ProRata CalculateFTE Calculator — Turn Hours Into a Full-Time Equivalent
Convert your hours to an FTE figure, or an FTE from an advert back into hours — and see the salary that goes with the fraction.
FTE Calculator
Your hours divided by the full-time hours for the same workplace.
FTE back into hours
That FTE means — hours a week — .
What FTE is really for
FTE exists because headcount lies. A department of ten people might contain six full-timers and four half-timers: ten heads, but 8.0 FTE of actual capacity. Budgets, class-size planning, NHS staffing returns and school workforce censuses are therefore all kept in FTE. For you as an individual, the figure matters in three places: it is the fraction in your pro rata pay, it decides some thresholds (a few pension and benefits rules still reference FTE bands), and it is the number most likely to be transcribed wrongly between an offer letter and the payroll system. Checking it takes twenty seconds with the tool above and can be worth real money — a 0.73 FTE typed as 0.7 quietly removes about 4% of a salary.
Notice the animated bar under the result: it fills to your share of the full-time pattern. Everything pro rata on this site — pay, leave, allowances — fills to exactly the same line, because all of them are the same fraction wearing different clothes. If one of your entitlements fills to a different line, that entitlement has been calculated differently, and it deserves a question.
Examples that come up in real adverts
“0.73 FTE, £34,180 (full-time equivalent)”. The salary is 0.73 × £34,180 = £24,951.40. Against 37.5 full-time hours, 0.73 FTE is 27.4 hours — an odd figure that usually signals the post was built backwards from a timetable, most often teaching periods plus directed time.
Job-share described as 0.5 + 0.5. Two people each at 0.5 FTE of a 40-hour post work 20 hours each. If the share is uneven — one partner at 0.6, one at 0.4 — leave, pay and pension all split 60/40 as well, and the handover day belongs to whoever’s pattern covers it. Job-share agreements should state the split explicitly because payroll will follow the FTE figures, not the intention.
Questions people ask
You work — and are paid for — six tenths of a full-time post: 60% of the hours, 60% of the salary and 60% of the leave. On a 37.5-hour week that is 22.5 hours. FTE stands for Full-Time Equivalent, and it is the unit HR departments use to compare staffing levels across mixed patterns.
Usually because the documents assume different full-time hours. 30 hours is 0.8 FTE against a 37.5-hour week but 0.75 against a 40-hour week. Neither is wrong; the denominator matters. Always ask “FTE out of how many hours?” when a figure looks off.
Yes. Someone working 45 hours where full time is 37.5 is 1.2 FTE in workload terms, though contracts rarely describe overtime that way. In workforce statistics, totals above headcount usually mean overtime or multiple post-holders are being measured.
Multiply the FTE by the full-time days. 0.6 FTE of a five-day post is three days. But check the hours too: a 0.6 FTE post worked over four short days is still 0.6 — days and FTE only convert directly when the days are full-length.
Numerically, yes: your FTE is the fraction used in every pro rata calculation on this site. If you know your FTE, you already know your share of salary, leave and most allowances — multiply any full-time figure by it.
Rates used: UK tax year 2026/27 · Last reviewed: October 2026. Calculations run in your browser — nothing you type is sent anywhere or stored by us.