A “Workful employee cost calculator” is a digital tool designed to help businesses, especially small to medium-sized enterprises SMEs, estimate the true cost of employing an individual.

While it might seem straightforward to just look at a salary, the reality is that an employee’s total cost extends far beyond their take-home pay, encompassing a range of direct and indirect expenses.

This calculator aims to provide a comprehensive breakdown, allowing employers to make informed decisions about hiring, budgeting, and overall financial planning by revealing the often-hidden overheads associated with each team member.

However, it’s crucial to approach such financial tools with an understanding of their underlying principles and potential pitfalls, ensuring that calculations are accurate and ethical, and that financial planning is done with integrity and transparency, far removed from any practices that involve interest or deceptive dealings.

Understanding the true cost of an employee is paramount for any business aiming for sustainable growth and profitability.

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Many businesses, particularly startups and smaller ventures, often underestimate these costs, leading to budget shortfalls and unexpected financial strain.

Beyond the basic salary, employers are responsible for various taxes, benefits, and administrative expenses that can significantly inflate the total expenditure per employee.

A tool like Workful’s calculator seeks to demystify these complex calculations, offering a clearer picture of what each hire truly entails for a company’s bottom line, thereby fostering more prudent financial management and strategic workforce planning, always prioritizing ethical financial practices and avoiding any dealings that might resemble usury or exploitation.

Table of Contents

The Hidden Layers of Employee Costs: Beyond the Paycheck

When you think about what an employee costs, your mind probably jumps straight to their salary. But that’s just the tip of the iceberg, my friend. The true financial commitment extends far beyond the basic wage, incorporating a multitude of expenses that can easily add 1.25 to 1.4 times, or even more, to that initial salary figure. It’s like buying a car and forgetting about insurance, maintenance, and fuel – you’re in for a surprise. For instance, a 2023 study by the Bureau of Labor Statistics showed that employer costs for employee compensation averaged $43.74 per hour worked in the U.S., with wages and salaries accounting for $30.82 and benefits making up the remaining $12.92. This isn’t just theory. it’s real money flowing out of your accounts.

Unpacking Direct Compensation: Wages and Salaries

This is the most obvious part.

It’s the agreed-upon amount you pay your employees for their work.

Base Salary/Hourly Wage: The fundamental payment for services rendered. This is usually what’s discussed during job offers.
Overtime Pay: For non-exempt employees, hours worked beyond 40 in a workweek typically require payment at 1.5 times their regular rate. This can add up quickly if not managed efficiently.
Bonuses and Commissions: Performance-based incentives or sales commissions. While they motivate, they are also a direct cost linked to employee output. In 2022, companies spent an average of 11.8% of base salary on bonuses and incentives.
Paid Time Off PTO: This includes vacation, sick leave, and holidays. While not a direct cash outlay during the time off, it’s a cost because you’re paying an employee who isn’t actively generating revenue or working. For example, a company offering two weeks of vacation and five sick days is effectively paying for 15 days of non-productive time annually.

The Weight of Payroll Taxes: Uncle Sam’s Share

Ah, taxes. They’re inevitable, and employers bear a significant portion. These aren’t deductions from the employee’s pay. these are additional costs on top of their gross wages.

Social Security and Medicare FICA: Employers pay a matching 7.65% of an employee’s gross wages 6.2% for Social Security up to a certain annual limit, and 1.45% for Medicare with no wage limit. So, if an employee earns $50,000, you’re paying an additional $3,825 in FICA taxes.
Federal Unemployment Tax Act FUTA: This is a federal tax that provides funds for unemployment benefits. The current FUTA tax rate is 6% on the first $7,000 of an employee’s wages, though most employers receive a credit reducing it to 0.6%. Still, that’s up to $42 per employee annually.
State Unemployment Insurance SUTA: Similar to FUTA, but at the state level. Rates vary widely by state and by employer’s unemployment claims history. Some states can have rates ranging from under 1% to over 10% for new employers.
Workers’ Compensation Insurance: This isn’t a tax, but it’s a mandatory insurance in most states, covering medical treatment and lost wages for employees injured on the job. Premiums are based on factors like employee classification risk level and payroll, and can range from a few cents to several dollars per $100 of payroll. For instance, a construction worker’s premium will be significantly higher than an office worker’s.

