Our salary calculator builds upon our comprehensive calculation system to provide you with an accurate breakdown of your salary by factoring income taxes, national insurance and other deductions such as student loans and pensions.
A new addition is the ability to compare two salaries, side by side, to see the difference made to your take home pay!
We look at many factors within a very complex tax system to come to your salary calculation, we include:
- Your marital status (married couple's allowances).
- Your date of birth (accurately calculate your personal allowance based on the new HMRC system). Remember age related allowances are being phased out as we all head toward a single personal tax free allowance for all.
- Tax code (if provided we decode and use the personal allowance as set for you by HRMC).
- Three different types of pension (employer's, private and salary sacrifce) are included.
- National Insurance Letters can be changed, or even changed to exempt.
- Both Student Loan Schemes are supported. Pre September 2012 and Post September 2012 - they differ in the threshold before payments are taken.
- If you are self employed or working under the CIS scheme, we factor in Class 2 and 4 NIC's in lieu of Class 1 NIC's for employees.
- Benefit in Kind cash equivalent values.
About Salary Calculator
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There are many scenarios where a full breakdown of a salary is invaluable, from reconciliation at the end of a tax year to looking at, and weighing up, potential employment opportunities.
We have used the solid base of our tax calculation algorithms to provide the ability to accurately make an overlay comparison between two potential salaries.
You will be able to ascertain the amount of take home pay each salary can provide, broken down into weekly, monthly and annual amounts. These are then highlighted to show the difference between each salary, again in the same segmented periods.
It's an important comparison as you can immediately see the difference an extra thousand pounds gross income of one salary has on take home pay. In a progressive tax system such as the UK tax system, you might find the extra salary difference is not as important as it may have initially appeared – especially if it pushes you into a higher rate tax band.
For example, a comparison of a £30,000 salary against a £35,000 salary, a gross difference of £5,000, results in a net difference of £3,400 or £283 per month. You may be able to rule out a potential job offer when considering other costs associated with the increase. On the other hand, if the salary increase is via a pay rise, then you can see exactly how much that pay rise is worth!
Salary is an easy and quick way to deduce whether a potential job offer is the one to accept, but once you have raw figures to differentiate differing salaries, you should consider other aspects.
Let's say you have two job offers, the first in a very traditional work environment. You know the types, strict dress code, hours and formal attitudes. Maybe the Internet is restricted, a good benchmark for what life in general at the company could be like.
The second is in a more upbeat, hip setting, with a relaxed work attitude and allows more freedom of your time – which do you choose? If the salary in the first job was more than the second but the take home marginal, the decision could go to the second job.
A more obvious environmental aspect would be your immediate work setting (office, workshop etc.), the area the employer is based in (distance, safety, culture). Is a difference in salary outweighed by the inconvenience of a bad location? Maybe transportation costs would erode an initially higher salary.
Does one job offer provide more scope to be promoted through the ranks? Will this be worth potentially more the longer you stay with this employment? Progression in an employment can be more than being promoted – for example, one employer may provide free training or courses to sharpen up your skill set, whereas the other does not.
Another part of successfully satisfying your progression within the company is the ability of the company itself to survive. Is one employer more likely than the other to suffer from a downturn?