FTE Calculator
Add your people or roles and their hours to see the team in full-time equivalents, work out how many people a target FTE takes, or count the hours in a work year. Set the full-time week your organization uses.
Full-time week
The week your organization counts as 1.0 FTE.
- FTE 1
- FTE 0.5
- FTE 0.75
Total FTE
2.25
3 people, 2.25 FTE
Total hours
90 h
1.0 FTE = 40 hours per week
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What FTE means
FTE, full-time equivalent, measures work in full-time schedules instead of people. 1.0 FTE is one person on the full-time week; someone on half that is 0.5 FTE. A team of one full-timer at 40 hours, one part-timer at 20 and one at 30 is three people but 2.25 FTE on a 40-hour week.
Budgets, staffing plans and staffing-agency quotes use FTE because hours, not heads, decide cost and coverage. Two part-timers can cover one full-time role; one full-timer cannot cover two.
How to calculate FTE
FTE = hours worked ÷ full-time hours for the same period. Per week on a 40-hour standard, 30 hours is 30 ÷ 40 = 0.75 FTE. Add each person's FTE for the team total.
Keep the period the same on both sides. If you have monthly hours, compare them with monthly full-time hours: 40 × 52 ÷ 12 = 173.33 hours, so 130 hours in a month is 0.75 FTE. The calculator converts the standard to weeks, two weeks, months or years for you.
Overtime counts above 1.0 by default (50 hours on a 40-hour week is 1.25 FTE). If your report counts nobody above one full-time schedule, tick "Cap each person at 1.0 FTE".
Hours in a work year
A 40-hour week for 52 weeks is 2,080 hours (40 × 52), the figure behind most "hourly to annual" maths. Paid holidays and PTO are still paid hours but not worked ones: 10 holidays and 15 PTO days at 8 hours are 200 hours, leaving 1,880 hours actually worked.
Use scheduled hours when you compare pay or budget FTE, and worked hours when you plan coverage: a role that must be covered 2,080 hours a year needs more than one person once time off is taken.
FTE vs headcount
Headcount is the number of people; FTE is the amount of work they are scheduled for. A sales team of 12 with four part-time inside reps at 20 hours is 12 heads and 10 FTE. Report both: headcount for onboarding, laptops and licences, FTE for cost and capacity.
Side note: FTE for the ACA employer mandate
The Affordable Care Act counts differently. The IRS treats as full-time an employee with "on average at least 30 hours of service per week during the calendar month, or at least 130 hours of service during the calendar month". To count full-time equivalents, it says to "combine the number of hours of service of all non-full-time employees for the month but do not include more than 120 hours of service per employee" and "divide the total by 120".
Example: part-timers with 80, 100, 130 and 60 hours in a month count as 80 + 100 + 120 + 60 = 360 hours, and 360 ÷ 120 = 3 full-time equivalents. That count, with full-time employees, decides whether an employer has 50 or more on average and is an applicable large employer. It is not the same as a 40-hour FTE, and this calculator does not work it out for you.
FTE results are planning numbers. Full-time hours, overtime and benefits eligibility are set by your contracts, your policy and the law where you are; this page is not tax or legal advice.
Source (read 7 October 2026):
For sales leaders and staffing reps: staffing sales, field sales management, sales onboarding.
The FTE number is the easy part. The staffing call is where it gets decided.
Which roles, how many hours and from when: that is agreed in a planning meeting or on a call with the client. Record the conversation in ParrotNotes and get the summary and action items, so the plan you build matches what was agreed. Free for 100 minutes of recording a month.
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