Benefits Beyond the Basics: Investing in Your Workforce

Employee benefits are a critical component of total compensation, often serving as a powerful tool for attraction and retention. While they represent a significant cost, they also contribute to employee well-being, productivity, and loyalty. Neglecting robust benefits packages can lead to higher turnover rates, which, ironically, incur even greater costs in recruitment and training. According to the U.S. Chamber of Commerce, benefits typically add 30-40% to an employee’s base salary. Hr payroll outsourcing companies

Health Insurance: A Major Expenditure

For many businesses, health insurance premiums are the largest single benefit cost.

Medical, Dental, and Vision Premiums: Employers often contribute a substantial portion of these premiums. In 2023, the average annual premium for employer-sponsored family health coverage was approximately $23,968, with employers covering about 73% of that cost, or around $17,545. For single coverage, the average premium was $8,435, with employers covering about 83%, or around $7,000.
Health Savings Accounts HSAs and Flexible Spending Accounts FSAs: While employees primarily fund these, some employers contribute to HSAs, which are tax-advantaged savings accounts used for healthcare expenses.

Retirement Plans: Planning for the Future

Offering a retirement plan like a 401k or 403b is a significant draw for talent and a major employer cost.

Employer Matching Contributions: Many companies match a percentage of employee contributions to their retirement accounts. A common match is 50% of the first 6% of an employee’s salary contributed. For an employee earning $60,000, if they contribute 6% $3,600, the employer might contribute $1,800.
Administrative Fees: There are often fees associated with managing and administering retirement plans, including record-keeping, compliance, and trustee fees.

Other Valued Benefits: Enhancing Employee Life

Beyond health and retirement, a variety of other benefits contribute to the overall cost and employee satisfaction.

Life and Disability Insurance: Many employers provide basic life insurance and short-term or long-term disability coverage. These are typically much less expensive per employee than health insurance but are still part of the total cost.
Paid Time Off PTO: As mentioned earlier, this isn’t just vacation. it includes sick days, personal days, and holidays. These are hours paid where the employee isn’t working.
Tuition Reimbursement/Professional Development: Investing in employee education and skill development not only benefits the employee but also the company. These programs can range from a few hundred dollars to several thousand per employee annually.
Employee Assistance Programs EAPs: These programs offer confidential counseling and support services for employees dealing with personal or work-related issues. They typically cost a modest amount per employee per year.

The Overhead That Adds Up: Operational and Administrative Costs

Beyond direct pay and benefits, there’s a whole category of costs related to simply having an employee in your business. These are often overlooked in basic salary discussions but are crucial to the true cost. Think of it as the “cost of doing business” with people. A survey by ADP found that businesses spend an average of $2,000-$5,000 per employee annually on administrative and operational overhead.

Recruitment and Onboarding: Finding and Integrating Talent

Bringing a new employee into the fold isn’t free. Benefits of using payroll software

There are significant upfront costs involved in finding, interviewing, and integrating them.

Advertising and Job Board Fees: Posting open positions on platforms like LinkedIn, Indeed, or specialized industry job boards can range from a few hundred to several thousand dollars per role. For highly specialized roles, recruiter fees can be 20-30% of the first year’s salary.
Background Checks and Drug Screening: Ensuring you hire reliable and safe individuals involves costs for these services, typically ranging from $25 to $100+ per candidate.
Recruiter Fees: If you use external recruiters or headhunters, their fees can be substantial, often 15-30% of the hired employee’s first-year salary. For a $70,000 salary, that’s $10,500-$21,000.
Time Spent on Hiring: The time spent by HR staff, hiring managers, and interviewers on reviewing resumes, conducting interviews, and making decisions is a cost, even if it’s internal. If a manager earning $80,000 spends 20 hours on a single hire, that’s approximately $770 in their time.
Onboarding Materials and Training: This includes costs for new hire packets, software licenses, initial training programs, and the time spent by managers and mentors to get the new employee up to speed. It takes an average of 8 months for a new employee to reach full productivity, representing a significant period of lower efficiency.

Workspace and Equipment: Providing the Tools of the Trade

Every employee needs a place to work and the tools to do their job, whether in an office or working remotely.

