classification — FLSA exempt versus non-exempt — set by duties and salary thresholds, not by what an offer letter calls you. Misclassification is common enough that the Department of Labor runs a whole enforcement program about it. This page does the arithmetic for both cases; it doesn't decide your classification, and nothing here is legal advice.
Benefits are not modeled, and they can dominate. Employer health premiums, retirement match, and paid time off routinely differ by five figures a year between salaried and hourly versions of similar work. We won't pretend to price your specific benefits — compare them line by line, and treat the rate math here as one input, not the verdict.
Real scenarios
$30/hr is $62,400 — until overtime
Full-time at $30 an hour is $62,400 a year. Add five overtime hours a week at 1.5× and it's $74,100 — overtime is a 19% raise for 12.5% more hours. This asymmetry is why non-exempt workers often out-earn the salaried title above them.
The salaried mirror image: $60,000 at 45 hours
On paper, $60,000 is $28.85 an hour. Working 45-hour weeks, it's really $25.64 — an 11% quiet pay cut, in exchange for exactly nothing. Five unpaid hours a week is the invisible tax of exempt work; measure it before you agree to it.
Unpaid weeks change hourly math
That $30/hr job with two unpaid weeks off is a $60,000 year, not $62,400. Hourly work usually trades paid vacation away — when you compare an hourly offer against a salary with three weeks of PTO, count the weeks, not just the rate.