Compare two written CTC breakdowns with separate zero-variable and full-target take-home estimates, employer costs, and entered first-year transition costs.
How the worksheet works
Runs both written pay breakdowns through the shared CTC model. It separates fixed pay, zero-variable take-home, full-target take-home, employer-side CTC components, and entered first-year clawback, notice, relocation, and commute costs. It does not assign an aggregate score or predict variable payout.
Inputs and privacy
Calculations run in the browser. Entered values are not sent to the API, stored, added to the URL, or used as analytics events.
Compare first-year trade-offs
Treat recurring monthly cash separately from a joining payment. Check any clawback against the signed bonus clause, and include relocation or commute costs only when the amount reflects your actual plan.
Limits
Educational arithmetic only. Verify contracts, tax questions, and employer-specific terms against current documents and qualified sources.
Questions worth checking
- What does the comparison treat as current cash?
- Enter fixed annual pay and target variable pay separately for both packages. The model runs each side through the shared CTC calculation, so the fixed-pay-only outcome is not confused with a full-target outcome. Target variable pay is conditional, not guaranteed. Review the plan document for company, individual, and business performance conditions, eligibility dates, proration, payout timing, and whether the amount is a target or a maximum. If the offer gives a range rather than a definite value, run more than one scenario rather than treating the highest figure as certain.
- How does it estimate provident-fund deductions?
- Select manual payroll amounts when the offer or payslip already specifies employee and employer contributions. The two calculated choices apply 12% to either the ₹25,000 monthly ceiling or the full basic-pay amount entered as a percentage of fixed pay. Calculated employer contributions are split between EPS and EPF using the proportions shown in the dated Ministry source. Confirm that your employment and pay components fall within the rules before relying on the estimate. An employer contribution is subtracted from CTC only when you mark that it is included in the stated package.
- What do zero-variable and full-target views mean?
- Zero-variable cash uses fixed pay and excludes the target bonus. Full-target cash assumes the full target amount is paid and presents the annual result as an average monthly equivalent. Neither result predicts the actual payment date or amount. A target can be reduced by partial-year eligibility, company results, individual performance, deferrals, or plan rules. Compare the written plan and ask whether target compensation has historically been paid for the role, while remembering that historical payout is not a promise for your own year.
- How are first-year move costs represented?
- The worksheet subtracts only amounts you enter for joining-bonus clawback, notice-period cost, relocation, and additional annual commute. It keeps one-time costs separate from the recurring commute amount and shows their impact on first-year offer cash. Do not enter a cost twice if it already appears as a deduction in the salary inputs. Confirm the trigger, repayment period, tax treatment, and whether the amount is gross or net in the signed documents. The comparison does not decide whether a clause is enforceable or what an employer will collect.
- What should I verify before choosing between offers?
- Match each input to the same period and currency. Check whether fixed pay includes allowances, whether employer PF and gratuity sit inside CTC, and whether variable pay is stated at target or maximum. Confirm title, responsibilities, reporting line, location, joining date, notice requirements, probation, benefits, equity, and recovery terms in writing. Then compare the outputs alongside personal cash needs and non-financial constraints. This tool does not rank employers, assess workplace quality, estimate job security, or recommend accepting an offer; it makes the entered pay components easier to inspect.