Office Space Rent, Utilities, Maintenance: If you have a physical office, each employee occupies a certain amount of space. The cost per square foot, plus utilities electricity, internet, water, and maintenance, needs to be factored in. For example, if your office costs $5,000/month and houses 10 employees, that’s $500/month per employee.
Equipment Computers, Software, Furniture: A new employee often requires a computer, monitor, keyboard, mouse, and office chair. Software licenses Microsoft Office, Adobe Creative Suite, CRM tools, project management software are often annual or monthly recurring costs. A standard business laptop can cost $1,000-$2,000, and a decent office chair $200-$500.
Utilities and Internet: Even for remote employees, there are indirect costs associated with providing stable internet or contributing to utility bills if a stipend is offered.

Administrative and Support Services: The Backbone of Operations

The unseen hands that keep the business running smooth are also part of employee cost.

Payroll Processing Fees: Whether you use an in-house payroll system or an external service like ADP or Paychex, there are costs associated with processing payroll, filing taxes, and distributing wages. These can range from a few dollars per employee per month to hundreds for comprehensive services.
HR Software and Services: Human Resources Information Systems HRIS, applicant tracking systems ATS, and performance management software all come with subscription fees.
IT Support: Providing technical support for employee devices, networks, and software is an ongoing cost.

The Workful Employee Cost Calculator: Demystifying the Numbers

The Workful Employee Cost Calculator is designed to streamline this complex process, providing businesses with a clearer, consolidated view of their total employee expenditure.

Instead of manually tallying disparate costs, the calculator automates much of the estimation, allowing for more precise financial planning and strategic decision-making. Payroll computer software

It aims to pull together all these hidden layers of costs into one digestible figure.

How the Calculator Works: Inputs and Outputs

The calculator typically operates by asking for key pieces of data and then applying formulas and estimated averages to generate the total cost.

Key Data Inputs:
- Gross Salary/Hourly Wage: The starting point for all calculations.
- State of Employment: This is crucial because payroll taxes SUTA, workers’ compensation rates, and sometimes even FUTA credits vary significantly by state. For instance, New York’s SUTA rates are notoriously higher than, say, Texas’s.
- Benefit Contributions Health, Retirement, etc.: Employers input the percentage or fixed dollar amount they contribute to health insurance, 401k matches, and other benefits.
- Workers’ Compensation Class/Rate: Based on the employee’s job function, the calculator can apply a specific risk rate for workers’ comp.
- Overhead Estimates: Some calculators allow for manual input of general overhead costs per employee, or they might use industry averages.
Calculated Outputs:
- Total Annual Employee Cost: The grand total, encompassing all inputs.
- Breakdown by Category: Shows how much is spent on wages, taxes, health benefits, retirement, and other benefits.
- Cost as a Percentage of Salary: Helps businesses understand the true multiplier on their base salary. For example, seeing that an employee’s total cost is 135% of their salary gives a clear perspective.
- Per-Hour Cost: Calculates the total cost per hour an employee works, which is vital for pricing services or evaluating productivity.

Benefits of Using Such a Calculator: Strategic Financial Insight

Employing a tool like the Workful calculator isn’t just about crunching numbers. it’s about gaining strategic advantages. Http payroll

Accurate Budgeting: Helps businesses create more realistic budgets, preventing unexpected shortfalls when hidden costs surface. For example, if you plan to hire 5 new employees, knowing each one will cost $70,000 instead of just $50,000 means you need to budget an extra $100,000.
Informed Hiring Decisions: Enables employers to understand the full financial impact of each new hire before committing, preventing over-hiring or under-resourcing. It helps answer the question: “Can we really afford this person?”
Compensation Strategy Review: Provides data to evaluate if current compensation and benefits packages are competitive yet sustainable. If your total cost per employee is significantly higher than industry averages, you might need to re-evaluate your benefits or operational efficiency.
Pricing Strategy: For service-based businesses, knowing the true cost per employee, particularly the hourly cost, is critical for accurately pricing services and ensuring profitability. If your billable rate is $100/hour, but your true employee cost is $75/hour, your margin is much tighter than if you thought it was just $50/hour.
Resource Allocation: Helps allocate resources more effectively, identifying areas where cost efficiencies might be achieved without compromising employee well-being.
Long-term Financial Planning: Supports sustainable growth by integrating realistic employee cost projections into long-term financial forecasts.

Beyond the Numbers: Ethical Considerations in Employee Cost Management

While a calculator helps quantify the financial aspects of employment, it’s crucial for Muslim business owners to remember that our approach to finances and human resources must always align with Islamic principles.

