CTC Hike Calculator

The CTC Hike Calculator works in the direction most job changes actually run: you know your current CTC and the CTC in the new offer, and you want to know what the jump is worth as a percentage and in rupees. It is the reverse of applying a hike percentage to a known salary.

The output is a comparison of two package totals. It does not attempt to say what either package pays monthly, because that depends on each employer’s salary structure — how much sits in basic, how much in variable, and what employer contributions are bundled into the CTC figure.

1. Choose whether you know the new CTC or only the offered hike percentage.
2. Enter your current annual CTC in rupees (8 LPA = 800000).
3. Enter the new CTC or the hike percentage.
4. Read the hike percentage, increase and monthly equivalent in the result card.

Hike % = ((New CTC − Current CTC) ÷ Current CTC) × 100

New CTC = Current CTC × (1 + Hike % ÷ 100)

LPA = Annual CTC ÷ 1,00,000

Moving from ₹8,00,000 (8 LPA) to ₹10,00,000 (10 LPA) is an increase of ₹2,00,000. That is a 25% hike, and the monthly CTC equivalent rises by about ₹16,667.

Typical Indian job-change scenarios, showing the increase in rupees alongside the percentage.

The middle two rows show the same 25% hike delivering \u20B92,00,000 and \u20B92,50,000 respectively. When you compare offers, compare the rupees as well as the percentage.

• You have an offer letter and want to state the hike precisely rather than estimate it.
• You are weighing an internal appraisal against an external offer.
• A recruiter quotes “a 30% hike” and you want to check the arithmetic.
• You are tracking your own CTC progression across several job changes.

• What each CTC includes. One employer may bundle insurance and a gratuity provision that another leaves out, which shifts the comparison before you even start.
• Variable share. A higher CTC with a 25% variable target can pay less guaranteed money than a lower CTC that is almost entirely fixed.
• Joining bonus. A one-time bonus inside the quoted CTC inflates year one and disappears in year two.
• Transition cost. Notice period buyout, forfeited variable pay and relocation all reduce what the hike is actually worth in the first year.
• City and structure. HRA eligibility and the basic-to-gross ratio change what the same CTC delivers monthly.

In India, CTC is the default currency of job offers, which makes like-for-like comparison harder than it looks. Before trusting a hike percentage, ask both employers for a component-level breakup and strip out employer PF, the gratuity provision, insurance and variable pay from each. What remains is guaranteed fixed pay, and comparing that gives a far more honest picture of the raise.

• Both figures are annual CTC on the same basis, including variable pay if applicable.
• Monthly equivalents divide the annual amount by twelve.

CTC composition varies between employers. Two identical CTC numbers can produce very different take-home salaries depending on PF, gratuity, insurance and variable pay. Use this as a comparison tool, not a take-home estimate.

The formula above is the whole calculation — nothing is hidden, and every figure you enter stays in your browser. Read the calculator methodology for how formulas are chosen, how inputs are validated and how rounding is handled, or report a result that looks wrong.