Hourly to Salary Calculator 2026
Convert any hourly wage to annual salary instantly — or reverse. Includes overtime, all pay periods, and an after-tax estimate. Free, no sign-up.
By Sammy S. · Founder · AuthorUpdated for 2026
Convert your hourly wage
Enter your rate, work schedule, and optional overtime. Results update instantly on the right.
Wage conversion
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Hourly → annual
Gross annual salary
$52,000
Hourly
$25.00
Daily
$200
Weekly
$1,000
Bi-weekly
$2,000
Semi-mo
$2,167
Monthly
$4,333
Quarterly
$13,000
Annual
$52,000
Estimate for California. W-2 · Standard deduction, no credits.
40 hrs/week · 52 weeks · 2,080 hrs/year
Formula: hrs/wk × weeks/yr = annual hours
Annual = rate × 2,080 hrs. Rates effective Jan 1, 2026.
Hourly ↔ salary conversion formulas
Annual = Hourly × Hours/Week × Weeks/Year
e.g. $25 × 40 × 52 = $52,000/yr
Shortcut: Hourly × 2,080 = Annual (full-time)
For part-time work, substitute actual hours and weeks. Example: $25 × 30 × 52 = $39,000/year for 30 hrs/week.
Hourly = Annual ÷ (Hours/Week × Weeks/Year)
e.g. $52,000 ÷ 2,080 = $25.00/hr
Overtime: Hourly × 1.5 × OT Hours × 52
2,080 hours is the standard full-time year (40 hrs/week × 52 weeks). Adjust for your actual schedule.
| Pay period | Amount | Frequency | Notes |
|---|---|---|---|
| Hourly | $25.00 | Per hour | Base rate |
| Daily | $200.00 | 260 days/yr | 8 hours/day |
| Weekly | $1,000.00 | 52/year | Every 7 days |
| Bi-weekly | $2,000.00 | 26/year | Every 14 days |
| Semi-monthly | $2,166.67 | 24/year | 1st & 15th |
| Monthly | $4,333.33 | 12/year | Once per month |
| Quarterly | $13,000.00 | 4/year | Every 3 months |
| Annual | $52,000.00 | 1/year | Total yearly |
Hourly to annual salary chart 2026
Based on full-time (40 hours/week, 52 weeks/year — 2,080 hours total).
| Hourly rate | Weekly | Bi-weekly | Monthly | Annual |
|---|---|---|---|---|
| $7.25 | $290 | $580 | $1,257 | $15,080 |
| $10.00 | $400 | $800 | $1,733 | $20,800 |
| $15.00 | $600 | $1,200 | $2,600 | $31,200 |
| $17.00 | $680 | $1,360 | $2,947 | $35,360 |
| $20.00 | $800 | $1,600 | $3,467 | $41,600 |
| $22.00 | $880 | $1,760 | $3,813 | $45,760 |
| $25.00 | $1,000 | $2,000 | $4,333 | $52,000 |
| $30.00 | $1,200 | $2,400 | $5,200 | $62,400 |
| $35.00 | $1,400 | $2,800 | $6,067 | $72,800 |
| $40.00 | $1,600 | $3,200 | $6,933 | $83,200 |
| $50.00 | $2,000 | $4,000 | $8,667 | $104,000 |
| $75.00 | $3,000 | $6,000 | $13,000 | $156,000 |
| $100.00 | $4,000 | $8,000 | $17,333 | $208,000 |
Salaried vs. hourly: key differences
Salary advantages
- Predictable, consistent paychecks regardless of hours
- Usually includes benefits: health insurance, 401k matching, PTO
- Paid time off — vacation and sick days don't reduce pay
- Career advancement track and often bonus eligibility
Hourly advantages
- Overtime pay (1.5×) for hours over 40/week under FLSA
- Paid for every hour actually worked — no free extra time
- More schedule flexibility in some industries
- FLSA protections and stricter record-keeping requirements
Convert the hourly offer to annual: hourly rate × 2,080 (or × hours/week × 52 for non-standard schedules). Add expected overtime if the role typically requires it. Then compare to the salary offer on an equal basis.