This means transcending mere monetary calculations to ensure justice, fairness, and generosity in all dealings with employees.

Fairness and Justice in Compensation Adl

Islam places a strong emphasis on paying workers fairly and promptly. The Prophet Muhammad peace be upon him said, “Give the laborer his wages before his sweat dries.” This isn’t just about meeting the minimum wage. it’s about valuing the effort and contribution of your employees.

Equitable Wages: Ensure that wages are not only competitive but also sufficient for employees to live a dignified life, considering their needs and the cost of living. Avoid exploiting labor for maximum profit.
Transparent Remuneration: Be clear and transparent about all components of compensation, including salary, benefits, and any deductions.
Performance-Based Rewards: While bonuses and commissions are permissible, ensure they are tied to clear, measurable performance metrics and are not used to unjustly withhold earned income.

Avoiding Exploitation and Unjust Practices

The pursuit of profit should never come at the expense of human dignity or rights.

No Usury Riba in Financing: When considering loans or financial products to manage payroll or business expansion, strictly avoid any interest-based transactions riba. Seek out halal financing options like Murabaha, Musharaka, or Mudarabah, which are based on profit-sharing or legitimate trade, not interest.
Ethical Debt Management: If employees incur debt, avoid any punitive interest rates or unfair collection practices. Encourage responsible financial habits and offer support rather than exploitation.
Safe Working Conditions: Beyond financial costs, employers have a moral obligation to provide a safe, healthy, and supportive work environment. This is an implicit cost of doing business, even if not directly calculated by a financial tool.
Respect for Employee Rights: Adhere to all labor laws and go beyond them to ensure fair treatment, reasonable working hours, and respect for privacy.

Investing in Employees as an Act of Ihsan Excellence

From an Islamic perspective, employees are not just line items on a balance sheet. Xero workful

They are trusts from Allah, and treating them with kindness and excellence Ihsan is a virtue.

Holistic Well-being: Consider benefits that contribute to an employee’s overall well-being, including spiritual and mental health, not just physical. This could include flexible hours for prayer, family support, or even educational opportunities that enhance their Islamic knowledge.
Training and Development: Investing in employee skills and knowledge is a form of charity Sadaqah and a way to empower individuals, which benefits both the employee and the wider community.
Support for Families: Recognizing that employees have families, consider policies that support work-life balance, such as parental leave or family-friendly scheduling, which builds loyalty and commitment.
Community Contribution: A successful, ethical business contributes to the well-being of the broader community. When you manage employee costs responsibly and ethically, you’re building a sustainable enterprise that can be a source of good for many.

Advanced Considerations and Optimizations for Employee Costs

Once you have a clear picture of your total employee costs, the next step is to analyze and optimize.

This isn’t about cutting corners or reducing fair compensation.

It’s about smart management, efficiency, and making sure every dollar spent yields maximum value.

Cost-Benefit Analysis of Benefits Packages

Are your benefits truly working for your employees and your business? Workful clover

Employee Surveys: Regularly survey your employees to understand which benefits they value most. You might be spending a lot on a benefit that few employees utilize, while a more modest benefit could have a higher impact.
Benchmark Against Industry Averages: Compare your benefits package costs and offerings against industry benchmarks. This helps ensure you’re competitive in attracting talent without overspending. For example, if the average employer contribution to health insurance in your industry is 70%, and you’re paying 90% without a clear competitive advantage, you might re-evaluate.
Flexible Benefits Plans Cafeteria Plans: Allow employees to choose from a menu of benefits up to a certain dollar value. This can increase employee satisfaction as they pick what’s most relevant to them, and can help you manage overall costs more effectively.
Wellness Programs: Investing in employee wellness e.g., gym memberships, stress management programs can lead to reduced healthcare costs, lower absenteeism, and increased productivity. A study by the American Journal of Health Promotion found that for every dollar invested in wellness programs, companies saw a $3.27 reduction in healthcare costs and a $2.73 reduction in absenteeism costs.

Strategic Workforce Planning and Efficiency

How can you get the most out of your human capital?

