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How to Calculate the Cost-to-company (CTC) Structure (with Formula)

The cost-to-company, abbreviated as CTC, refers to the sum total of all employee-related expenditures made by an organization over the course of a single year. The process of calculating CTC can be made easier for you by using one of the specialized formulas that are available. You will be able to gain a better understanding of the foundation of your salary structure if you first become familiar with the many terms that are applied, as well as the procedure that is utilized to establish the CTC. This post will teach you all about the various parts that make up the CTC structure, as well as walk you through the computation process for obtaining the CTC structure.

Related: Explanation on Salary Structure and Salary Components

How to Calculate the CTC Structure?

By looking at the steps for how to figure out the CTC structure, you can learn about the different parts of your salary. CTC is the total amount of pay an employee gets from their company in a year. This includes free food, health insurance, and other costs. CTC package is a term that is often used by companies when they offer jobs to people.

You can figure out your CTC by adding up your salary and all the perks you get from your companies. CTC is the amount a company has to pay to hire and support all of its employees. Here are the steps to figure out the structure of the CTC:

  • Find out your basic salary:

The employee’s basic pay is their main source of income and can be anywhere from 40% to 50% of their gross salary. The base pay of an employee is used as the starting point for figuring out the CTC because it is a fixed amount. Bonuses, allowances, and bonuses are not part of the basic pay. The company gives its employees a basic salary in exchange for their work. It makes up a big part of what employees actually get to keep. People have to pay taxes on their basic wages. People whose basic salaries are higher pay more in taxes on them.

Here is the formula to calculate your basic salary:
Basic salary = Gross Salary – All Allowances
  • Find out House Rent Allowance (HRA):

A lot of companies help their employees pay rent by giving them a house rent payment. Most of the time, the house rent payment is not taxed. Companies give employees a house rent allowance to help them pay for the cost of renting a home. Section 10(13A) of the Income Tax Act says how the house rent credit is calculated. The amount of this allowance may change based on the employee’s pay and where they work.

  • Find out Dearness Allowance (DA):

To assist their employees in coping with the effects of inflation, many companies now set aside a predetermined amount of the base income for this purpose. It’s possible that the dearness allowance will change based on where the employees are located. Taxes may be deducted from the dearness allowance. Those working for the government and those who have retired from the government receive a dearness allowance from the government.

There are the following types of dearness allowances:

Cost of Living Allowance (COLA): COLA is a type of dearness allowance that aims to help employees cope with the rising cost of living. It is usually based on the Consumer Price Index (CPI), which tracks changes in prices of essential goods and services. COLA ensures that employees’ salaries keep up with inflation, maintaining their real purchasing power.

Variable Dearness Allowance (VDA): VDA is a fluctuating dearness allowance that is revised periodically, often on a monthly basis, based on changes in the cost-of-living index. It is commonly applicable to employees in industries such as manufacturing, textiles, and other sectors where the cost of living can significantly impact employee’s standard of living.

Industrial Dearness Allowance (IDA): IDA is a form of dearness allowance that is specific to employees working in public sector enterprises and government-owned companies. It is calculated based on the All-India Consumer Price Index for Industrial Workers (AICPI-IW) and is revised at regular intervals, typically every three months.

Special Allowance (SA) or Special Pay (SP): Some organizations use a special allowance or special pay as a dearness allowance. This allowance is often designed to compensate employees for specific hardships or difficult working conditions they might face, which could include adjusting for the increased cost of living in certain regions.

City Compensatory Allowance (CCA): CCA is a type of dearness allowance provided to employees who work in metropolitan cities or areas with a high cost of living. It aims to offset the higher expenses associated with living in such urban centers.

Variable Pay or Performance-Based Allowance: In some cases, organizations link dearness allowance to an employee’s performance. If an employee meets or exceeds certain performance targets, they may receive an additional allowance as part of their compensation, which can also serve as a form of dearness allowance.

It’s important to note that the availability and types of dearness allowances can vary based on factors like industry practices, geographical location, government regulations, and company policies. Employees should refer to their employment contracts, company policies, and applicable laws to understand the specific types of dearness allowances they are eligible for.

  • Determine Medical and Conveyance Allowances:

Medical allowance is the amount that companies pay to their employees to help them pay for their medical bills. This allowance is part of how much employees get paid. Employees can get their medical pay even if they don’t have medical bills to show for it. This amount is subject to taxes.

Many companies give their employees a transportation payment to help pay for the costs of getting to and from work and home. Employers give their employees extra money on top of their basic pay to help them pay for transportation. Depending on how much a company gives an employee for transportation, there may be a tax on that money. Companies that can’t help their employees get to and from work give them a “transportation allowance.”

  • Find out Leave Travel and Other Allowances:

Leave travel allowance is a reward that companies give to their employees to help them pay for travel costs while they are on leave. Under the Income Tax Act, this sum is not subject to tax. Employees can get this pay if they can show proof of how much they spent on travel. Many companies only pay for travel within the country when someone is on leave.

