If you, for instance, choose the first method, enter all the actual hours worked (including PTO) and divide that number with 2,080 to get the final FTE. To help you determine if you are eligible for a small-employer healthcare tax credit, you need to count the number of employees employed in your company throughout the year. However, if your company employs part-time employees as well, several of them together may equal 1.0 FTE. To calculate the FTE for all employees in your company, consider the full-time and part-time employees you employ. Let’s say that a full-time weekly schedule in your company is 40 hours per week, and your employees are scheduled with 40 hours of work a week. This is a straightforward example since each employee who works 40 hours per week in your company has a 1.0 FTE.

By comparing full-time employee’s numbers between industry competitors a company can analyze its current status about staffing, this can lead to conclusions like whether the company is under-staffed or over-staffed. Under normal circumstances, a full-time employee works 8 hours a day for 5 days a week. That would mean that a full-time employee would work an approximate of 40 hours a week and 160 hours a month. A full time equivalent (FTE) is a unit of measure that indicates the number of hours a person works in a typical week. In order to calculate an FTE, the number of hours worked in a week are multiplied by the number of weeks worked in a year.

How to calculate FTE for individual employees (+ examples)

Many organizations in the health or technology sector consider 1.0 FTE eligibility for employee benefits like health insurance and retirement plans. If you have at least 50 FTEs employees, you are an ALE for the year, which means you are subject to specific reporting requirements and share responsibilities under the ACA. The IRS Taxpayer Advocate Service has an Employer Shared Responsibility Provision (ESRP) Estimator to help you determine FTEs and see if you qualify as an ALE. You typically would not include hours that owners or partners work within this calculation, but you can do so for your own accounting purposes if you want to include labor from ownership as part of your evaluation. Request a proposal today to learn more about our international payroll services and how we can help you manage and grow your global team.

Manually calculating and then recalculating your FTE can lead to errors and discrepancies in data, this is why it is a good idea to use workforce planning tools and automate this process from the very beginning. In this article, we’re going to break down the very concept of FTE and explain why it is so important in project management. You can seamlessly collaborate with remote and in-person colleagues in a professional and stylish office space. For example, 1.0 is typically the FTE representation of an individual’s full work/school day, while 0.5 would indicate half of the original figure, generally in reference to the workday.

Full-Time Equivalent Calculator

All you need to do is enter how many hours of work are required to complete the whole project (estimated time), and then how many hours a day your employees will work on that specific project. They also use it to calculate labor costs for the expected project workload and subsequently define the funds needed to finish a project. For instance, in terms of business, calculating FTEs may be of great use when determining how many hours part-time employees should work to equal the number of hours full-time employees work. Such calculations facilitate accounting processes such as estimating wages, payroll, costs, etc. There are some exceptions when calculating FTE for the purposes of the small business tax credit. One FTE equals 2,080 hours per year and the total number of employees is taken into account rather than the number of hours they have worked.

To get a total, divide the total number of full-time hours worked by part-time hours worked. For example, if your full-time employees work 40 hours per week and part-time workers average 20 hours per week, divide 40 by 20 and you’ll get 2, meaning two part-time workers equal one full-time employee. In other words, one part-time employee is equal to 0.5, or half, of a full-time employee for hours, worked. The full-time equivalent is used to determine employer size under the ACA. Any employee working at least 30 hours per week is considered full time.

FTE vs. headcount vs. hours — is there a difference?

If a part-timer completes 10 hours a week, then four such part-timers will constitute one full-time employee. Full-time equivalent, or FTE, is a metric company based in the U.S. use to count how many hours all workers — including full-time, part-time, flexible, temporary, and as-needed employees — have worked. You might also find FTE referred to as whole-time equivalent (WTE) or work-year equivalent (WYE), depending on the context. This means that the number of working hours of the company’s 3 part-time employees equals the number of working hours of 2 FTEs.

Monique Danao is a journalist and freelance writer who has worked with several startups and tech companies. Her work has been published in Sitepoint, Fast Capital 360, Social Media Today, WPMayor among other publications.

What is a full-time equivalent employee?

This metric provides a useful way to measure all of the hours worked by each type of employee thereby helping businesses organize their headcount more effectively. Daniel, Nicole and Bobby do not work a full 40 hours a week, and full time equivalent to calculate the Full-Time Equivalent of the hours they work, you must divide each employee’s working hours by the company’s hours for a full-time workweek. This includes three full-time employees that work 40 hours per week.

• Make sure to exclude time allotted for paid leave and sick leave.
• This number doesn’t reflect sick leave, paid time off, seasonal assistance, or paid overtime.
• As you will understand by the end of this article, there are plenty of situations in which knowing the meaning of FTE and how to calculate it can be quite useful.
• When calculating your FTEs for basic accounting or business purposes, the simplest way to do it is to divide total annual work hours for all employees by an average full-time annual work schedule.
• I do web and smart-contract development, IDO, DAO and DeFi, CEX and DEX listings.

This is where the concept of the full-time equivalent (FTE) employee comes in. This is done by counting somebody who works half as much as a full-time employee as half an employee, and so on. It might sound cold, but it’s a vital metric when companies are applying for government loans, and when determining whether the company is large enough to have to follow certain laws. The calculation is straightforward — enter the number of full-time employees together with the total number of hours worked by part-time employees per week. The calculator will tell how many full-time employees that represents and whether or not you are an Applicable Large Employer.

How to Calculate Full Time Equivalent (FTE)?

It’s high time to put an end to these inadequacies and give your resource management process an edge. Employers may also base their extra benefits and bonuses on the number of hours worked. A company may https://www.bookstime.com/ have the policy that only employees working 0.75 FTE and higher receive paid vacation days or a longer lunch break. However, that doesn’t always accurately depict the workload a company can carry.