Compute a portion of annual salary by the actual working days: prorated salary = annual salary × actual work days ÷ full-year work days.
Input Data
Results
At a glance:Prorated salary scales the annual salary by the ratio of actual work days to the full-year work days.
Formula
proratedSalary = annualSalary × actualWorkDays / fullYearWorkDays
$$\text{WorkRatio} = \dfrac{\text{ActualWorkDays}}{\text{FullYearWorkDays}}$$$$\text{ProratedSalary} = \text{AnnualSalary} \times \dfrac{\text{ActualWorkDays}}{\text{FullYearWorkDays}}$$How to Use
- Enter the annual salary.
- Enter the full-year and actual work days.
- Read the prorated salary.
FAQ
What is prorated salary and how is it calculated?
Prorated (from Latin pro rata, 'in proportion') salary is the pay scaled to the share of the period you actually worked — used when you were not employed or full-time for the whole span. Two steps: first work out the 'employment ratio' = actual work days ÷ full-year work days (e.g. 130 ÷ 260 = 50%); then multiply by the annual salary: 600,000 × 130 ÷ 260 = HK$300,000. Common cases: mid-year joiners/leavers, part-timers, and raises taking effect mid-period.
Should the full-year work days be 365, 260 or something else?
This is the most error-prone point: the denominator (full-year work days) must match how your pay is defined. Common bases: standard work days (~260, i.e. 52 weeks × 5); calendar days (365, for tenure-based splits of salary/bonus); or the actual scheduled work days. The rule: keep numerator and denominator on the same basis — if the denominator is 260, the numerator must be actual work days; if 365, use calendar days in tenure. Mixing them (e.g. 365 denominator with work days as numerator) gives a wrong figure. Confirm your contract or HR policy before entering, and ask HR if unsure.
Besides salary, where else is proration used, and what to watch?
Proration is far broader than salary. It also governs year-end bonus/apportionment by tenure, statutory paid leave accrual (often pro rata to time employed), part-time benefits, and even subscription refunds/upgrades and rent/utilities splitting. Watch: first, keep the basis consistent; second, some items are not purely linear — benefits may have 'serve a minimum period' thresholds or caps; third, this tool shows gross pay, before tax and MPF; fourth, companies may count by day, month or week differently. Proration is a handy universal tool, but the exact terms follow the contract and policy.
What does Hong Kong's Employment Ordinance say about mid-year leavers' pay and notice?
Several statutory items matter at mid-year leave. First, final wages: the employer must pay all due wages (including salary prorated by actual work days) as soon as practicable, generally within 7 days of termination. Second, payment in lieu of notice: if either side ends without the required notice, it must pay notice-period wages to the other; the amount is based on daily or monthly pay and the notice length. Third, untaken leave pay: leave accrued but unused at departure must be paid out, often prorated by tenure. Fourth, long-service or severance payments may apply if eligible. The exact bases (e.g. how daily pay is defined, which average wage period) are set by the Ordinance and vary by case. This calculator estimates only the basic prorated salary; for statutory items, consult the Labour Department or a professional.
How is prorated salary computed accurately for part-timers or non-5-day weeks?
The principle is unchanged — annual salary × actual work days ÷ full-year work days — but defining the numerator and denominator correctly is what makes it accurate. Two approaches: first, full-time as the basis — take the full-time annual salary and full-year work days (e.g. 260), and use the part-timer's actual work days as the numerator (3 days/week ≈ 156 days/year → 600,000 × 156 ÷ 260 = 360,000, i.e. 60%); second, hourly rate × actual hours — if pay is by the hour, just multiply the hourly rate by total hours, no annual conversion needed. Which is more accurate depends on whether pay is 'annual then prorated' or 'hourly direct'. Also, part-timer benefits (leave, MPF) may be prorated or have thresholds, not all linear. Clarify the contract basis and use the matching method; ask HR or the Labour Department if unclear.
Content review: Calculatorism Finance Team. Results are for reference only; please refer to the relevant authorities for the official figures.