In addition to the basic salary and allowances, employees also get some other benefits from their companies. These amounts could be taxed in full. Employees may also get a servant allowance, an entertainment allowance, meal benefits, and a school allowance for their children. Extra benefits can be different from one company to the next.

  • Add Incentives or Bonuses:

An incentive or bonus is a prize for good work that is given by a lot of companies. As a prize for meeting a set of performance goals, employers often offer an incentive. The bonus money that employees get is taxed and added to their gross salary.

There are the following two types of incentives that companies offer to employees:

a. Monetary Incentives:

Monetary incentives involve providing employees with additional financial compensation based on their performance, achievements, or contributions. These incentives are directly tied to specific goals, targets, or outcomes. Some examples of monetary incentives include:

Performance Bonuses: These are one-time or periodic payments given to the employees who meet or exceed performance targets or achieve specific goals. Performance bonuses can be tied to individual, team, or organizational objectives.

Commission: Commission-based incentives are commonly used in sales-related roles. Employees receive a percentage of sales revenue they generate, providing direct motivation to drive sales and revenue growth.

Profit Sharing: Companies share a portion of their profits with employees as a form of incentive. This can be distributed among all employees or a specific group, fostering a sense of ownership and alignment with the company’s financial success.

Stock Options or Equity-Based Incentives: Employees are offered the opportunity to purchase company shares at a discounted price or are granted stock options. This aligns their interests with the company’s long-term success.

Retention Bonuses: To retain valuable employees, companies may offer retention bonuses. These are given to employees who stay with the company for a specified period, encouraging them to remain committed.

b. Non-Monetary Incentives:

Non-monetary incentives focus on providing employees with rewards and recognition beyond financial compensation. These incentives acknowledge employees’ efforts, contributions, and achievements, enhancing job satisfaction and engagement. Examples of non-monetary incentives include:

Employee Recognition Programs: Publicly acknowledging and celebrating employees’ accomplishments through awards, certificates, or announcements can boost morale and motivation.

Employee of the Month/Quarter: Highlighting outstanding employees on a regular basis can create healthy competition and encourage exceptional performance.

Flexible Work Arrangements: Offering flexible work hours, remote work options, or compressed workweeks can be a powerful incentive that enhances work-life balance and job satisfaction.

Professional Development Opportunities: Providing the employees with opportunities for training, skill development, workshops, and career advancement can motivate the employees to improve their overall performance and contribute to the organization’s growth.

Employee Well-being Programs: Initiatives such as wellness programs, health benefits, and employee assistance programs can demonstrate the company’s commitment to employees’ physical and mental well-being.

Meaningful Work and Autonomy: Allowing employees to work on projects aligned with their interests and granting them autonomy can be an intrinsic incentive that increases job satisfaction and engagement.

Both monetary and non-monetary incentives play a crucial role in fostering a positive work environment, driving performance, and retaining talented employees. The choice of incentives often depends on the company’s culture, industry, and the specific goals it aims to achieve.

  • Deduct Employee Provident Fund (EPF):

Employee provident fund it is a retirement benefits scheme by the government. According to this scheme, both the employees and employers contribute around 12% of their basic salary to an employee provident fund account. If you are an employee, then your contribution towards the EPF is non-taxable. During an emergency, employees are able to withdraw some part of their provident fund after a year of work experience.

  • Deduct Professional and Income Tax:

Professional tax deductions are in the CTC’s last portion. Professional tax policies differ by firm state. The government may tax employees directly via professional tax. The tax rate varies per state. The Income Tax Act allows the employers to deduct professional tax from employee gross salary.

Personal income is taxed. Many corporations pay staff after taxes. Income tax varies by slab and rate. Tax deduction at source (TDS) occurs when firms subtract taxes from employee salaries. The corporation pays the government the tax deducted.

  • Find out Gratuity:

Gratuity is a portion of an employee’s compensation received from the employer in exchange for services rendered upon leaving the employment.

Though an employee can only get the gratuity amount after 5 years, it is deducted by the company every year and so taken from your CTC.

Formulas to Calculate CTC:

CTC = gross salary + gratuity + PF ,   or

CTC = basic salary + benefits + PF


Understanding Comprehensive Total Compensation (CTC) calculations is crucial in employment. As we’ve seen in this comprehensive overview, CTC includes several factors that affect an employee’s wages beyond income. Employees can make better career selections, negotiate better terms, and comprehend their entire salary by knowing CTC calculation.

While transparent salary negotiations build trust and employee happiness, employers’ benefit. A well-structured CTC shows an organization’s dedication to fair and comprehensive remuneration, fostering a harmonious and productive workplace.

Whether you’re an employee searching for a job or an employer setting compensation rule, learning CTC calculation is a step toward a rewarding career.


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