Pro Rata Calculator for Prorated Salary

A calculator that shares an amount in proportion to the time it covers. This pro rata calculator prorates a salary, a bonus or any other amount for the days or months that apply: it is the pro rate calculator people look for when a hire starts or leaves mid-period.

Divide the pay for the period by the days in it, then multiply by the days worked. $5,000 for November has 21 workdays; someone who starts November 16 works 11 of them and earns $5,000 ÷ 21 × 11 = $2,619.05.

Any of them, as long as your policy says which and you apply it the same way to everyone. The period's own workdays or days always pay a whole period in full; a fixed daily rate (yearly ÷ 260 workdays or ÷ 365 days, or a 30-day month) is worth the same in every period. For the November 16 start the methods give $2,465.75 to $2,692.31; the calculator shows them side by side.

Most often the yearly salary ÷ 260 workdays (52 weeks of 5 days), the weekly salary ÷ 5: $60,000 is $230.77 a day. Other policies use ÷ 365 calendar days ($164.38), the monthly salary ÷ 30 ($166.67) or the period's own workdays (November 2026 has 21: $238.10).

With the period's own days both give the same pay. With a fixed rate they differ: for the November 16 start at $60,000 ÷ 260, paying the 11 workdays worked is $2,538.46, and deducting the 10 missed from $5,000 is $2,692.31. Either works if the policy says which.

In proportion. A pro rata share is the whole amount times the part that applies, divided by the whole: a $1,200 annual bonus for 3 of 12 months is $300.

Multiply the full-time salary by the share of full-time hours worked: 30 hours of a 40-hour week is 75%, so a $60,000 full-time salary becomes $45,000.

For the first and last week of employment, yes: the employer may pay a proportionate part of the full salary for the time actually worked (29 CFR 541.602(b)(6)). In any other week with work in it, only full days off come out of the salary, for personal reasons other than sickness or disability, or for sickness or disability under a bona fide plan, policy or practice; unpaid FMLA leave may come out even for part of a day.