Review pay differences across comparable roles confidently. Model hourly gaps, overtime effects, and retro periods. Export reports quickly for audits, planning, documentation, and follow-up.
| Scenario Item | Example Value |
|---|---|
| Employee pay | $23.00 hourly |
| Comparator pay | $28.00 hourly |
| Regular hours | 40 per week |
| Overtime hours | 5 per week |
| Review period | 52 weeks |
| Bonus gap | $1,200.00 |
| Benefits gap | $800.00 |
| Liquidated multiplier | 1.00 |
1. Convert each pay figure to an hourly equivalent.
Hourly equivalent = Pay amount converted by frequency and weekly hours.
2. Find the pay gap between comparator and employee.
Gross hourly gap = Comparator hourly rate − Employee hourly rate.
3. Adjust for any documented lawful differential.
Unexplained hourly gap = Gross hourly gap × (1 − lawful differential %).
4. Estimate weekly wage loss.
Weekly regular loss = Unexplained hourly gap × regular hours.
Weekly overtime loss = Unexplained hourly gap × 1.5 × overtime hours.
5. Estimate base back pay for the review period.
Base back pay = Weekly total loss × review weeks.
6. Add entered bonus, benefits, and other compensation gaps.
7. Add interest, liquidated damages, penalties, and admin costs.
8. Multiply the per employee total by affected employees.
Enter the employee pay and choose its frequency.
Enter the comparator pay for a substantially similar role.
Add regular weekly hours and any overtime hours.
Set the review period in weeks.
Use the lawful differential field if part of the gap is documented and defensible.
Add bonus, benefits, or other compensation gaps for the same period.
Include interest, damages, penalties, and admin costs when needed.
Click the calculate button to place the result summary above the form.
Use the CSV and PDF buttons to save a working estimate.
An equal pay review helps HR teams spot compensation risk early. Pay issues can grow quietly. They often appear across base wages, overtime, bonuses, and benefits. A structured calculator supports faster internal reviews and cleaner documentation.
This calculator estimates an unexplained pay gap between an employee and a comparator. It converts pay into hourly values. That step helps when one worker is salaried and the other is paid hourly. It then estimates weekly loss, back pay, and added exposure items.
People teams can use this tool during audits, compensation planning, and pre-investigation review. It works well for internal risk screening. It also helps teams prepare for manager discussions, employee relations cases, and policy updates. The export options make recordkeeping easier.
Job comparability matters most. Compare roles with similar skill, effort, responsibility, and working conditions. Weekly hours also matter because salary figures must be converted correctly. Bonus and benefits gaps should match the same review period. Any lawful differential should be documented before it is entered.
This tool is not a legal decision engine. Equal pay claims depend on facts, laws, records, and defenses. Some jurisdictions allow interest, damages, penalties, or broader recovery periods. Others apply different standards. Use the output as a working estimate, not a final conclusion.
Pair this calculator with job descriptions, compensation bands, performance records, tenure data, and market benchmarks. Save assumptions with every run. Review repeat patterns across departments, locations, and managers. A consistent process helps HR teams reduce risk and improve pay equity decisions.
It estimates possible pay equity exposure using entered pay rates, hours, retro weeks, compensation gaps, interest, damages, and optional penalty items.
Yes. The calculator converts weekly, biweekly, monthly, and annual figures into hourly equivalents using the regular weekly hours you provide.
It represents the portion of a pay gap that may be explained by documented, lawful factors such as seniority, production, or another valid defense.
Lower base pay can also reduce overtime earnings. This tool estimates that extra loss using a 1.5 multiplier on entered overtime hours.
Yes. Separate entries keep the estimate clearer and make it easier to explain how total exposure was built from different compensation elements.
No. It is an internal estimate. Final conclusions depend on job comparability, evidence, jurisdiction rules, defenses, and legal review.
Use it when the same pay issue affects multiple employees. The calculator multiplies the per employee estimate to show broader exposure.
Save the comparator choice, dates, assumptions, supporting records, and exports. That makes later audits, discussions, and corrections more consistent.
Important Note: All the Calculators listed in this site are for educational purpose only and we do not guarentee the accuracy of results. Please do consult with other sources as well.