Calculating FTE ManuallyįTE is a very specific term used to calculate whether a company is required to provide benefits under the Affordable Care Act (ACA) and the Family Medical Leave Act (FMLA), for example.
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#Madmapper pc equivalent plusĮmployers can also monitor workloads for future budgeting and staffing with FTE.įTE is calculated by taking the total number of hours worked by part-time employees in a week, month, or year plus the total number of hours worked by full-time employees and dividing by the average number of hours worked by full-time employees. (For a year, that is 2,080 hours with 40-hour workweeks and 1,560 hours with 30-hour workweeks, which is considered full-time for ACA reporting). Your FTE calculations must be accurate for IRS and Department of Labor (DOL) reporting. At 50 FTEs, you’re required by the ACA to provide health insurance to your employees and by the FMLA to allow employees to take up to 12 weeks of leave for qualifying conditions.
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If you’re concerned about staying compliant, consider software such as Homebase that will track your employee hours, provide reporting, and can also prepare your time sheets for payroll.įollow the steps below to calculate your FTEs: 1. Make a List of All Employees & Hours Worked #Madmapper pc equivalent software The first step in calculating FTE is to make a complete list of all employees. These are individuals who are paid using a year-end W-2 form. Also, do not include yourself as the business owner, unless you are paid a salary and receive a W-2.
On the list, include two pieces of information: each employee’s name and the total number of hours that each employee works per week. (For the purposes of this calculation, include any approved leave, such as sick leave or paid time off in the total weekly hours.) This information provides the basis for calculating your FTE.
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If you’re trying to determine who is full time and part time for ACA purposes, use 30 hours per week as the criteria for a full-time employee. #Madmapper pc equivalent fullģ0-Hour a Week Example – If full-time in your company is 30 hours, then every employee who works 30 hours a week or more is considered full time.Here are two examples to help you determine what’s considered full time for your FTE calculation: If you’re calculating FTE for a different purpose and consider 40 hours to be full time in your organization, you can use that as your criteria. Two workers working 15 hours weekly would be considered part time and their combined FTE would be one. This definition is the most commonly used to determine how many FTE you have for ACA purposes. 40-Hour a Week Example – If a normal full-time schedule at your company is 40 hours a week, then 40 is the number of hours used to determine a full-time employee.Both Carole and Lynn in our example above would be full-time employees under this example. In that case, it would take two 15-hour and one 10-hour a week part-time workers to equal one FTE (15 + 15 + 10 = 40).
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