Build CTC from basic, HRA, PF, gratuity. The CTC Calculator takes monthly basic salary, hra as a share of basic, special and other allowances per month, employer pf basis, gratuity provision (share of basic), other benefits per month (insurance, meal cards) and returns annual ctc plus monthly ctc, monthly gross salary (paid to employee before deductions), employer pf per month, gratuity provision per month. Results update as you type, and the formula is shown under the result so you can repeat it in your own spreadsheet.
Payroll figures should follow the rules in your contracts and local law. Where a rule differs between states or countries, adjust the inputs; the calculator shows its assumptions so you can check them against your own policy. Use the worked example below to check the maths against your own figures.
How the CTC Calculator works
Cost to company adds the employer's PF contribution, the gratuity provision (15/26 of a month per year ≈ 4.81% of basic) and benefits on top of the gross salary the employee sees. Build it up from basic to see how an offer letter figure is composed.
Worked example
With the example values (monthly basic salary of ₹40,000, hra as a share of basic of 50%, special and other allowances per month of ₹20,000, employer pf basis "12% of basic capped at ₹15,000", gratuity provision (share of basic) of 4.81%, other benefits per month (insurance, meal cards) of ₹1,500), the annual ctc is ₹1,022,688.00; monthly ctc ₹85,224.00, monthly gross salary (paid to employee before deductions) ₹80,000.00, employer pf per month ₹1,800.00, gratuity provision per month ₹1,924.00. Change any figure above and the result updates immediately; use Copy results to paste the summary into a note or email.
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Frequently Asked Questions
How is annual ctc calculated?
CTC = basic + HRA + allowances + employer PF + gratuity provision + other benefits.
Which figures do I need?
Monthly basic salary, hra as a share of basic, special and other allowances per month, employer pf basis, gratuity provision (share of basic), other benefits per month (insurance, meal cards). Take them from the same period and the same set of accounts or reports so the ratio is consistent, and check the example values as a guide to the units expected.
Do the rules differ by location?
Yes. Statutory rates, ceilings and eligibility conditions vary by country and often by state. Adjust the inputs to your jurisdiction and confirm with your payroll provider or labour law adviser.
