FTE Calculator – Full-Time Equivalent Headcount
Convert mixed schedules into a single full-time equivalent headcount.
How to Use
- Enter the full-time schedule your organization considers one FTE.
- Add the number of full-time and part-time employees plus average hours.
- Include recurring contractor hours to capture flexible capacity.
- Select the number of weeks you want to model to see coverage for that window.
Why FTE matters
Full-time equivalent (FTE) counts translate mixed schedules into a single number so finance, HR, and operations teams can speak the same language about capacity. Converting hours into FTEs makes it easy to compare staffing plans, track utilization, and align budgets to actual effort.
- Show how flexible labor complements core headcount.
- Benchmark team capacity against demand forecasts.
- Translate staffing plans into budget-ready units.
Tips for workforce planning
Revisit standard hours when your organization changes workweek expectations, such as four-day schedules or peak seasons. Capture part-time and contractor hours separately so you can quickly adjust either lever when budgets tighten.
Use the weeks selector to translate FTE needs into the exact time horizon you are planning. Quarterly or seasonal windows highlight whether temporary labor is enough or if you should hire permanent staff.
Frequently Asked Questions
- What is considered one FTE?
- Organizations usually define one FTE as 40 hours per week, but you should enter whatever schedule represents a full-time employee for your team. The calculator uses that value as the baseline for every conversion.
- How should I treat freelancers or agencies?
- Enter the hours you regularly purchase from contractors in the dedicated field. Those hours convert to FTEs the same way as employees so you can see how much capacity comes from flexible labor.