Total Compensation Calculator Salary, Bonus, Equity & Benefits Breakdown
Calculate your full compensation package including base salary, bonus, equity, and benefits. Understand exactly what your offer is worth, compare two offers side by side, and see how much of your pay is guaranteed versus variable.
Currency
📈
Total Compensation Calculator
Core Compensation
€
Your fixed annual base salary before tax.
type
Choose how to enter your bonus.
€
Target or expected annual bonus.
%
Target bonus as % of base. Capped at 200%.
%
0% = bonus never paid. 100% = full bonus guaranteed. Adjusts expected bonus value.
€
Annualized equity value. Use total grant ÷ vesting years, or enter annualized directly.
€
If you enter a total grant, it will be divided by vesting years automatically.
yrs
Minimum 1 year. Typical: 4-year vesting with 1-year cliff.
€
Estimate the annual value of all benefits: health, dental, pension, gym, meals, phone, etc.
+
Advanced: Employer Contributions, Signing Bonus & More
€
Employer’s contribution to your pension or retirement plan, on top of base salary.
€
Any employer matching contribution on top of the equity grant above.
€
One-time or recurring. Toggle below to annualize or include in full.
mode
One-time: shown separately. Annualized: divided by vesting years and added to annual total.
€
Relocation allowance, car allowance, housing stipend, or any other recurring annual compensation.
+ Compare with a Second Offer (Offer B)
Offer B Details
€
€
€
€
€
Pension, stock match, and other employer contributions for Offer B combined.
Pre-tax estimate only. This calculator does not model income tax, social contributions, or equity liquidity. Bonus and equity values are not guaranteed. Actual take-home pay will be lower than the amounts shown. Equity value assumes the stated grant price and vesting schedule but does not account for price changes, forfeitures, or tax on vesting.
✦ Cal, AI Explanation
Cal is reviewing your compensation package...
💬 Ask Cal about your compensation
Cal
Your compensation breakdown is ready. Ask me how to compare two job offers, what a high equity weighting means for your risk profile, or how to value benefits packages.
📈 What counts as total comp?
Base salary is the only truly guaranteed, recurring component
Bonus is often conditional on performance and company results
Equity (RSUs, options) depends on vesting, share price, and liquidity events
Benefits have real cash value but cannot be taken as cash
Employer contributions add to your compensation without appearing on your payslip
Total compensation is the full annual value of everything an employer provides, not just base salary. For most professional roles this includes base pay, a target annual bonus, equity grants, employer contributions to pensions or retirement schemes, and the monetary value of benefits. Understanding total compensation matters most when comparing job offers, since two roles with identical base salaries can differ significantly in total value once equity, bonus structure, and benefits are factored in.
Component
Guaranteed?
Typical Weighting
Key Risk
Base salary
Yes
60–85% of total
None (contractual)
Annual bonus
Conditional
5–30% of total
Depends on performance targets
Equity (RSU/options)
Conditional
5–50%+ in tech
Vesting cliff, price change, liquidity
Benefits
Mostly
5–15% of total
Non-cash, may change year to year
Employer pension
Yes (if in contract)
3–10% of total
Low
Frequently Asked Questions
How should I compare two job offers with different comp structures?+
Start by comparing guaranteed compensation: base salary plus any employer pension contributions and confirmed benefits. Then separately evaluate variable compensation by applying a realistic probability to the bonus and a conservative valuation to any equity. A role offering a higher total compensation number on paper may be less attractive if most of that figure is equity in an early-stage company with uncertain liquidity. This calculator lets you use the offer comparison feature to see both structures side by side.
What is the bonus payout probability and how should I set it?+
The bonus payout probability lets you discount the stated target bonus to reflect the likelihood of actually receiving it. If the bonus is discretionary and the company has a mixed track record, a 70% probability is more realistic than 100%. If the bonus is contractually guaranteed or tied to easy-to-meet targets, 100% is appropriate. Setting this correctly gives you a more useful expected value for comparison purposes.
How do I work out the annual value of an equity grant?+
The simplest approach is to divide the total grant value by the vesting period in years. A four-year grant of RSUs worth 80,000 at grant price is worth approximately 20,000 per year annualized. However, the actual value when each tranche vests depends on the share price at that time, so the annualized figure is only an estimate. For stock options, the value also depends on the exercise price and the gap between that and the current market price.
Should I include benefits in my total compensation calculation?+
Yes, because benefits have real monetary value even though they cannot be taken as cash. Private health insurance, dental, gym membership, a company phone, and subsidized meals all reduce your personal expenses. Estimate their annual value by asking what you would pay for them privately. Employer pension contributions are particularly important to include since they add directly to your long-term wealth without appearing on your payslip.
Does this calculator deduct tax?+
No. This is a pre-tax compensation aggregator. It intentionally does not model income tax, social contributions, or withholding because these depend on your country, filing status, and personal circumstances. To estimate after-tax pay use the Gross to Net Salary Calculator or the Payroll Tax Calculator. Equity and bonus taxation in particular can be complex and you should consult a tax adviser for your specific situation.
This website uses cookies for essential functionality and analytics.
Learn more