Pro Rata Salary Calculator

"£32,000 pro rata" is one of the most common phrases on UK job adverts, and one of the most misunderstood. It doesn't mean you'll earn £32,000. It means the salary is quoted as if you worked full time, and you'll be paid a proportion of it based on the hours you actually work.

This guide explains what pro rata means, how to work it out and what it means for holiday and benefits. To see your own figures, use the pro rata salary calculator.

What does pro rata mean?

Pro rata is Latin for "in proportion". When a salary is advertised as pro rata, it's the full-time equivalent (FTE) salary. If you work fewer hours than full time, your pay is reduced in proportion.

Employers advertise this way so that part-time roles can be compared fairly with full-time ones, and so it's clear the hourly rate is the same.

How to calculate a pro rata salary

The formula is simple:

Pro rata salary = full-time salary × (your hours ÷ full-time hours)

For example, a job advertised at £32,000 pro rata, with a full-time week of 37.5 hours, where you'll work 22.5 hours:

• 22.5 ÷ 37.5 = 0.6, so you work 60% of full time (0.6 FTE)
• £32,000 × 0.6 = £19,200 a year
• That's £1,600 a month before tax

The pro rata salary calculator does this for you and also shows weekly and hourly pay.

Working out your hourly rate

Your hourly rate stays the same as a full-time colleague's. Using the example above: £32,000 ÷ (37.5 × 52) = about £16.41 an hour, whether you work 37.5 hours or 15.

Pro rata for part of a year

Pro rata also applies when you work for only part of a year, for example if you start a job in October or leave in March. In that case, your annual salary is scaled by the time you've worked.

If your pro rata salary is £19,200 and you work for six months of the year, you'd earn about £9,600 in that year. Some employers calculate this by working days rather than months, so the exact figure can differ slightly.

Term-time only roles

Some jobs, especially in schools, are paid "pro rata, term time only". Here, your salary is reduced both for part-time hours and for the weeks you don't work during school holidays. Your pay is usually spread evenly across 12 months, so you still get paid in August. These contracts can be complex, so ask the employer for the actual annual salary.

Holiday entitlement for part-time workers

Almost all workers are entitled to at least 5.6 weeks' paid holiday a year. For part-time workers, this is pro rated based on the days or hours you work:

• If you work 3 days a week: 3 × 5.6 = 16.8 days a year
• If you work 5 days a week: 5 × 5.6 = 28 days (the statutory maximum)

Your employer can include bank holidays in your entitlement. If you don't normally work on Mondays, you don't get a "free" day off for Monday bank holidays, but your total entitlement still reflects your pro rata share. Our holiday entitlement calculator can help.

Your rights as a part-time worker

Under the Part-time Workers Regulations, part-time employees shouldn't be treated less favourably than comparable full-time colleagues. That includes:

• the same hourly rate of pay
• the same access to pension schemes and sick pay
• pro rata holiday and benefits
• the same opportunities for training and promotion

If you think you're being treated unfairly because you're part-time, you can raise it with your employer or get free advice from Acas.

Pro rata and other benefits

Many benefits are pro rated too. A car allowance, bonus or employer pension contribution expressed as a percentage of salary will usually be based on your pro rata salary. Fixed benefits, such as private health insurance, may be given in full. Check your contract.

Comparing job offers

When comparing a pro rata role with a full-time one, look at:

1. The hourly rate, to compare like with like
2. The actual annual salary for your hours
3. How holiday and bank holidays are handled
4. Whether overtime is paid at your normal rate or enhanced
5. Any benefits that aren't pro rated

Pro rata and the National Minimum Wage

Whatever your hours, your pay must not fall below the National Minimum Wage or National Living Wage for your age. Working it out per hour is the simplest check: divide your pro rata salary by the hours you're paid for in a year. If you regularly work unpaid extra hours, include them, as they can push your effective hourly rate below the legal minimum. Our minimum wage checker can help.