What this calculator does
Full-time equivalent, or FTE, converts a mixed workforce of full-time and part-time staff into a single headcount figure, as if everyone worked a standard full-time week. It is the number budgeting, staffing and compliance decisions are usually built on, because raw headcount treats a person working eight hours a week the same as someone working forty.
FTE is not the same as headcount. A team of ten people might only be six FTE if half of them work part time, and that six-FTE figure is what actually reflects the labour capacity available, which matters for anything from award-per-employee thresholds to comparing staffing costs across teams of different shapes.
The formula
Add the full-time headcount directly, since each full-time person already counts as one FTE. For part-time staff, add up their combined weekly hours and divide by the standard full-time week, which converts those hours into an equivalent number of full-time positions. The two figures add together for the total FTE.
| Term | Meaning |
|---|---|
| FTE | Full-time equivalent: full-time headcount plus the part-time hours converted to an equivalent headcount. |
| Standard full-time week | The number of hours that counts as one full-time position at this organisation, commonly 38 or 40. |
| Part-time FTE contribution | Combined part-time hours divided by the standard full-time week. |
The inputs explained
| Field | What to enter |
|---|---|
| Full-time headcount | The number of staff already working a full standard week. |
| Total weekly hours worked by all part-time staff combined | The combined weekly hours of all part-time staff added together, not per person. |
| Standard full-time hours per week | The number of hours that defines one full-time position at this organisation. |
When to use it
Budgeting for a mixed team
A roster with several part-time staff needs an FTE figure, not a headcount, to compare fairly against a budget or staffing model built around full-time positions.
Checking compliance thresholds
Some obligations and reporting requirements are triggered by FTE count rather than raw headcount, so an accurate FTE figure matters beyond internal planning.
Comparing staffing levels across sites
Two locations with the same headcount can have very different labour capacity if one relies more heavily on part-time staff, and FTE is what makes that comparison meaningful.
Worked examples
Every figure in the tables below is produced by this page’s own calculator at build time, so the numbers and the tool always agree. Select any row to load that scenario.
How total FTE changes as part-time hours increase at a fixed full-time headcount
A fixed 8 full-time staff, with the combined part-time hours varied.
| Combined part-time hours | Total FTE | Part-time FTE contribution |
|---|---|---|
| 38 | 9.00 | 1.00 |
| 76 | 10.00 | 2.00 |
| 114 | 11.00 | 3.00 |
| 152 | 12.00 | 4.00 |
| 190 | 13.00 | 5.00 |
| 228 | 14.00 | 6.00 |
How total FTE changes as the standard full-time week changes
The same 8 full-time staff and 150 part-time hours, against a range of standard week lengths.
| Standard full-time week | Total FTE | Part-time FTE contribution |
|---|---|---|
| 30 hrs | 13.00 | 5.00 |
| 35 hrs | 12.29 | 4.29 |
| 38 hrs | 11.95 | 3.95 |
| 40 hrs | 11.75 | 3.75 |
| 45 hrs | 11.33 | 3.33 |
Questions
Does FTE have to be a whole number?
No. FTE is routinely a decimal, such as 6.4, because part-time hours rarely divide evenly into the standard week. Reporting a fractional FTE is normal and expected.
What standard week should I use?
Use whatever hours define a full-time position at your organisation or under the relevant award or contract. It is commonly 38 or 40 hours, but this varies by industry and jurisdiction.
How is FTE different from headcount?
Headcount simply counts people, regardless of hours worked. FTE weights each person by how much of a full-time week they actually work, so a part-time team shows a lower FTE than its headcount.
Should casual or contract staff be included?
That depends on what the FTE figure is being used for. Some reporting requirements define exactly who counts, so check the relevant definition before deciding whether to include casual or contract hours.
Once you know your FTE, the staffing ratio calculator shows how that capacity compares to the units or people being served.