Productivity Metrics: Track key performance indicators KPIs to ensure that the investment in each employee is translating into tangible results. This isn’t about micromanagement, but about ensuring resources are effectively utilized.
Automation and Technology: Invest in technology that can automate repetitive tasks, freeing up employees to focus on higher-value activities. This can lead to greater efficiency and potentially reduce the need for additional hires. For instance, implementing an automated invoicing system can save hours of administrative time per week.
Cross-Training: Train employees to perform multiple roles. This increases flexibility, reduces vulnerability to single points of failure, and can optimize staffing levels during fluctuating workloads.
Remote Work Strategies: For roles that allow it, remote work can significantly reduce office space costs, utilities, and related overhead per employee. A 2023 report by FlexJobs found that companies can save over $11,000 per year per remote employee due to reduced real estate, utilities, and absenteeism.

Navigating Tax Incentives and Compliance

Staying compliant and taking advantage of legitimate tax breaks.

Tax Credits: Research federal and state tax credits available for employers, such as those for hiring certain demographics, offering specific training, or investing in particular technologies.
Accurate Classification of Employees vs. Contractors: Misclassifying employees as independent contractors can lead to significant penalties, back taxes, and legal issues. Ensure you understand the IRS and state guidelines for classification.
Payroll Tax Optimizations: Work with a knowledgeable payroll provider or accountant to ensure you are accurately calculating and paying all payroll taxes, and taking advantage of any applicable deferrals or credits.
Workers’ Compensation Audits: Ensure your workers’ compensation premiums are accurate by conducting regular audits of your payroll and classification codes. Errors can lead to overpayment.

The Long-Term Impact: Retention and Culture

Ultimately, understanding employee costs isn’t just about the immediate financial outlay.

It’s about the long-term health of your organization.

High employee turnover is incredibly expensive, far more than investing in retention. Contact workful by phone

The True Cost of Turnover

Every time an employee leaves, your business incurs significant costs.

Recruitment Costs: As discussed, advertising, interviewing, and background checks.
Onboarding and Training Costs: The time and resources invested in bringing a new person up to speed.
Lost Productivity: The period where the position is vacant or the new hire is not yet fully productive. Estimates vary, but replacing an employee can cost anywhere from 50% to 200% of their annual salary. For example, replacing a manager earning $70,000 could cost your company $35,000 to $140,000.
Impact on Morale: High turnover can negatively affect the morale of remaining employees, leading to decreased productivity and potentially more departures.
Loss of Institutional Knowledge: When experienced employees leave, they take valuable knowledge, processes, and client relationships with them.

Cultivating a Culture of Value and Belonging

A positive work culture and strong employee engagement are powerful tools for retention, reducing the hidden costs of dissatisfaction and turnover.

Fairness and Respect: Treat all employees with dignity, fairness, and respect, regardless of their role or position.
Growth Opportunities: Provide avenues for professional development, career advancement, and skill enhancement. Employees are more likely to stay if they see a future with your organization.
Recognition and Appreciation: Acknowledge and appreciate employees’ contributions. Sometimes, a sincere “thank you” or public recognition can be as motivating as a financial bonus.
Open Communication: Foster an environment where employees feel comfortable sharing feedback, ideas, and concerns. This leads to early problem identification and resolution.
Work-Life Balance: Promote policies that support a healthy work-life balance, reducing burnout and stress.
Ethical Leadership: Lead by example with integrity, honesty, and a commitment to Islamic values. This builds trust and inspires loyalty.

By understanding the full spectrum of employee costs – from the obvious salary to the hidden overheads and the significant impact of turnover – and by integrating this financial acumen with ethical leadership and a commitment to employee well-being, businesses can build resilient, productive, and ultimately, blessed enterprises.

The Workful calculator serves as a practical tool in this journey, but the true wisdom lies in how we apply that knowledge, ensuring our dealings are just, our intentions pure, and our efforts geared towards sustainable success in this life and the hereafter.

Frequently Asked Questions

What is a Workful employee cost calculator?

A Workful employee cost calculator is an online tool designed to help businesses, particularly small to medium-sized enterprises, estimate the total financial cost of employing an individual, going beyond just their gross salary to include taxes, benefits, and other overheads. Saas payroll solutions

Why is it important to calculate the true cost of an employee?

It is crucial because the true cost of an employee is significantly higher than their base salary, often 1.25 to 1.4 times more.

Understanding this comprehensive cost allows for accurate budgeting, informed hiring decisions, effective compensation strategy, and sustainable financial planning, preventing unexpected budget shortfalls.

What are the main components of employee cost beyond salary?

