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Financial Tools by Onsurity
Calculate your take-home impact after an increment. Know your new CTC, monthly increase, and estimated in-hand salary boost — in seconds.
2 Modes
Hike % or New CTC
Indian Format
₹ Indian number notation
100% Free
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A salary hike calculator shows your new salary and increment after a raise. The two formulas are Hike % = (New CTC − Old CTC) ÷ Old CTC × 100 and New CTC = Current CTC × (1 + hike% ÷ 100). For example, a 20% hike on a ₹8,00,000 CTC lifts it to ₹9,60,000 — a ₹1,60,000 annual increment, or roughly ₹13,333 more per month before tax (about ₹9,333 in-hand after typical deductions). Enter your numbers below to calculate it either way.
How to use this calculator
Choose a mode
Pick Calculate % Hike if you know both CTCs, or Calculate New CTC if you know your expected hike percentage.
Enter your figures
Type your annual CTC in rupees. No need to add commas — just type the number.
Get instant results
See your hike %, new CTC, monthly increase, and an estimated take-home boost — all in one click.
India tech and corporate sector — 2024–25 data
Source: Naukri JobSpeak, LinkedIn Salary Insights, Glassdoor India — 2024–25. Ranges vary by sector, company size, city, and performance band.
Starting from a ₹10,00,000 CTC, here is how your salary grows at different hike rates. Small differences in annual hike % create large absolute gaps by year 5.
Base CTC: ₹10,00,000. Hike applied annually to the previous year's CTC. No other variables assumed.
A good hike depends on your career stage, the broader market, and the company you work for. Here is how to think about it.
India's CPI inflation runs at 5–6% on average. A hike below this level means your real purchasing power has shrunk even though your nominal pay rose. Aim for at least 8–10% to keep pace with cost-of-living increases in metro cities.
If your industry peers receive 15–20% increments and you receive 8%, that gap compounds over time. Benchmark against your role and city using platforms like Glassdoor, Naukri, and LinkedIn Salary. Data is your strongest negotiation asset.
A 10% hike at a company with strong group health insurance, Group Term Life, and wellness benefits can outweigh a 15% hike at a company where you pay healthcare costs out of pocket. Onsurity employer group cover adds ₹3–8 lakh of insured value per employee — that is real money every year.
A promotion should carry 20–40% additional pay to reflect increased responsibility. A performance hike without a role change of 10–15% is considered strong. If you are being promoted with only an 8% hike, that gap is worth addressing at the table.
Five proven tactics for your next appraisal conversation
Walk in with printed benchmark data. Reference Glassdoor, Naukri, and LinkedIn Salary for your role and city. Citing the market range for this position in your city and anchoring your ask at the 75th percentile is far more persuasive than saying you feel you deserve more.
Instead of saying you worked really hard this year, say you led the migration that reduced infra costs by ₹12 lakh annually, or you closed deals worth ₹2.4 Cr at 132% of quota. Tie your contribution directly to a business number your manager can take upstairs.
The best time to negotiate is before the appraisal cycle closes — not after numbers are finalised. If your company runs April appraisals, have the conversation in January–February when budgets are still open. Post-closure you are negotiating against a locked number.
Negotiating as a percentage of your current CTC perpetuates the gap if you are underpaid. Instead anchor on what the role is worth in the market. If the market range is ₹18 lakh and you are at ₹12 lakh, a 15% hike still leaves you at ₹13.8 lakh — well below market. Make the role value your anchor.
If the cash hike hits a ceiling, negotiate variable pay, remote work allowance, health cover upgrades, ESOPs, or a title change. A ₹5 lakh family floater health cover costs the employer roughly ₹15,000–20,000 per year through group rates — far cheaper for them than ₹1 lakh in cash — but equally valuable to you.
Everything you need to know about salary hikes and increments
CTC stands for Cost to Company — the total annual cost your employer bears for your employment. It includes basic salary, HRA, PF (both employee and employer share), gratuity provision, medical allowance, and other perks. Your in-hand (take-home) salary is always lower because PF deductions, income tax TDS, and professional tax are deducted at source before payout.
In 2025, 10% is at the lower end of the acceptable range for most sectors. For high-performing employees in tech, BFSI, or consulting, 15–20% is more typical. That said, a 10% hike in a company under budget pressure or post-funding tightening is meaningfully different from 10% at a profitable company — context always matters.
Hike % = ((New CTC − Old CTC) ÷ Old CTC) × 100. For example, if your CTC goes from ₹8,00,000 to ₹9,60,000, the hike is ((9,60,000 − 8,00,000) ÷ 8,00,000) × 100 = 20%.
Because the hike increases your gross CTC, not your net salary. As your CTC rises, so do tax deductions (especially if you cross a slab boundary), PF contributions (which are a percentage of basic), and sometimes professional tax. A rough rule: expect 65–75% of the annual increment to reflect in actual take-home. Our calculator uses 70% as the midpoint estimate.
Yes — hike percentages are applied to the previous year's CTC, not your original joining salary. The compounding effect is significant: a consistent 15% annual hike roughly doubles your CTC in 5 years (1.15 raised to the power 5 equals approximately 2.01). This is why negotiating each increment matters — a 3% gap today becomes a large absolute difference by year 5.
Absolutely. A ₹5 lakh group health cover for your family, which Onsurity enables employers to provide from as low as ₹1,199 per employee per month, is real financial protection that a raw CTC number does not capture. Add OPD cover, mental health support, and wellness benefits to build your full Total Rewards picture before comparing two offers on CTC alone.
CTC is broader than gross salary. Gross salary is what you are paid before TDS and employee-side PF deductions — it excludes the employer's PF contribution, gratuity, and other employer-borne costs. CTC includes all employer costs. A CTC of ₹10 lakh might have a gross salary of ₹8.5–9 lakh, and a take-home of ₹7–7.5 lakh depending on your tax slab and exemptions.
CTC Calculator →
Break down your CTC into monthly take-home, HRA, PF, and other components.
Gratuity Calculator →
Calculate gratuity entitlement based on years of service and last drawn salary.
HRA Tax Exemption Calculator →
Find the HRA exemption you can claim and reduce your annual tax liability.
Income Tax Calculator →
Estimate your tax liability under both old and new tax regimes for FY 2025–26.
Employee Benefits ROI Guide →
How health cover and total-rewards benefits factor into a competitive package.
OPD Cover Explained →
What outpatient (OPD) benefits cover and why they add real value beyond cash.
For Employers
Group health insurance, OPD cover, and wellness benefits for your entire team — from ₹1,199 per employee per month. Strengthen every offer letter without increasing cash burn.