In-Hand Salary Calculator

Why CTC and take-home are so far apart

Cost to company is what your employer spends. Take-home is what survives after four separate deductions, and in India they compound in an order that is easy to get wrong. Your employer's EPF contribution is inside CTC but never reaches you. Gratuity accrues but is not paid monthly. Professional tax is levied by your state, not the centre. And income tax is computed on a taxable figure that is neither your CTC nor your gross.

The gap between the two numbers is routinely 20–30% of CTC, which is why an offer that looks like a raise sometimes is not one. This calculator shows every deduction as its own line so you can see which component is doing the damage.

What the calculation includes

Employee and employer EPF at 12% of basic (with the ₹15,000 statutory wage ceiling handled correctly, since applying it or not changes the answer materially at lower salaries), gratuity accrual at 4.81% of basic, state professional tax, the standard deduction, and income tax with cess and surcharge under whichever regime you select.

• Both tax regimes, computed side by side rather than assumed
• The ₹15,000 EPF wage ceiling applied correctly
• State-wise professional tax, not a single national guess
• Cess and surcharge, including the marginal-relief band
• The assessment year used, printed next to the result

Tax slabs are versioned, and the year is on the result

Indian tax law changes every February, and a take-home figure that is quietly wrong after a budget is worse than no figure at all. Every slab, cess rate, surcharge threshold, standard deduction and statutory cap lives in one versioned file keyed by assessment year, each year is covered by tests with worked examples checked against the Income Tax Department's own calculator, and the assessment year used appears next to your result rather than in a footnote.

What it will not do

It is an estimate, not tax advice, and it cannot know things your offer letter does not state: a variable bonus that may not pay out, a joining bonus with a clawback, employer NPS, or a salary structure your employer has customised. Treat the output as a starting point for a conversation, and treat any figure that decides whether you accept an offer as worth confirming with your prospective employer's own breakup.