Don't forget total compensation: a $60,000 salary with full health insurance and 15 days PTO may be worth more than a $65,000 offer with no benefits. For take-home comparison after taxes, use our Paycheck Calculator with each gross amount.
The 2026 "no tax on overtime" deduction: what OBBBA actually means for hourly workers
Source: IRC §225; OBBBA P.L. 119-21 §70202; IRS FS-2026-01; IRS IR-2026-10 (2026)
Despite the popular phrase "no tax on overtime," the One Big Beautiful Bill Act (OBBBA, P.L. 119-21) did not eliminate taxes on overtime pay. It created IRC §225 — a federal income tax deduction on only the premium portion of FLSA-required overtime: the extra "half" in "time-and-a-half." The base wage on each overtime hour is still fully taxable, and FICA taxes apply to 100% of all overtime wages.
How the deduction works: $25/hr worker
10 OT hours/week, 52 weeks
Regular rate: $25.00/hr
OT rate: $37.50/hr (1.5×)
Base on OT hrs (still taxed): $25.00/hr
Premium (deductible): $12.50/hr
Annual OT premium: $12.50 × 10 × 52 = $6,500
Federal income tax savings (~22% bracket): ~$1,430
2026 deduction rules at a glance
- Only FLSA-required overtime qualifies — overtime required by state law, collective bargaining agreements, or employer policy above the FLSA minimum does not count.
- Annual cap: $12,500 for single/HOH filers; $25,000 for married filing jointly.
- Phase-out: begins at $150,000 MAGI (single) or $300,000 MAGI (MFJ); fully eliminated at $275,000 (single) or $550,000 (MFJ).
- FICA unchanged: Social Security (6.2%) and Medicare (1.45%) still apply to all overtime wages — no exemption.
- Temporary: applies to TY 2025–2028 only. Sunsets December 31, 2028. Claimed on Schedule 1-A (Form 1040).
- Employer reporting: qualified overtime is separately reported on your W-2 (Box 12, Code "TT" starting 2026).
| Hourly rate | OT rate (1.5×) | Deductible premium/hr | Annual premium (10 OT hrs/wk) | ~Federal tax saved (22% bracket) |
|---|---|---|---|---|
| $15/hr | $22.50 | $7.50 | $3,900 | ~$858 |
| $20/hr | $30.00 | $10.00 | $5,200 | ~$1,144 |
| $25/hr | $37.50 | $12.50 | $6,500 | ~$1,430 |
| $30/hr | $45.00 | $15.00 | $7,800 | ~$1,872 (24% bracket) |
Annual premium assumes 10 OT hours/week × 52 weeks. Deduction is capped at $12,500 (single). Workers earning under $150K MAGI get the full deduction. Federal tax savings vary by bracket. FICA and state taxes apply regardless.
FLSA overtime exemptions: the $684/week salary threshold and who loses overtime rights in 2026
Source: DOL Wage and Hour Division technical amendment, May 14, 2026; 29 CFR Part 541; FLSA §13(a)(1)
The FLSA's 40-hour overtime rule only protects non-exempt employees. Salaried workers classified as executive, administrative, or professional (EAP) can be exempt — meaning they earn no overtime pay no matter how many hours they work. To qualify for this exemption, an employee must pass both a duties test and a salary test.
2026 salary test: $684/week ($35,568/year)
On May 14, 2026, the DOL officially rescinded the Biden-era 2024 Rule and reinstated the 2019 threshold of $684/week ($35,568/year) for the EAP white-collar exemptions. The highly compensated employee (HCE) threshold also reverted to $107,432/year.
Threshold history:
2019 threshold: $684/wk ($35,568/yr) ← Current (May 2026)
Biden 2024 Rule Jul 2024: $844/wk ($43,888/yr) ← struck down
Biden 2024 Rule Jan 2025: $1,128/wk ($58,656/yr) ← vacated
Why this matters for hourly vs. salary comparison
- A salaried employee earning $700/week (~$36,400/yr) who performs managerial duties can legally be classified as exempt — earning no overtime pay for 50, 60, or 70 hours/week.
