CTC Calculator
See exactly how your annual CTC splits into basic, HRA, employer & employee PF and monthly take-home pay.
Formula last reviewed 4 August 2026 · How we verify our calculators
Monthly in-hand
- Basic (monthly)
- ₹50,000
- HRA (monthly)
- ₹25,000
- Employer PF (monthly)
- ₹6,000
- Employee PF (monthly)
- ₹6,000
- Gross (monthly)
- ₹94,000
- Annual in-hand
- ₹10,53,600
Updates live as you type
Frequently asked questions
Cost to Company is the total annual amount your employer spends on you. It bundles your take-home pay with components you never see in your bank account, such as the employer PF contribution and gratuity.
CTC includes the employer PF contribution, your own PF deduction, professional tax and income tax. Removing all of these from the monthly CTC leaves your actual in-hand salary.
No. Employers commonly set basic between 30% and 60% of CTC. A higher basic increases PF and gratuity but can reduce take-home; this calculator lets you test any split.
Provident Fund is statutorily required only on basic up to ₹15,000 a month. Many employers still contribute on full basic — toggle the PF basis to compare both.
A ₹12,00,000 offer. Only ₹10,53,600 of it lands in your account.
That's not a red flag — it's just what "CTC" actually means. A ₹12,00,000 Cost to Company, split at 50% basic and 50% HRA of basic, with 12% employer PF on the full uncapped basic, works out to a monthly basic of ₹50,000 and HRA of ₹25,000. Both employer and employee PF come to ₹6,000 a month each, bringing monthly gross to ₹94,000 — and after professional tax, monthly in-hand lands at ₹87,800, or ₹10,53,600 for the year. The gap between the headline CTC and that final number is entirely made up of money you never see directly: the employer's PF contribution and your own.
One slider moves four numbers at once
The basic percentage is the input that matters most here, because HRA, PF and gratuity are all calculated as a share of basic rather than of CTC directly — nudge that one slider and four downstream figures shift together. This is also why two job offers quoting the identical CTC can pay noticeably different take-home: an employer running a higher basic percentage is routing more of your CTC into PF and gratuity (long-term, but not cash you see monthly), while a lower basic keeps more as immediate salary.
The ₹15,000 PF cap most people have never heard of
Provident Fund is statutorily required only on basic up to a ₹15,000 monthly wage ceiling — but plenty of employers voluntarily contribute on the full, uncapped basic instead, as a stronger retirement benefit. The PF basis toggle here lets you compare both: at a high basic, switching between capped and uncapped PF meaningfully changes the employer and employee PF figures, though your actual take-home only moves by the employee-side difference, since the employer's share was never yours to begin with. CTC structuring genuinely differs company to company, so treat this as a close estimate rather than a contractual promise — its real value is comparing two offers on equal footing and knowing which components, not just the headline number, to actually negotiate on.