Offer structure audit
Salary Breakup Calculator
Open the CTC instead of treating it like one number. Audit Basic, HRA, special allowance, variable pay, employer PF, gratuity, employee PF, professional tax and estimated income tax, then carry the findings into take-home, negotiation and offer comparison.
Your offer
Tune payroll assumptions
Planning estimate under the current new-regime salary-tax model. Actual payroll can differ because of employer structure, declarations, benefits, insurance, bonus timing, state tax and other deductions.
Monthly in-hand
₹91,877
Annual in-hand
₹11,02,523
Take-home ratio
91.9%
of headline CTC
Use it for a real decision
What this calculator is trying to answer
- Check whether an offer's fixed components add up sensibly before comparing it with another company.
- See how changing Basic from 40% to 50% can affect PF, gratuity and the balancing allowance.
- Separate employer-side costs from employee deductions so CTC is not mistaken for recurring salary.
- Identify variable and employer-cost components that should not be valued like guaranteed monthly cash.
- Use the structure to ask HR specific questions, then compare the verified package rather than a headline number.
Worked thinking
The same ₹12 lakh CTC can produce a different offer decision
One company may keep PF near the statutory wage-ceiling assumption and another may contribute on full basic. One may include gratuity and a large variable component; another may keep most compensation fixed. Audit each component first, estimate take-home second, and only then compare the offers and market evidence.
The useful part is not the exact rupee at the end. It is seeing which assumptions move the answer: PF basis, variable pay, gratuity, tax, commute cost, or the salary band for your actual role.
Questions people ask before accepting an offer
What is the difference between CTC and gross salary?
CTC is the employer's total annual cost. Gross salary is closer to the employee's salary earnings before employee-side deductions. Employer PF, gratuity provision and some benefits can sit inside CTC without appearing as monthly cash.
What percentage of CTC should Basic salary be?
There is no universal percentage. Many private-sector structures use a Basic component around 40–50% of CTC or gross, but company policy, wage rules and compensation design can differ. Treat the calculator as a scenario, then verify the written breakup.
Why does Jobiba let me switch PF assumptions?
Because real offers differ. Some employers calculate contributions on full Basic while others use the statutory wage-ceiling basis where applicable. That difference can materially change take-home and employer cost.
Is gratuity money I receive every month?
No. A gratuity provision may be shown inside CTC as an employer cost, but it is not normal monthly take-home. Eligibility and actual payment are governed separately from the way an offer letter displays CTC.
What should I verify before accepting a salary breakup?
Confirm fixed versus variable pay, payout conditions, PF basis, gratuity treatment, one-time bonuses, insurance or benefits and any clawback terms in the actual offer or employer policy. Jobiba does not infer those terms from the CTC.
Keep going
Turn the number into a career decision
CTC to in-hand
Turn the audited structure into an estimated recurring monthly bank-account amount.
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Offer comparison
Compare two verified packages across recurring cash, variable risk, work costs and career factors.
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Salary negotiation
Use role-and-city market evidence to discuss a weak fixed component or total package.
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Job switch planner
Put the audited offer beside current CTC, estimated in-hand change and market evidence.
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Salary market
Check whether the package sits below, around or above the current market for your role.
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