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FTE Calculator

Convert worked hours into full-time equivalents

How it is calculated

The tool divides worked hours by the hours that count as full time: FTE = hours / full_time. Both numbers must cover the same period, normally one week. Hours is the total for all the people you are counting, added together; full_time is your own definition of a full-time week, such as 40, 37.5 or 35. The result is shown to two decimals.

The full-time hours must be greater than zero, otherwise there is no result. The tool does no capping: one person working 50 hours against 40 gives 1.25, and it does not limit anyone to 1.00, so apply any cap yourself if your reporting rules require it. Which hours count (paid leave, overtime, unpaid breaks) and what threshold defines full time are set by your employer, funder or local law, and differ by country.

Worked example

A small team works a combined 130 hours a week, and full time at the company is 40 hours. Divide: 130 / 40 = 3.25 FTE. That could be three full-time people plus one working 10 hours, or six people sharing the hours in any other way. If full time were defined as 37.5 hours instead, the same 130 hours would be 3.47 FTE.

Try this example →

Common mistakes

  • Mixing periods, such as monthly hours against a weekly full-time figure. A month of 130 hours divided by 40 gives a meaningless 3.25; use weekly hours or a monthly full-time figure.
  • Entering the number of people instead of their hours. FTE counts hours, not heads, so ten people at 10 hours each are 2.5 FTE.
  • Using 40 when your organisation or funder defines full time differently. Change the full-time box to its definition.
  • Expecting each person to be capped at 1.0. The tool does not cap, so overtime raises the total.
  • Leaving out part-timers, or counting paid leave hours inconsistently, which shifts the total without any warning.

Sources

About this calculator

This calculator converts worked hours into full-time equivalents (FTE) using FTE = total hours worked / full-time weekly hours (commonly 40 hours, though some employers define full-time as 35 or 37.5), a standard workforce-planning unit that lets organizations combine full-time and part-time staff into one comparable headcount figure — two employees working 20 hours a week each count as 1.0 FTE combined, even though they're two separate people.

HR and finance teams use FTE to build staffing budgets and compare labor costs across departments regardless of how hours are split among individuals, grant-funded organizations use it to report staffing levels the way funders require, and US employers use a closely related FTE calculation to determine compliance with the Affordable Care Act's 30-hour-per-week threshold for offering health coverage.

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Comments (1)

  • Editorial team

    FTE is not capped at 1.00, so a result above that is a signal worth reading: 60 hours against a 40-hour week shows 1.50, which for one person points to overtime and for a team to a staffing gap. Add up everyone's hours first and divide once. Both numbers must cover the same period. Which setups, such as shift work or seasonal contracts, do not fit it well?

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