What Is Full-Time Equivalent? How to Calculate FTE

In this respect, all information provided is without guarantee of correctness, completeness and up-to-dateness. FTE can serve as a parameter for your decision-making as a manager regarding promotions, dismissals, division of tasks, training and talent development. Through this, you can identify the needs and internal capabilities of your employees more easily, as well as exercise more strategic management. The underlying period can be, for example, a day, a month or even a year. In short, it is a crucial term that is important for HR specialists and accountants alike.

  • To get FTE for the year, divide the total annual hours worked by 2080, which assumes a 40-hour workweek for 52 weeks of the year.
  • An FTE of 1.0, for example, corresponds to the hours worked in a day for a full-time employee.
  • 2,080 hours are worked by a full-time employee who works 52 weeks a year.
  • This provision also requires employers to give employees 1095-Cs for tax purposes and to determine whether the ALE owes further payments or penalties.
  • As a rule of thumb, the equivalent number of part-time workers is derived by dividing the total number of working hours by the number of hours worked by a full-time employee.

The workplace can become more creative and productive when more individuals collaborate, share ideas, and build on one another’s work. Even though increasing the number of full-time equivalents may result in more creative work, it is crucial to realize that creativity has many different components and is influenced by a variety of factors. Improved efficiency – FTE allows you to accurately assess the amount of resources needed for a project and scale up or down as the project progresses. FTEs can be used to quantify staff productivity and efficiency by comparing the number of FTEs to variables such as revenue, output, or customer satisfaction. Learn more about small business finance and accounting on our resource guide.

What is Full-time Equivalent (FTE) & How to Calculate It

So we can say that fte meaning is good for morale and your employees will work even better with FTE. FTE is used to figure out how productive a team or organization is by dividing the number of full-time employees by the total number of hours worked by all employees. Adding more FTEs to a team or organization can make them more productive.

You can take the average number of hours spent by part-time employees per week and not make separate calculations every week. Still, in this case, it’s more reasonable to take some bigger periods, let’s say, 90-day or 120-day periods, during which you can take the average number of hours spent by part-time employees. For full-time employees — Each employee who worked more than 40 hours per week on average during a specific calculation period counts as 1.0 FTE.

Why Should You Calculate FTE?

To plan the workload and determine the necessity to hire more employees. We need to calculate the number of hours this employee works during the year. When using FTE alongside other performance metrics, it can become easier to understand per-employee costs and output in a large organization.

If a normal work week consists of 40 hours, an employee who works for 40 hours per week has an FTE of 1.0 while a part-time employee working only 20 hours per week has an FTE of 0.5. A full-time equivalent is a unit of measurement used to figure out the number of full-time hours worked by all employees in a business. If your business considers 40 hours to be a full-time workweek, then an employee working 40 hours per week would have an FTE of 1.0. In contrast, a part-time employee working only 20 hours per week would have an FTE of 0.5—which shows that their hours worked are equivalent to half of a full-time employee. FTE goes even further than solely calculating project or staffing needs. If you employ 50 or more full-time equivalent employees then you are required to offer health benefits and coverage.

What Is The Purpose Of Calculating FTEs?

You’ll also need to know the actual number of weekly work hours to complete the FTE calculation. Actual hours worked per week is the exact number of hours an employee worked. However, you’d want to average those hours over a time period such as four months. This ensures that you’re not getting a skewed result based on a higher or lower number of hours worked in a week than typical. To determine this amount, ask yourself, what do you expect a full-time employee to work in terms of hours per week?

  • Eligibility for the Public Service Loan Forgiveness program — State-employed workers with 10 years or more of work experience have the opportunity to be relieved from their student debts under this program.
  • In addition, Homebase provides small business employers with a range of scheduling options to ensure your staff hours are within the correct range.
  • Globalization Partners’ global employment platform streamlines worker classification and ensures your company is compliant in key areas like employment contact generation and payroll.

Such calculations facilitate accounting processes such as estimating wages, payroll, costs, etc. FTEs can help identify the number of full- and part-time workers an organization can hire, as well as the number of hours they should work. This is useful when determining employee outputs as schedules and budgets for part-time employees continue to change. FTE is the number of full-time equivalent hours all your employees work. For a 40-hour workweek, a full-time employee that works 40 hours counts as 1 FTE.


A full-time equivalent — also known as a whole-time equivalent or WTE — represents the sum of all full-time hours employees work in a certain company. Along with counting the hours worked, FTEs show how many full-time employees a particular company employs within a fiscal year or needs to employ to carry out a project. To calculate the total FTE, add the number of FTEs worked by full-time employees (1 FTE for each full-time worker) to the part-time FTE you calculated in step five. A full-time position would equate to around 30 to 40 hours per week for most employers. If a company considers 40 hours per week as the basis for a full-time position, then anyone working an amount of hours below this range is considered a part-time employee. The same logic is applied if a company considers 30 hours per week as the standard for a full-time position.

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