Calculate full-time equivalent employees, paid FTE, productive FTE, part-time FTE, contractor FTE, seasonal FTE, staffing gaps, coverage needs, labor hours, payroll cost, and cost per FTE. Use this expanded FTE calculator for HR reporting, workforce planning, budget forecasting, staffing coverage, and labor capacity analysis.
Weekly FTE:
The calculator adds full-time, part-time, contractor, seasonal, and optional overtime hours, then divides by full-time weekly hours.
Monthly FTE:
Weekly labor hours are converted into estimated monthly hours, then divided by monthly full-time hours.
Annual FTE:
Weekly labor hours are multiplied by weeks per year, then compared with annual full-time hours.
Productive FTE:
The calculator subtracts nonproductive time such as PTO, holidays, training, and admin time, then applies utilization percentage.
Coverage FTE:
Coverage hours needed are divided by full-time hours for the selected coverage period to estimate required FTE.
An FTE calculator helps HR teams, finance teams, managers, and business owners convert mixed employee schedules into a single staffing capacity number.
It can help compare headcount, paid FTE, productive FTE, coverage FTE, full-time labor, part-time labor, contractor labor, seasonal labor, overtime, staffing gaps, labor cost, and cost per FTE.
Your result shows total FTE, paid FTE, productive FTE, coverage FTE needed, FTE gap, total headcount, full-time hours, part-time hours, contractor hours, seasonal hours, overtime hours, monthly labor hours, annual labor hours, cost per FTE, and estimated labor cost. These results are estimates based on the values you enter.
FTE stands for full-time equivalent. It converts total work hours into the number of equivalent full-time employees.
Divide total hours worked by the number of hours considered full-time for the same period.
Headcount counts people. FTE measures work capacity based on scheduled or worked hours compared with a full-time schedule.
Productive FTE estimates usable work capacity after subtracting time away, holidays, training, admin time, and applying a utilization rate.
It depends on your reporting policy. Include overtime when measuring actual labor capacity, but exclude it when measuring regular staffing levels.
Yes, contractors can be included when measuring total labor capacity. If your organization reports employee-only FTE, enter 0 for contractor count.