Pay, Time Off & Work Hour Calculators
Estimate the gross monetary value of unused paid time off with an hourly rate or an adjustable salary conversion.
A PTO payout estimate is calculated by multiplying unused PTO hours by the employee's hourly pay rate. For example, 80 unused hours at $25 per hour has an estimated gross value of $2,000. Salaried employees can first convert annual salary into an estimated hourly rate using paid weeks and weekly hours. This mathematical estimate does not determine whether an employer must pay unused PTO, and it does not subtract taxes or deductions.
Browser-based gross estimate
Choose the pay method that matches your records. Salary assumptions are editable and the result excludes taxes, deductions, and payout eligibility.
Gross PTO payout = unused PTO hours x hourly pay rate
This is a mathematical estimate, not a determination that the amount must be paid. Check your employer handbook, pay stub, written PTO policy, final paycheck statement, and current official guidance before relying on it.
Leaving a job soon? Download the free Final Paycheck & PTO Payout Checklist to review your PTO balance, vacation payout, employer policy, final paycheck items, and important documents before relying on an estimate.
Hourly employee mode multiplies unused PTO hours by the hourly pay rate entered. Salaried employee mode first estimates an hourly rate from annual salary, paid weeks per year, and hours worked per week, then multiplies that rate by unused PTO hours.
Only the inputs in the selected mode are used. The result is gross value before taxes and deductions, and it does not decide whether unused PTO must be paid or which calculation basis an employer must use.
For an hourly employee: gross PTO payout = unused PTO hours x hourly pay rate.
For a salaried employee: estimated hourly rate = annual salary / paid weeks per year / hours worked per week. Gross PTO payout = unused PTO hours x estimated hourly rate.
The salary mode starts at 40 hours per week and 52 paid weeks per year, but both assumptions are editable. Do not assume every salary schedule uses 2,080 annual hours.
These examples show gross mathematical value only. They do not establish that an employer owes the amount, that every displayed PTO hour is eligible, or that payroll must use the listed rate.
| Employee type | PTO hours | Pay information | Estimated hourly rate | Gross PTO value |
|---|---|---|---|---|
| Hourly | 40 | $20/hour | $20 | $800 |
| Hourly | 80 | $25/hour | $25 | $2,000 |
| Hourly | 120 | $30/hour | $30 | $3,600 |
| Salaried | 80 | $62,400/year, 40 hours/week, 52 weeks | $30 | $2,400 |
| Salaried | 40 | $78,000/year, 37.5 hours/week, 52 weeks | $40 | $1,600 |
First divide annual salary by paid weeks per year. Next divide that weekly amount by hours worked per week. Finally multiply the estimated hourly rate by unused PTO hours.
For example, $62,400 / 52 = $1,200 per week. Then $1,200 / 40 = $30 per hour. At that estimated rate, $30 x 80 unused PTO hours = $2,400 in gross value.
A payroll system may use a different regular-rate method, and an employer policy may define another calculation basis. Treat this as an estimate and verify the rate, schedule, balance, and policy against your pay records.
The primary result is gross PTO value before federal, state, local, or payroll deductions. This page does not display a net payout or decide how a payment will be withheld.
Payroll withholding is not always the same as final tax liability. A user-entered deduction scenario can help with planning, but actual payroll and tax treatment may differ.
Use the separate calculator to estimate taxes and deductions on a PTO payout. Its result is also an estimate and does not change the gross value shown here.
PTO payout usually refers to the value of unused PTO paid during separation or another policy-defined payout event. PTO cash-out may refer to converting part of an available balance into cash while remaining employed or keeping part of the balance.
If an employer offers a partial sell-back or in-service program, calculate a partial PTO cash-out without treating that result as a separation payout.
No. This calculator estimates monetary value only. A payment obligation may depend on employer policy, an employment agreement, state law, whether the leave is earned vacation, combined PTO, or another leave category, and the circumstances of separation.
Verify current official sources and employer documents before treating any result as payable wages.
Review PTO payout laws by state, read what happens to PTO when you quit, and check whether an employer has to pay unused PTO as separate policy and legal research steps.
The arithmetic may be identical when either balance is stored in hours. PTO may combine vacation, personal time, and sometimes sick leave, while a traditional vacation policy may keep those leave categories separate. Policy and legal treatment can therefore differ even when the formula is the same.
When vacation is tracked as its own bank, estimate unused vacation payout separately and confirm which balance the written policy addresses.
If the balance is shown in days or weeks, first convert unused PTO into hours using the schedule shown in your records.
If you are comparing time away with possible cash value, read whether to use PTO or get paid out without treating the comparison as a recommendation.
Multiply the unused PTO hours you are checking by the applicable hourly pay rate. For a salaried estimate, first divide annual salary by paid weeks per year and hours worked per week. The result is a gross mathematical estimate, not a determination that payment is required.
PTO payout usually refers to cash paid for eligible unused paid time off during separation or another policy-defined payout event. Whether a payout is available can depend on employer policy, agreement terms, leave classification, location, and separation facts.
Divide annual salary by paid weeks per year, then divide by hours worked per week to estimate an hourly rate. Multiply that rate by unused PTO hours. Payroll systems or employer policy may use a different regular-rate method, so verify the calculation basis.
The result is before taxes and deductions. It estimates gross PTO value only and does not calculate federal, state, local, or payroll withholding. Withholding also is not necessarily the same as final tax liability.
The calculator cannot answer that question. Payment may depend on employer policy, an employment agreement, state law, the leave category, and separation circumstances. Verify current official guidance and the documents that apply to your employment.
The arithmetic can be the same when vacation is stored in hours, but a traditional vacation policy may treat that balance differently from a combined PTO bank. Use the separate vacation payout calculator when vacation is tracked separately.
PTO payout often refers to unused PTO paid during separation or another payout event. PTO cash-out may refer to converting part of an available balance into cash while remaining employed. The plan terms and remaining-balance treatment can differ.
Estimate only: This calculator provides an estimate only. PTO payout rules can vary by employer policy and location. Check your employer handbook, written PTO policy, pay stub, final paycheck statement, and official labor guidance where relevant.