Promotion Raise Percentage Calculator

1. Enter the current base pay and select its pay frequency.
2. Choose a mode: new base pay, raise amount, or raise percent.
3. Add optional bonus and allowance changes with their frequencies.
4. Press Submit to see results above the form.
5. Use CSV or PDF downloads to share the summary.

Promotion increases and decision consistency

Promotion raises are often reviewed across multiple employees at once, making percentage comparisons essential. This calculator converts your inputs into a clear base raise percentage and a total compensation view, so decisions stay consistent. For example, moving from 150,000 to 180,000 yields a 20.00% base raise, while a bonus change from 12,000 to 18,000 adds further impact to the annual package.

Annualization for apples-to-apples comparisons

Pay frequencies can distort comparisons unless they are normalized. The tool annualizes base pay using frequency factors (monthly × 12, biweekly × 26, weekly × 52). For hourly pay, it uses hours per week × 52 to estimate annual base compensation. This standardization supports fair review across teams using different pay schedules.

Total compensation lens with variable components

Promotions can adjust more than base pay. By including bonus and allowance changes, the calculator estimates total annual compensation before and after promotion. This helps you quantify the “real” uplift when variable elements change. A 10% base raise may become a smaller or larger total raise depending on incentive and allowance updates.

Budget impact and equity checks

Planning teams can translate outcomes into budget language by reviewing annual and monthly deltas. The calculator reports annual total change and an estimated monthly change (annual ÷ 12) to support headcount planning. Use consistent percent bands (for example, 8–15% typical promotion ranges) and check for compression when a promoted employee’s pay approaches peers or direct reports.

Many teams also monitor compa-ratio, defined as base pay divided by the role’s range midpoint. If the midpoint is 200,000 and the new base is 180,000, the compa-ratio is 0.90. Reviewing average promotion raise %, median, and outlier counts by department helps detect inconsistent practices and supports calibration meetings. Add manager justification and performance evidence to reduce rework during finance approval cycles.

Documentation that supports approvals

Clear documentation reduces back-and-forth during approvals. Capture the effective date, promotion title, and notes, then export a CSV for compensation files or a PDF for leadership review. Pair the numbers with rationale such as expanded scope, skill depth, or market alignment, and keep records for audits, internal reviews, and pay transparency readiness.

1) What is the difference between base raise % and total raise %?

Base raise % compares new base pay to current base pay only. Total raise % compares annualized total compensation, including bonus and allowance changes, before and after promotion.

2) How does the calculator treat hourly pay?

Hourly base pay is annualized using hours per week × 52. This estimate helps compare hourly and salaried roles on the same annual basis.

3) Can I model a pay decrease or lateral move?

Yes. Enter a lower new base, a negative raise amount, or a negative raise percent. The tool will show negative deltas and percentages so you can document the change clearly.

4) Should I include one-time bonuses?

If a bonus is truly one-time, record it separately in notes or exclude it from the bonus fields. The bonus fields work best for recurring or expected annual incentive amounts.

5) Why does rounding matter?

Rounding affects how figures appear in summaries and exports. Use fewer decimals for executive reviews and more decimals for detailed analysis or when rates and frequency conversions create fractions.

6) Does the calculator convert currencies?

No currency conversion is performed. Select the currency label for reporting, and enter all amounts in the same currency to keep comparisons accurate.