- An hourly employee earning the exact same gross pay is entitled to 1.5× for all hours over 40 — a potentially significant difference.
- Both conditions required: salary threshold alone does not exempt an employee; the duties test must also be met.
- Many states (California, New York) have their own higher salary thresholds — state law applies when it is more protective.
| Worker type | Pay basis | Weekly earnings | Overtime eligibility |
|---|---|---|---|
| Cashier / warehouse worker | Hourly ($18/hr) | ~$720 (40 hrs) | Yes — 1.5× over 40 hrs/week |
| Office admin assistant | Salary $700/wk | $700 | May be exempt if duties test met ($700 > $684 threshold) |
| Store manager | Salary $750/wk ($39K/yr) | $750 | Likely exempt — exceeds $684/wk, performs managerial duties |
| Highly compensated employee | Salary ≥ $107,432/yr | ≥ $2,066 | Exempt under HCE rule if minimal qualifying duties met |
Total compensation: how to value benefits when comparing hourly vs. salary job offers
Source: KFF 2025 Employer Health Benefits Survey; BLS National Compensation Survey; IRS Publication 15-B
Gross annual pay is only part of the picture. Benefits — employer-paid health insurance, 401(k) matching, and paid time off — add $10,000–$20,000+ per year in real economic value to a salaried offer. When converting an hourly job with no benefits to an apples-to-apples salary comparison, you need to add the cost of replacing those benefits yourself.
| Benefit | Typical employer contribution | Your cost if self-funded | Equivalent hourly raise needed |
|---|---|---|---|
| Health insurance (single, employer-sponsored) | ~$8,000–$10,000/yr | ~$5,400–$8,400/yr ACA marketplace | +$3.85–$4.81/hr |
| 401(k) match (4% match on $52K salary) | ~$2,080/yr | None — you'd fund it yourself | +$1.00/hr |
| Paid time off (15 days at $25/hr) | ~$3,000/yr | Lost income if hourly/no PTO | +$1.44/hr |
| Total benefits bundle | ~$13,000–$15,000/yr | Cost to replace | +$6.25–$7.21/hr |
Scenario: $52,000/yr salary with full benefits vs $31/hr hourly with none
Salary offer: $52,000 + $13,000 benefits = ~$65,000 total comp
Hourly $31/hr: $31 × 2,080 = $64,480 gross, self-funded benefits
→ Both offers are roughly equivalent in total compensation
→ To match the salary, you'd need ~$31.25/hr without benefits
Other factors to compare
- Overtime potential: hourly non-exempt workers can meaningfully boost earnings with 5–10 OT hrs/week; salaried exempt workers cannot.
- Job security: hourly workers are paid exactly for hours worked; salaried workers get the same pay even during slow weeks.
- Tax advantages: employer health premiums are pre-tax (excluded from W-2 Box 1), reducing your taxable income vs. self-paid ACA premiums.
The hourly, salary, and after-tax figures above come from the wage, hours, weeks, and tax settings you enter—not a third-party feed. We convert between pay periods using your work schedule, optionally adjust for unpaid PTO days and overtime, then estimate take-home using the same federal, state, and FICA (or self-employment) logic as our other US calculators. Below are the formulas, the order we follow, and worked examples you can check by hand.
