Pro Rata Salary Calculator

Use this pro-rata salary calculator to work out what a part-time role pays compared with the full-time salary. Enter the full-time salary and the part-time hours or days, and the calculator shows the pro-rata annual, monthly and weekly pay, the FTE fraction and the holiday entitlement in days.

Full-time annual salary (£)

What the job pays at 100% — the full-time equivalent salary.

Work out the fraction by

Use whichever your contract states — the fraction is the same either way for a standard working pattern.

Full-time hours per week

Part-time hours per week

Full-time days per week

Needed for the holiday figure, whichever mode you pick.

Part-time days per week

Your pro-rata pay

£24,000.00 per year

0.6 FTE — 60% of the full-time salary

Monthly pay:: £2,000.00 (annual salary ÷ 12).
Weekly pay:: £461.54 (annual salary ÷ 52).
How it is worked out:: £40,000.00 × (22.5 ÷ 37.5 hours) = £40,000.00 × 0.6 = £24,000.00.

Holiday entitlement (separate from pay)

16.8 days a year of paid holiday — the statutory minimum of 5.6 weeks, expressed in this working pattern: 5.6 × 3 days a week = 16.8 days. Bank holidays are usually counted inside this total.

Opens your browser's print view with a clean summary of this calculation — choose “Save as PDF” there to keep a copy.

FTE is also the unit employers use to compare part-time patterns and price future hires. Our guide to the best workforce planning software shows how those figures feed a practical headcount and capacity plan.

How is a pro-rata salary calculated?

In three steps. First, work out the fraction of full-time work: part-time hours divided by full-time hours (or part-time days divided by full-time days). Second, multiply the full-time salary by that fraction to get the pro-rata annual salary. Third, divide by 12 for monthly pay or by 52 for weekly pay. For example, a £40,000.00 full-time salary at 22.5 hours against a 37.5-hour full-time week is £40,000.00 × (22.5 ÷ 37.5) = £40,000.00 × 0.6 = £24,000.00 a year — £2,000.00 a month.

What does FTE mean?

FTE stands for full-time equivalent. It expresses a part-time role as a fraction of one full-time role: 1.0 FTE is a full-time job, 0.6 FTE is 60% of one, and 0.5 FTE is half. Employers use it in job adverts (where the salary quoted may be the full-time figure, not the amount actually paid) and in workforce planning, where several part-time roles can be added together — two 0.5 FTE posts equal one full-time post.

How much holiday does a part-time worker get?

The statutory minimum paid holiday is 5.6 weeks a year for every worker, full-time or part-time. For a part-time worker the weeks are simply smaller: at 3 days a week the entitlement is 5.6 × 3 = 16.8 days, and at 4 days a week it is 5.6 × 4 = 22.4 days. Bank holidays are usually counted within this total — if the workplace closes on a bank holiday that falls on a working day, that day comes out of the entitlement. Some employers give more than the statutory minimum; the contract says.

Can a part-time worker be paid a lower hourly rate?

Not just for being part-time. The Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 say a part-time worker must not be treated less favourably than a comparable full-time worker unless the employer can objectively justify it. In practice that means the same hourly rate and the same benefits, scaled by the pro-rata fraction — which is exactly the calculation this page performs.

Rules used by this calculator

Figure	How it is worked out
FTE fraction	Part-time hours (or days) ÷ full-time hours (or days), capped at 1.0
Pro-rata annual salary	Full-time annual salary × FTE fraction
Monthly pay	Pro-rata annual salary ÷ 12
Weekly pay	Pro-rata annual salary ÷ 52
Statutory holiday	5.6 weeks × days worked per week, in days

The 5.6-week holiday minimum comes from the Working Time Regulations 1998. Figures on this site follow the april 2026 rules — verified against GOV.UK.

Frequently asked questions

What does pro rata mean?

Pro rata is Latin for 'in proportion'. A pro-rata salary is the full-time salary scaled by the fraction of full-time hours or days actually worked — work 60% of the full-time pattern and the pro-rata salary is 60% of the full-time salary. The same proportional principle applies to holiday, bonuses and most other benefits.

How do I work out pro-rata pay for 3 days a week?

Divide the days worked by the full-time days, then multiply the full-time salary by that fraction. Three days out of five is 3 ÷ 5 = 0.6, so a £40,000 full-time salary becomes £40,000 × 0.6 = £24,000 a year, or £2,000 a month. In FTE terms that is a 0.6 FTE role.

How is pro-rata holiday entitlement worked out?

The statutory minimum is 5.6 weeks of paid holiday a year. For a part-time worker you express those 5.6 weeks in their own working days: someone working 3 days a week gets 5.6 × 3 = 16.8 days a year. It is the same 5.6 weeks a full-time worker gets — just counted in smaller weeks. Bank holidays normally come out of this total.

Are bonuses and pension contributions pro-rated too?

Usually, yes. Under the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000, a part-time worker must not be treated less favourably than a comparable full-time worker unless the difference is objectively justified — so pay, holiday, bonuses and pension access are normally all scaled by the same pro-rata fraction.

What is the difference between FTE and pro-rata salary?

FTE (full-time equivalent) is the fraction itself — 0.6 FTE means 60% of a full-time role. The pro-rata salary is what you get when you apply that fraction to the full-time salary. Job adverts often quote either the full-time salary with the FTE fraction, or the actual pro-rata salary, so it is worth checking which figure you are looking at.