Disclaimer

2. What Our Conversions Assume

Unless a page states otherwise, every salary-to-hourly and hourly-to-salary conversion on this site uses a standard full-time year:

• 40 hours per week across 52 weeks — 2,080 working hours a year
• All weeks paid, with holidays and leave treated as paid time
• Gross pay, before any tax or deduction
• No overtime, bonuses, commission, shift premiums, or tips

Real schedules rarely match that exactly. Unpaid leave, a 37.5-hour contract, seasonal hours, or regular overtime all change the result, which is why each calculator lets you set your own hours and weeks rather than relying on the default.

3. What Our Take-Home Estimates Assume

The after-tax and by-state figures on our amount pages are estimates built on one narrow set of assumptions. They use 2026 federal and state tax rates and model a single filer taking the standard deduction, with wage income only.

They deliberately exclude:

• Filing statuses other than single, and any dependents
• Pre-tax deductions — 401(k), HSA, FSA, health and dental premiums
• Every tax credit, including the Earned Income and Child Tax Credits
• City and county income taxes, which apply in New York City, most of Ohio, parts of Pennsylvania, Michigan, Maryland and elsewhere
• State payroll levies such as California's State Disability Insurance
• Income other than wages, and any itemised deductions

Most of those omissions push the real tax figure down, so a typical reader keeps more than our estimate shows. Treat the by-state tables as a way to compare states against each other, not as a prediction of your refund or your net pay.

4. Tax Law and Wage Rules Change

Federal brackets, standard deductions, Social Security wage bases, state tax rates, and minimum wage floors are all revised regularly — most on an annual cycle, some mid-year. We update our figures when rates change and label the tax year they describe, but there will be periods after a change when a page is behind.

Always check the tax year shown next to a figure, and verify against the IRS or your state revenue department before relying on it.

5. Employment Classification and Overtime

Our guides describe how the Fair Labor Standards Act generally treats exempt and non-exempt roles. Whether a specific job is exempt turns on its actual duties alongside how it is paid, and many states set stricter rules than the federal floor — including daily overtime thresholds that the FLSA does not have.

Nothing here determines your classification. If you believe you have been misclassified or underpaid, your state labor department or an employment attorney is the right place to take it.

6. Accuracy and Liability

We check our formulas with an automated test suite and review our source figures, but we cannot guarantee that every number is free of error or current at the moment you read it. The site is provided “as is”, without warranties of any kind.

To the fullest extent permitted by law, WageSnap and AHS Digital accept no liability for any loss or decision arising from use of this site. You are responsible for verifying any figure before acting on it.

7. External Links and Advertising

We link to third-party sources such as government agencies for verification. We do not control those sites and are not responsible for their content or accuracy.

This site may display third-party advertising. Advertisements are served by external networks and are not endorsements by WageSnap of any advertised product or service. See our Privacy Policy for how advertising cookies are handled.

8. Found an Error?

If a figure on this site looks wrong, please tell us — corrections are genuinely welcome and we would rather fix a number than leave it standing.