Compute the new salary and raise amount after a raise: raise amount = old salary × raise percentage; new salary = old salary + raise amount.
Input Data
Results
At a glance:A pay raise adds a percentage of the current salary to it; the raise amount is the old salary times the raise percentage.
Formula
raiseAmount = oldSalary × raisePct%
newSalary = oldSalary + raiseAmount
$$\text{RaiseAmount} = \text{OldSalary} \times \dfrac{\text{RaisePct}}{100}$$$$\text{NewSalary} = \text{OldSalary} + \text{RaiseAmount}$$How to Use
- Enter the current salary.
- Enter the raise percentage.
- Read the raise amount and new salary.
FAQ
How is the raise amount and new salary calculated?
The math is very straightforward, in two steps. Step one, the raise amount: multiply your current salary by the raise percentage — raise amount = current salary × raise %. For example, current monthly HK$50,000 with a 5% raise: 50,000 × 5% = 50,000 × 0.05 = HK$2,500. Step two, the new salary: add the raise amount to the current salary — new salary = current salary + raise amount = 50,000 + 2,500 = HK$52,500. So after a 5% raise, your monthly pay goes from 50,000 to 52,500, an extra 2,500 a month. You can also enter an annual salary to see the yearly change — just keep the unit consistent (both monthly or both annual). A reminder: the raise percentage is based on your current salary, not a fixed amount. So the same 'HK$2,500 raise' is a 5% raise for someone on 50,000 but only 2.5% for someone on 100,000 — which is why, when negotiating, the percentage often reflects the real value of the raise better than the absolute amount.
Why do the raise percentage and the salary base matter so much?
Many people focus only on 'how much extra this time', but for long-term financial planning the percentage and the base (current salary) matter far more, because raises compound and accumulate. First, most salary-linked benefits are computed from the current salary: every future raise (usually a percentage on the new base), year-end bonus (several months' pay), MPF contributions (a percentage of salary), and some insurance/pension. So the higher base you secure today snowballs and enlarges your total reward every subsequent year. Example: two people with the same starting pay, one getting 3% a year and the other 5%, diverge dramatically after a couple of decades — before even counting the higher bonus and retirement contributions that come with the bigger salary. Second, that is why a job-change raise can be much larger than an internal raise — you reset a whole new, higher base. So the advice is: early in your career, push harder for a higher raise percentage and a higher starting base, because time compounds those early advantages. Use this calculator to model a few raise scenarios and set a realistic negotiation target.
Is the raise amount shown what I will actually take home?
This is an important and often misunderstood point: the raise amount and new salary from this calculator are gross (pre-tax) figures, not your actual net take-home. The extra you receive is usually less, because salary is deducted before it reaches you: first, salaries tax — in Hong Kong it is annual assessment with allowances and progressive rates, but as income rises so can the tax; second, MPF contributions — the employee's mandatory 5% (capped) rises with salary until the cap; third, other voluntary deductions like voluntary provident contributions, group insurance or union fees. A typical case: a nominal HK$2,500 raise may leave only slightly less than 2,500 extra in hand after extra tax and MPF. So look beyond the gross and set a reasonable expectation for net. For precise net, refer to the Inland Revenue Department's salaries tax calculation or a professional; this calculator only shows the gross change for quick estimation. Pair it with this site's salaries-tax and MPF calculators.
What is a reasonable raise in Hong Kong lately?
Raise levels move with the economy, industry and individual performance; there is no universal standard, but a few reference points help judge fairness. The first is inflation: if your raise percentage is below the period's Composite Consumer Price Index (CPI) rise, your real purchasing power actually falls — e.g. inflation 2% and raise 1.5% is a 'negative real raise'. Use inflation as a baseline. The second is the market: Hong Kong HR consultancies and chambers publish annual salary surveys with median adjustment figures by industry — objective support for negotiation. The third is your own grade change: a raise with a promotion or much bigger responsibility should exceed the general annual increment. Suggested approach: model several percentages with this calculator (one that just offsets inflation, the market median, and your ideal target), then combine your performance and market data into a well-grounded negotiation range. Accurate inflation figures come from the Census and Statistics Department's CPI.
Is a '5% raise' or 'one extra month's pay (double pay)' better?
They differ in nature and you cannot judge by a single year's amount alone — the key is one-off versus permanent. An extra month's pay (double pay/bonus) is usually one-off: it adds about 1/12 ≈ 8.3% of annual income this year but does not lift your base salary, so if not repeated next year income returns to the baseline, and future raises and MPF are not raised by it. By contrast, a 5% raise looks smaller in a single year but permanently lifts the salary base — that 5% becomes the basis for next year's raise, the year-end bonus and MPF, compounding over time. So long-term, unless the one-off bonus is far larger than the raise's long-run increment, a base-salary raise is usually more valuable. In practice many negotiate both: a reasonable base raise (long-term) plus a one-off signing bonus or double pay (short-term cash flow). Use this calculator to compare the new salary against a one-off bonus and choose what fits your plan.
Content review: Calculatorism Finance Team. Results are for reference only; please refer to the relevant authorities for the official figures.