Employee Benefits Value Calculator
Total up what a package is really worth — CTC plus insurance, paid time off, perks, learning budget, target variable pay and equity vesting this year. Useful for a total-rewards statement or for comparing two offers.
Free · No sign-up · Nothing leaves your browser · Figures reviewed 22 September 2026
Your details
Health, accident and life cover premiums the employer pays.
Earned leave plus casual leave. Exclude public holidays, which everyone gets.
Meals, transport, wellness, devices, anything else provided.
Only if it is on top of CTC rather than inside it.
The value vesting in the next twelve months at the current valuation — not the full grant.
Total value of the package
₹13,84,200
₹1,84,200 on top of the ₹12,00,000 CTC — 15.4% more.
- CTC · 87%
- Time off · 8%
- Benefits · 5%
What it adds up to
- CTC
- ₹12,00,000
- Health insuranceEmployer-paid premium, which is not a taxable perquisite
- ₹20,000
- Paid time off24 days valued at ₹4,800 a day
- ₹1,15,200
- Perks and allowancesMeals, transport, wellness, devices
- ₹24,000
- Learning budget
- ₹25,000
- Target variable pay
- ₹0
- Equity, annualisedValue vesting this year, not the full grant
- ₹0
- Total
- ₹13,84,200
Per unit
- Per month
- ₹1,15,350
- Per working day
- ₹5,537
Valuing paid leave as salary is a presentational choice, not a cash cost — the salary is paid whether the day is worked or not. It is worth showing because a candidate comparing two jobs is comparing the leave policy whether or not anyone prices it.
Equity should be shown as the value vesting this year at the current valuation, never as the headline grant. A four-year grant shown as one year's compensation is the most common way a total-rewards statement loses its credibility.
Candidates compare CTC because it is the number on the letter. It is also the number that hides the most: two identical CTCs with different leave policies, insurance cover and learning budgets are not the same offer.
This adds up the whole package. One rule keeps it honest — equity is counted as the value vesting this year, never the headline grant. A four-year grant presented as one year's compensation is how a total-rewards statement loses its credibility.
Frequently asked questions
- How do I compare two job offers with different CTCs?
- Compare gross salary rather than CTC, then add what sits outside it — insurance cover, leave, learning budget, equity vesting in the year. A lower CTC with better cover and more leave is often the larger package.
- Should paid leave be counted as compensation?
- As a presentational device, yes; as a cash cost, no — the salary is paid whether or not the day is worked. It is worth showing because candidates weigh leave policy whether or not anyone prices it.
- How should equity be valued in a total rewards statement?
- At the value vesting in the current year at the current valuation, with the vesting schedule stated. Showing a four-year grant as one year's compensation is the fastest way to lose a candidate's trust.
About this tool
Built by the ViniOffice team. Figures and rules last reviewed 22 September 2026 against the statutory reference this team maintains. Indian statutory rates are date-effective and change by notification — confirm against the current one before running payroll or filing.
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