Turn accrued leave into clear payout estimates fast. Handle hourly, salary, bonuses, and differentials easily. Download printable summaries, and keep exit settlements consistent everywhere.
Use your policy rules to match payroll behavior.
Charts update from the latest calculation or default inputs.
Sample scenarios showing how rate choices change payouts.
| Scenario | Pay type | Base rate | Unused time | Rate method | Payout hourly | Gross payout |
|---|---|---|---|---|---|---|
| A | Hourly | ₹25.00/hr | 40.00 hrs | Base | ₹25.0000 | ₹1,000.00 |
| B | Salary | ₹60,000/yr | 5.00 days (8/day) | Average | ₹28.0000 | ₹1,120.00 |
| C | Hourly | ₹22.50/hr | 32.00 hrs | Blended | ₹26.0000 | ₹832.00 |
Vacation payout is the last payroll touchpoint at separation. A small rate mismatch across 40 unused hours can shift gross pay by a workday. Many teams track leave in hours, while policies are written in days; converting consistently prevents disputes and rework.
For salaried employees, the calculator converts annual salary to an hourly base using the organization’s schedule. Example: 60,000 per year ÷ (40 hours × 52 weeks) = 28.8462 per hour. If payroll defines 2,080 hours, mirror that by keeping 40 and 52, or adjusting weeks per year.
Policies typically use one of three approaches. Base rate pays out at the current regular rate. Average rate uses a lookback average (for example, the last 90 days). Blended rate adds shift differentials and prorated variable pay. If 1,200 in commissions were earned over 480 hours, the variable rate is 2.50 per hour.
Not every program pays 100% of accrued time. Some plans pay 50% for floating holidays, or cap payout after a threshold. The payout factor models this directly. With 32 unused hours, 26.00 hourly, and an 80% factor, gross payout becomes 32 × 26 × 0.80 = 665.60.
Withholding estimates are optional and meant for planning, not tax advice. A flat 20% estimate on 1,000 gross suggests 800 net. The employer burden field helps forecast separation cost; an 8% burden on 1,000 gross adds 80, for a 1,080 estimated employer cost.
Before running payouts, confirm the leave balance cut‑off date, verify hours per day for part‑time schedules, and document whether differentials and bonuses are included. Exporting CSV and PDF supports approval workflows, audit trails, and consistent calculations across managers and locations.
That depends on policy and local rules. Use “Average rate” if payouts must reflect a lookback regular rate, or “Blended” to add prorated variable pay and differentials. Document the method used for audit consistency.
Select Days, enter unused days, then set Hours per day to the employee’s scheduled day length. The calculator converts days to hours so part‑time and full‑time balances are evaluated using one unit.
Use the convention your payroll uses for hourly conversions. Many teams use 52 weeks with weekly hours, while others use a 2,080‑hour standard. Adjust weeks per year until the derived hourly rate matches payroll.
Yes. Set the Payout factor to the portion your policy pays, such as 50% or 80%. Gross payout scales directly with this factor, which is useful for caps, partial programs, or discretionary payouts.
No. The withholding section is a planning estimate only. Real payroll withholding depends on jurisdiction, employee tax settings, supplemental pay rules, and timing. Use it to approximate net, then rely on payroll for final amounts.
It estimates employer-side costs added to gross payout, such as payroll taxes or benefit loads. Enter a percentage your finance team uses for separation planning to see an estimated all‑in employer cost.
Important Note: All the Calculators listed in this site are for educational purpose only and we do not guarentee the accuracy of results. Please do consult with other sources as well.