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Salary Hike Calculator 2026
This free salary hike calculator works out your new salary from a hike percentage, or your hike percentage from an old and new salary. Use it for CTC, monthly or hourly pay, in rupees or any other currency.
- Hike % to new salary, or new salary to hike %
- Yearly, monthly or hourly pay
- Shows your salary growth over 1 to 10 years
Calculate your salary hike
Enter your current salary and your hike or new salary.
What do you want to find?
Salary is
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Projects your salary if you get the same hike every year.
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Share a few details with your work email to see your result. We will also send you useful HR resources.
What is a salary hike? A salary hike is an increase in pay, shown as a percentage of your current salary. To calculate it, subtract your old salary from your new salary, divide by the old salary and multiply by 100. A CTC that rises from ₹6,00,000 to ₹6,60,000 is a 10% hike.
How to calculate salary hike percentage
A salary hike is the change in pay shown as a percentage of your old salary. The salary hike calculator uses the same two formulas you would use by hand.
Hike % = (New salary − Old salary) ÷ Old salary × 100
New salary = Old salary × (1 + Hike % ÷ 100)
Worked example: hike percentage
Your CTC goes from ₹7,20,000 to ₹8,10,000. The increase is ₹90,000. Divide ₹90,000 by ₹7,20,000 and multiply by 100: your hike is 12.5%.
Worked example: new salary
You are offered a 12% hike on a CTC of ₹9,00,000. Multiply ₹9,00,000 by 1.12: your new CTC is ₹10,08,000, an increase of ₹1,08,000 a year or ₹9,000 a month.
How to use the salary hike calculator
- Choose what you want to find. Pick “New salary from hike %” if you know the percentage, or “Hike % from new salary” if you have an offer letter with the new figure.
- Pick your currency and pay period. Enter yearly CTC, monthly salary or an hourly rate. The calculator converts between them.
- Enter your current salary and the hike percentage or the new salary.
- Click Calculate. You get the new salary or hike percentage, the yearly and monthly increase, and how your pay grows if you get the same hike every year.
Salary hike chart: new CTC after common hikes
Use this chart to check a hike at a glance. It answers questions like “what is a 30% hike on 10 LPA” without opening the calculator.
| Current CTC | 5% hike | 10% hike | 15% hike | 20% hike | 30% hike | 40% hike |
|---|---|---|---|---|---|---|
| 3 LPA | 3.15 LPA | 3.30 LPA | 3.45 LPA | 3.60 LPA | 3.90 LPA | 4.20 LPA |
| 5 LPA | 5.25 LPA | 5.50 LPA | 5.75 LPA | 6.00 LPA | 6.50 LPA | 7.00 LPA |
| 8 LPA | 8.40 LPA | 8.80 LPA | 9.20 LPA | 9.60 LPA | 10.40 LPA | 11.20 LPA |
| 10 LPA | 10.50 LPA | 11.00 LPA | 11.50 LPA | 12.00 LPA | 13.00 LPA | 14.00 LPA |
| 12 LPA | 12.60 LPA | 13.20 LPA | 13.80 LPA | 14.40 LPA | 15.60 LPA | 16.80 LPA |
| 15 LPA | 15.75 LPA | 16.50 LPA | 17.25 LPA | 18.00 LPA | 19.50 LPA | 21.00 LPA |
| 20 LPA | 21.00 LPA | 22.00 LPA | 23.00 LPA | 24.00 LPA | 26.00 LPA | 28.00 LPA |
| 25 LPA | 26.25 LPA | 27.50 LPA | 28.75 LPA | 30.00 LPA | 32.50 LPA | 35.00 LPA |
| 30 LPA | 31.50 LPA | 33.00 LPA | 34.50 LPA | 36.00 LPA | 39.00 LPA | 42.00 LPA |
New annual CTC in lakh per annum (LPA) after each hike. 1 LPA = ₹1,00,000 a year.
Hike on CTC vs in-hand salary
CTC (cost to company) includes everything your employer spends on you: basic pay, allowances, the employer’s provident fund share, gratuity and sometimes bonus or insurance. In-hand salary is what reaches your bank account after income tax, your own PF contribution and professional tax.
Because deductions rise with pay, a 10% hike on CTC usually means a slightly smaller rise in in-hand salary. If part of the hike goes into variable pay or bonus, your fixed monthly pay may rise by even less. Ask HR for the revised salary breakup to see the exact monthly change.
What is a good salary hike in 2026?
Aon’s salary survey of more than 1,400 organisations projects an average salary increase of 9.1% in India for 2026, up from 8.9% in 2025, with attrition easing to 16.2%. Real estate and infrastructure (10.2%) and NBFCs (10.1%) lead the projected increases.