Formulas
| Line | Formula |
|---|---|
| Weekly gross pay | Hourly rate × hours per week |
| Annual gross (before PTO) | Hourly rate × hours per week × weeks per year |
| Hourly from salary | Annual salary ÷ (hours per week × weeks per year) |
| Unpaid PTO adjustment | Annual pay − (unpaid PTO days × daily rate); daily rate = annual ÷ (weeks × 5 working days) |
| Pay period conversions | Annual ÷ 52 (weekly), ÷ 26 (biweekly), ÷ 24 (semi-monthly), ÷ 12 (monthly), ÷ 4 (quarterly) |
| Overtime hourly rate | Base hourly rate × overtime multiplier (default 1.5×) |
| Overtime annual earnings | Overtime hours per week × overtime rate × weeks per year |
| Total with overtime | Adjusted annual base + overtime annual earnings |
| After-tax take-home (W-2) | Gross annual − federal income tax − state tax − FICA |
| After-tax take-home (1099) | Gross annual − self-employment tax − federal income tax − state tax |
Order of operations
Start with your work schedule
Hours per week × weeks per year = total paid hours
Full-time is typically 40 hours × 52 weeks = 2,080 hours per year. Part-time, seasonal, or unpaid vacation weeks change the denominator when converting salary to hourly.
Convert hourly ↔ annual
Annual = hourly × hours × weeks; hourly = annual ÷ (hours × weeks)
Whether you enter an hourly wage or annual salary, we derive all other pay periods from the same gross annual figure.
Adjust for unpaid PTO (optional)
Reduce annual pay by unpaid days × daily rate
Unpaid time off lowers effective annual earnings. We assume 5 working days per week when spreading PTO across the year.
Add overtime (optional)
OT pay = OT hours/week × (base hourly × multiplier) × weeks/year
Overtime is added on top of base pay. Default multiplier is 1.5× (time and a half). PTO reduces base pay but not overtime hours you enter separately.
Break into pay periods
Divide annual gross by 52, 26, 24, 12, or 4
Biweekly (26) and semi-monthly (24) are not the same—semi-monthly is twice per calendar month; biweekly is every two weeks.
Estimate after-tax take-home (optional)
Apply federal brackets, state tax, and FICA or SE tax to gross annual
W-2 employees use income tax plus employee FICA. Contractors use 1099 self-employment tax plus income tax. This is an annual estimate—not per-paycheck withholding.
Worked example
$25/hr × 40 hrs/week × 52 weeks = $52,000/year gross, Single, California, W-2 employee
$25 × 40 × 52 = $52,000 annual gross (2,080 paid hours)
Weekly $1,000 · biweekly $2,000 · monthly $4,333.33 · daily $200
W-2 mode: $4,060 federal + $1,259 state + $4,654 FICA = $9,973 total tax (19.2% effective)
Estimated take-home: $42,027 on $52,000 gross
| Line item | Amount |
|---|---|
| Hourly rate | $25 |
| Hours per week | 40 |
| Weeks per year | 52 |
| Annual gross | $52,000 |
| Weekly | $1,000 |
| Biweekly | $2,000 |
| Semi-monthly | $2,166.67 |
| Monthly | $4,333.33 |
| Daily (5-day week) | $200 |
| Federal income tax (est.) | $4,060 |
| State income tax (est.) | $1,259 |
| FICA (est.) | $4,654 |
| Total tax (est.) | $9,973 |
| Take-home (est.) | $42,027 |
| Effective tax rate | 19.2% |
With 5 overtime hours/week at 1.5× on a $25/hr base: base $52,000 + $9,750 OT = $61,750 total gross (+18.75% vs. base alone).
10 unpaid PTO days on $25/hr full-time: $52,000 → $50,000 effective annual (−$2,000).
Assumptions we use
| Parameter | What we use |
|---|---|
| Default full-time schedule | 40 hours/week × 52 weeks = 2,080 hours |
| Biweekly pay periods | Annual ÷ 26 |
| Semi-monthly pay periods | Annual ÷ 24 |
| Default overtime multiplier | 1.5× (time and a half) |
| Working days per week (PTO math) | 5 days |
| After-tax tax year | 2026 federal and state brackets |
What we do not model on this page
We model gross pay conversion and simplified annual tax estimates only—not per-paycheck withholding tables, pre-tax 401(k) or health premiums, local city income taxes, itemized deductions, tax credits, or benefits value. Overtime rules vary by employer and exempt vs. non-exempt status. After-tax mode uses standard deduction and does not reflect mid-year pay changes.
Frequently asked questions
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Last updated: 2026-07-26 · Calculations verified using standard BLS methodology