FTE Calculator
Drag the slider or type a value between 20 and 60. Default is 40 for US companies.
Optional: Advanced Metrics
Enter to calculate Revenue per FTE benchmark
Enter Your Workforce Data
Add your employee counts and hours to calculate your organization's Full-Time Equivalent (FTE) workforce size.
How to Use the FTE Calculator
Wählen Sie Ihren Berechnungsmodus
Choose Standard mode for normal workforce FTE calculations, or PPP (SBA) mode if you are assessing loan forgiveness using the SBA's simplified 1.0/0.5 method. Use the region preset buttons to auto-set the standard full-time hours threshold for your country.
Enter Your Employee Groups
In Standard mode, each group represents a category of employees (e.g., full-time office staff, part-time retail associates). Enter the number of employees, their weekly hours, and weeks worked per year. Click 'Add Employee Group' to add departments or employment types. In PPP mode, simply enter the count of employees working 40+ hours and those working under 40 hours.
Review Your FTE Results
The calculator instantly shows your total FTE, the breakdown between full-time and part-time contributions as a stacked bar chart, and your ACA compliance status. The multi-period section shows your FTE on a weekly, monthly, and annual basis. Check the FTE ratio to understand what proportion of your workforce is effectively full-time.
Optionally Calculate Financial Metrics
Enter your annual net revenue to see your revenue per FTE — a key productivity benchmark. Add average salary and a burden rate multiplier to estimate total labor cost including taxes, benefits, and overhead. Export results to CSV for payroll reporting or print for management review.
Häufig gestellte Fragen
What is the standard number of hours for 1.0 FTE?
In the United States, the standard is 40 hours per week or 2,080 hours per year (40 × 52). However, the standard varies by context: under the Affordable Care Act, full-time is defined as 30 or more hours per week (1,560 annual hours). In the European Union and UK, 37.5 hours per week (1,950 annual hours) is common. Some industries and organizations define full-time differently. This calculator lets you set the standard anywhere from 20 to 60 hours per week using the slider or region presets, so you can match your specific policy or regulatory requirement.
How does FTE affect ACA (Affordable Care Act) compliance?
Under the ACA's Employer Shared Responsibility provisions, employers with 50 or more full-time employees (including full-time equivalents) in the prior calendar year are classified as Applicable Large Employers (ALEs). ALEs must offer affordable, minimum-value health insurance to their full-time employees (those working 30+ hours per week) or risk paying an employer shared responsibility payment. FTE matters here because part-time employees are aggregated — four employees each working 10 hours per week contribute 1.0 FTE for ACA purposes. Always use the ACA's 30-hour threshold (not the 40-hour payroll standard) when assessing ACA compliance status.
How is FTE calculated for PPP loan forgiveness?
The SBA offered two methods for calculating FTE for PPP loan forgiveness. Method 1 (Precise): For each employee, compute their FTE as actual average weekly hours divided by 40, capped at 1.0. Sum all individual FTEs. Method 2 (Simplified): Assign 1.0 FTE to each employee working 40 or more hours per week, and 0.5 FTE to each employee working under 40 hours per week. You must apply the same method consistently across all reference periods. PPP forgiveness was reduced proportionally if FTE declined during the covered period compared to a reference period. This calculator's PPP mode implements Method 2 (the simplified SBA method).
What is the FTE ratio and why does it matter?
The FTE ratio is calculated as Total FTE divided by Total Headcount. A ratio of 1.0 means your entire workforce is effectively full-time — everyone works the standard hours. A ratio below 1.0 means a significant portion of your workforce is part-time. For example, if you have 20 employees but only 15.0 FTE, your FTE ratio is 0.75, indicating that 25% of your workforce capacity is part-time. This metric is useful for workforce strategy analysis, labor cost benchmarking, and understanding the true productive capacity of your team versus raw headcount. It also helps HR identify whether the organization is over-reliant on part-time labor.
What is a good revenue per FTE benchmark?
Revenue per FTE varies significantly by industry. Software and SaaS companies typically target $250,000 to $400,000 per FTE, reflecting high output per knowledge worker. Professional services firms often range from $150,000 to $250,000. Retail and hospitality businesses operate at lower margins, typically $80,000 to $180,000 per FTE. Manufacturing companies commonly fall between $100,000 and $200,000. Healthcare organizations range widely depending on specialization. To use this metric, enter your annual net revenue in the Advanced section. Your revenue per FTE will update automatically. Compare against your industry to assess workforce productivity and identify whether you have room to hire or need to optimize current capacity.
Should I include contractors and freelancers in my FTE calculation?
It depends on your purpose. For ACA compliance, the IRS and DOL use a specific economic realities test to determine whether a worker is legally an employee or an independent contractor — misclassification carries significant penalties. True independent contractors are generally not counted in FTE for ACA purposes. However, for internal workforce planning, budgeting, or capacity analysis, many organizations do include contractor hours in their FTE calculations to understand the full scope of labor resources. For PPP purposes, independent contractors were explicitly excluded from borrower FTE counts. Always clarify the purpose of your FTE calculation and consult a legal or HR professional for compliance-related determinations.