Joining halfway through a pay period does not always mean receiving exactly half the pay. Compare the eligible days with the full period using the counting method your employer applies.
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Calendar days include weekends and holidays. Scheduled days use the same weekly days off and holiday exclusions in both the full-period denominator and eligible-day numerator. Confirm which method your contract uses.
Estimated pro-rata gross pay
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Enter valid period dates, an employment start date and non-negative full-period gross pay.
Both date boundaries are included. Employment dates are intersected with the pay period, so dates outside the period do not increase pay. This estimates a joining/leaving adjustment, not part-time pay, unpaid absences or net salary.
Full-period gross pay × eligible days within the period / days in the full period = pro-rata gross pay.
For a pay period from 1–30 April and an employment start of 16 April, calendar-day counting gives 15 eligible days out of 30. Full-period gross pay of 3,000 produces an estimate of 1,500. A scheduled-day method can produce a different fraction.
Use the method required by your contract, policy and applicable rules. Calendar mode uses every actual date in the period. Scheduled mode excludes the days off and holidays you enter. Fixed 30-day or other contractual divisors are not modelled.
Only the overlap with the selected pay period counts. An employee who worked the complete period receives a fraction of 100%; no overlap produces zero.
No. It adjusts the full-period pay you enter for joining or leaving dates. If that amount already reflects a part-time schedule, do not apply another work-hours reduction here.
Compare gross annual, monthly, weekly and hourly pay using your paid hours, weeks and pay schedule.
Count selected dates with custom days off, manual closures and reviewed UK/US holiday presets.
Estimate a release date using calendar days, working days or months, with an explicit day-one convention.
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