The main components include payroll taxes Social Security, Medicare, FUTA, SUTA, employee benefits health insurance, retirement plans, paid time off, life/disability insurance, and operational overhead recruitment, onboarding, workspace, equipment, administrative fees, IT support.

How do payroll taxes impact employee costs?

Payroll taxes are additional costs paid by the employer on top of the employee’s gross wages.

These include FICA Social Security and Medicare, Federal Unemployment Tax FUTA, and State Unemployment Insurance SUTA, significantly increasing the overall expenditure per employee. Workful download

Does the Workful calculator account for health insurance costs?

Yes, typically the Workful employee cost calculator will allow you to input your employer contribution towards health, dental, and vision insurance premiums, which are a major component of employee benefits and overall cost.

Are recruitment and onboarding expenses included in the calculation?

Yes, recruitment and onboarding expenses, such as advertising fees, background check costs, recruiter fees, and the time spent on hiring and training new employees, are part of the total employee cost and should be factored in.

How does location affect employee cost calculations?

Location significantly affects employee costs primarily due to varying state unemployment insurance SUTA rates, workers’ compensation rates, and local tax regulations, which can differ widely from one state or city to another.

Can the calculator help with budgeting for new hires?

Yes, the calculator is an excellent tool for budgeting new hires as it provides a realistic estimate of the total financial commitment for each new employee, helping businesses allocate resources more effectively and avoid over-hiring.

What is the average percentage an employee’s benefits add to their salary?

On average, employee benefits typically add 30% to 40% to an employee’s base salary, though this can vary based on the generosity of the benefits package and industry standards. Workers compensation workful

Does the Workful calculator consider paid time off PTO as a cost?

Yes, paid time off vacation, sick leave, holidays is considered a cost because the employer is paying an employee for time when they are not actively working, and this expense is factored into the total employee cost.

Is workers’ compensation insurance included in the calculation?

Yes, workers’ compensation insurance, which is mandatory in most states and covers employees injured on the job, is a significant employer cost and is typically included in employee cost calculators.

How can understanding true employee costs help with pricing services?

For service-based businesses, knowing the true cost per employee, especially the total hourly cost, is critical for accurately pricing services to ensure profitability and competitiveness in the market.

What is the cost of employee turnover, and how does it relate to total employee costs?

The cost of employee turnover can be substantial, ranging from 50% to 200% of an employee’s annual salary, including recruitment, onboarding, lost productivity, and administrative costs.

Understanding total employee costs helps highlight the importance of retention strategies to mitigate these expenses. Workful funding

Does Workful offer other payroll or HR services?

Yes, Workful is primarily a payroll and HR software provider, offering features like payroll processing, time tracking, HR management, and benefits administration, which are designed to simplify the entire employee lifecycle management for businesses.

Can the Workful calculator provide a per-hour employee cost?

Yes, most comprehensive employee cost calculators, including Workful’s, can convert the total annual or monthly employee cost into a per-hour figure, which is useful for job costing and understanding hourly efficiency.

What is the difference between gross pay and total employee cost?

Gross pay is the employee’s total earnings before any deductions.

Total employee cost, on the other hand, includes gross pay plus all additional employer-paid expenses such as payroll taxes, benefits, and operational overhead, representing the true financial burden on the employer.

Is the Workful calculator free to use?

Availability and features of free tools can vary, but many payroll and HR software providers offer free versions or trials of their employee cost calculators as a lead-in to their paid services. Workful employee app

It’s best to check Workful’s specific website for current offerings.

How often should businesses review their employee cost calculations?

Businesses should regularly review their employee cost calculations, ideally annually during budget planning, or whenever there are significant changes in salaries, benefits, tax laws, or workforce structure to ensure continued accuracy and financial health.

Can a Workful employee cost calculator help with making decisions about expanding the workforce?

Yes, by providing a clear financial picture of each potential hire, the calculator can greatly assist in strategic workforce planning and making informed decisions about whether and when to expand the team, ensuring the business has the financial capacity for growth.

What are some ethical considerations related to employee cost management?

Ethical considerations include ensuring fair and just compensation, avoiding exploitative practices or interest-based financial dealings riba for funding, providing safe working conditions, respecting employee rights, and investing in employee well-being and development as a form of excellence Ihsan.

Workful employer tax calculator

Workful employee cost calculator