Enter your package details
Example data table
A sample package shows how benefits can add meaningful value beyond salary.
| Input | Example value | Notes |
|---|---|---|
| Annual salary | $60,000 | Base cash pay. |
| Employer health premium | $350 / month | Annualized to $4,200. |
| Retirement match | 100% up to 4% | Match value ≈ $2,400 with 5% contribution. |
| PTO | 15 days | Value ≈ salary / 260 × 15. |
| Bonus | $3,000 | Expected, not maximum. |
| Total benefits | $15,000–$18,000 | Varies with estimates. |
Formula used
- PTO value (annual) = (Annual Salary ÷ Workdays per Year) × PTO Days.
- Eligible contribution (%) = min(Employee Contribution %, Match Cap % of Salary).
- Retirement match value = Salary × (Eligible Contribution ÷ 100) × (Employer Match Rate ÷ 100).
- Monthly to annual conversions multiply by 12.
- Total benefits = Sum of all benefit components.
- Total compensation = Salary + Total benefits.
This tool estimates cash-equivalent value. It does not account for taxes, vesting schedules, or insurance utilization differences.
How to use this calculator
- Enter your annual salary and pick a realistic workdays-per-year value.
- Fill employer-paid premiums, stipends, bonus expectation, and commuting benefits.
- Set retirement inputs: your contribution %, the match rate, and the cap.
- Estimate equity conservatively as an annual value you can defend.
- Click Calculate benefits value to see totals and breakdown above.
- Use CSV/PDF export to compare multiple offers consistently.
Quantify the hidden compensation
Salary is only one line in an offer. Employer-paid benefits often add 15–40% to cash pay, depending on health premiums, retirement match, and paid time off. This calculator converts each component into an annual cash-equivalent so you can compare packages on the same scale and avoid underpricing strong benefits.
Translate insurance to cash equivalents
For medical, dental, and vision, use the employer’s monthly premium contribution, not the sticker plan cost. Multiply the employer-paid amount by 12 to get annual value. If the plan includes an HSA deposit, treat it as direct cash. Track deductibles and networks separately; keep valuation centered on what the employer actually pays. For disability or life insurance, use the employer’s premium estimate or a conservative market quote.
Price time off and flexibility
Paid days off have real value because they preserve salary while reducing required workdays. A practical approach is salary ÷ workdays per year × PTO days. Use 260 workdays as a baseline, then adjust if your role has different calendars. If your offer separates vacation, sick days, and company holidays, you can include each category as paid time. If you receive a remote-work stipend or commuting support, include only what you expect to use and keep receipts for reality checks.
Model retirement and equity conservatively
Retirement match depends on your contribution and the employer cap. Estimate eligible contribution as the minimum of your contribution rate and the match cap, then multiply by salary and the match rate. Example: $80,000 salary, 6% contribution, 100% match up to 4% produces $3,200 match value. For equity, convert to an annual value using vesting schedules and a haircut for risk; for example, apply 30–70% depending on liquidity, dilution, and company stage.
Compare offers with scenarios
Benefits are estimates, so build scenarios. Run a “base” case and a “conservative” case that reduces equity, bonuses, and utilization-driven perks. A small change in premium contribution or match cap can outweigh a modest salary difference, especially over multiple years. Add an “optimistic” case only if you can justify the assumptions with written policies. Save exports for each offer and keep assumptions consistent across roles, seniority levels, and locations.
FAQs
What should I include as benefits value?
Include employer-paid premiums, retirement match, paid time off value, stipends, commuter support, expected bonus, and any guaranteed allowances. Add equity only if you can estimate an annualized value using vesting and realistic assumptions.
How do I value health coverage if I do not use it much?
Use the employer-paid premium contribution as the baseline value, because it is compensation paid on your behalf. Track plan usability separately in notes, such as network coverage and likely out-of-pocket costs.
How do I handle unlimited PTO?
Estimate PTO using your typical time off, your team’s norms, or a conservative benchmark like 10–15 days. If usage is culturally constrained, value it lower and document the assumption in your comparison exports.
What is a reasonable way to estimate equity annually?
Convert total grant value into an annual figure by dividing expected realizable value across vesting years, then apply a risk haircut. Use a larger haircut for private companies, high volatility, or uncertain exit timelines.
Should taxes be included in total compensation comparisons?
This calculator focuses on gross, cash-equivalent value. Taxes vary by location and filing status, so keep them separate unless you have a consistent after-tax model for every offer you are comparing.
How do the CSV and PDF exports help in negotiations?
Exports create a consistent record of assumptions and results. They help you explain tradeoffs clearly, spot gaps in an offer, and ask targeted questions about match caps, premium contributions, and stipends.