Average salary increase by country, 2026
| Country | Average increase | Source |
|---|---|---|
| India | 9.1% (projected) | Aon |
| Philippines | 5.5% median budget | WTW |
| South Africa | About 5% (preliminary forecast) | Axiomatic |
| Malaysia | 4.8% budgeted | Aon |
| Saudi Arabia | 4.6% (forecast) | Gulf Business |
| Singapore | About 4% | Mercer |
| USA | 3.5% budget (3.3% merit) | Mercer |
| Australia | 3.5% median budget | WTW |
| New Zealand | 3.5% budget | WTW |
| UAE | 3.4% average budget | Korn Ferry |
| Canada | 3.1% (excluding freezes) | Normandin Beaudry |
| UK | About 3% median award | Brightmine, CIPD |
| Ireland | 2.9% expected | CIPD and IRN |
Averages hide a wide range. Top performers and people in high-demand roles often get more, a promotion usually comes with a bigger hike, and a job switch can bring a larger jump than an annual appraisal. Pay budgets are much lower in some markets: US employers budget about 3.5% for 2026 and UK pay awards are centred around 3%. The table above links to a calculator page for each country.
Hike, increment, appraisal and raise: what is the difference?
| Term | What it means | Where it is used |
|---|---|---|
| Salary hike | The percentage increase in pay, usually on CTC | India |
| Increment | The amount or percentage added to pay, often yearly | India, Middle East |
| Appraisal | The performance review that decides the hike | India |
| Raise or merit increase | A pay increase, often linked to performance | USA |
| Pay rise or pay award | A pay increase, often an annual award for all staff | UK |
The maths is the same for all of them, so one salary hike calculator covers every term.
For HR teams: planning hikes with a merit matrix
Many companies link hikes to performance ratings with a merit matrix. The example below is illustrative only. Your bands depend on your budget, market data and where each person sits in their pay range.
| Performance rating | Example hike range |
|---|---|
| Exceeds expectations | 12% to 15% |
| Meets expectations | 8% to 10% |
| Partially meets | 3% to 5% |
| Does not meet | 0% |
Hikes feel fair when the ratings behind them are consistent across managers. Calibrated reviews and clear goals make that easier, which is where performance management software helps.
Sources
Salary data on this page, reviewed in October 2026:
- Aon, Salary Increase and Turnover Study India 2025-26 (press release, 24 Feb 2026)
- WorldatWork, Mercer forecasts 3.5% total salary increase budgets for 2026
- NatWest Group Mentor, Average salary increases in the UK 2026 (Brightmine, CIPD, IDR and ONS figures)
- Normandin Beaudry, Salary increase projections for 2026 budgets continue to decline
- WTW Australia, Salary budgets have stabilised as employers focus on pay strategy for 2026 (Jan 2026)
- HRD New Zealand, Salary budgets hold as real wages rise (WTW Salary Budget Planning Report, Feb 2026)
- HRM Asia, Singapore salaries set to rise 4% in 2026 (Mercer Total Remuneration Survey, Jan 2026)
- Aon, Aon survey projects 4.8 percent salary growth for Malaysia in 2026 (Dec 2025)
- WTW Philippines, Salary increases in Philippines expected to remain stable at 5.5% (Salary Budget Planning Report, Jul 2025)
- BusinessTech, What to expect for salary increases in South Africa in 2026 (Axiomatic forecast, Dec 2025)
- CIPD, Downward trend in pay increases for Irish companies (CIPD/IRN survey, Mar 2026)
- Khaleej Times, UAE salary increases to average 3.4% in 2026 (Korn Ferry, Aug 2026)
- Gulf Business, UAE salary rise 2026 forecast with GCC figures (Nov 2025)
Deciding hikes for your whole team?
Peoplebox connects performance reviews, goals and calibration, so hike decisions rest on consistent, documented performance data.
Related HR guides
- Performance appraisal: process, methods and examples
How appraisal ratings are set before hikes are decided.
- Employee performance reviews: process, types and examples
Run reviews that give pay decisions a fair basis.
- Performance calibration
Align ratings across managers before raises are finalized.
- Talent retention strategies
Pay is one lever. These are the others that keep people.
More free HR tools
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Frequently asked questions
How do I calculate my salary hike percentage?
Subtract your old salary from your new salary, divide by the old salary and multiply by 100. For example, a CTC that goes from ₹6,00,000 to ₹6,60,000 is a 10% hike: (6,60,000 − 6,00,000) ÷ 6,00,000 × 100 = 10%.
How do I calculate my new salary after a hike?
Multiply your current salary by (1 + hike % ÷ 100). A 15% hike on ₹8,00,000 gives ₹8,00,000 × 1.15 = ₹9,20,000 a year.
What is a 30% hike on 10 LPA?
A 30% hike on 10 LPA takes your CTC to 13 LPA, which is ₹13,00,000 a year or about ₹1,08,333 a month before tax and deductions.
Is the hike calculated on CTC or in-hand salary?
Most Indian employers state hikes as a percentage of CTC. Your in-hand pay rises by less than the hike percentage because tax, provident fund and other deductions also go up.
What is a good salary hike in India in 2026?
Aon’s salary survey projects an average increase of 9.1% for corporate India in 2026, up from 8.9% in 2025. A hike well above that average usually reflects strong performance, a promotion or a role in high demand.
Is this salary hike calculator free?
Yes. The salary hike calculator is free and works for any currency. You share your name, work email and phone number once to see results.
Are my salary details stored?
No. The calculator runs in your browser, so salary figures are never sent anywhere. Only the name, work email and phone number you enter are shared with Peoplebox.