Free RevOps Tool
FTE Calculator
Full-time equivalents, two ways: standard workforce math on your real full-time week, and the ACA method the IRS uses to decide whether you are an Applicable Large Employer. The two answers differ, and the difference matters.
Count the Team Properly
Headcount in, FTEs out, with the calculation standard labeled so nobody argues about the divisor later.
1. Your headcount
Standard workforce math: part-time hours divided by your full-time week.
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- Full-time employees
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- Part-time weekly hours
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- Part-time FTE
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- Total FTE
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- Annualized check (total hours ÷ 2,080)
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The ACA counts full-time at 30 hours per week, not 40, then counts at most 120 hours per part-time person and divides the aggregate by 120. Monthly hours here are approximated as weekly hours × 52 ÷ 12. At 50 or more FTEs you are an Applicable Large Employer.
How This Calculator Works
The standard method is straight division: add up your part-time staff’s weekly hours, divide by whatever your full-time week is, and add the result to your full-time headcount. Six full-timers on a 40-hour week plus two people at 20 hours each is 6 + 40÷40 = 7.00 FTE. The annualized cross-check divides total yearly hours by 2,080, the standard full-time year, and should land on the same number.
The ACA method exists for one legal question: are you an Applicable Large Employer? The IRS counts anyone averaging 30 or more hours per week (130 per month) as full-time, counts at most 120 hours of service per part-time person per month, then divides the aggregate by 120, per IRC Section 4980H. Because the full-time bar drops from 40 hours to 30 and the divisor changes, the ACA answer is usually higher than the standard one, and at 50 or more FTEs the employer-mandate rules apply.
The formula
| What | The math |
|---|---|
| Part-time FTE (standard) | sum of part-time weekly hours ÷ full-time weekly hours |
| Total FTE (standard) | full-time headcount + part-time FTE |
| Annualized check | total annual hours ÷ 2,080 |
| Part-time FTE (ACA) | aggregate part-time monthly hours (max 120 per person) ÷ 120 |
| ACA full-time | 30+ hours per week (130 per month), per IRC §4980H |
Keep the Math Going
The rest of the free RevOps toolkit, and the team that runs this math for clients.
Employee Cost Calculator
Now see what each of those FTEs actually costs, fully loaded.
ROAS Calculator
Margin discipline for the ad budget those FTEs support.
RevOps & Optimization Services
Capacity models that connect headcount to revenue.
Frequently Asked Questions
What is an FTE?
One FTE is the workload of one full-time employee. The unit lets you add part-time staff into a single comparable headcount: two people working half of a full-time week are one FTE between them. Budgets, capacity plans, and several federal rules all count in FTEs rather than warm bodies.
How is FTE calculated?
Standard method: divide total part-time weekly hours by your full-time weekly hours and add your full-time headcount. ACA method: count everyone averaging 30+ hours a week as full-time, cap each part-time person at 120 counted hours per month, then divide the aggregate by 120. This calculator runs both and labels which one you are looking at.
What is 0.75 FTE in hours?
Multiply by the full-time week. On a 40-hour week, 0.75 FTE is 30 hours; on a 37.5-hour week it is 28.1 hours. There is no universal answer because the full-time denominator is yours, which is exactly why this calculator asks for it.
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