Thinking about taking unpaid days? See the exact cost per day, for the whole stretch, and what your paycheck will look like.
The unpaid time formula
daily rate = annual salary ÷ 260 (or hourly × hours per day)
cost = daily rate × unpaid days
The 260 is weekdays in a year — the standard payroll convention for converting salary to a daily rate. Some employers divide by your actual scheduled days in that specific pay period instead, which moves the number slightly; the ballpark holds either way.
A worked example
$65,000 salary, three unpaid days for a trip the PTO balance won't cover: $250/day × 3 = $750 gross — but only about $560 of take-home, since that income would have been taxed. Spread across the year, it's 1.2% of pay. Framed that way, the trip usually wins.
Before you take it
Check three things with HR: whether PTO accrual pauses, whether the days can be split across two pay periods (softening each check), and whether your state or company offers any paid-leave program that covers your reason — family and medical leaves increasingly do.
Frequently asked questions
How much pay do I lose for an unpaid day off?
For salaried workers, employers typically deduct a daily rate of annual salary ÷ 260 working days. On $65,000 that's $250 per unpaid day. Hourly workers simply lose hours × rate.
Can my employer dock my salary for a day off?
For exempt employees, full-day absences for personal reasons can be deducted; partial-day deductions generally can't be (that's a hallmark of exempt status). Non-exempt workers are paid for time worked, so unpaid time simply isn't paid.
Is unpaid leave ever worth it?
Often, yes — the daily cost is usually smaller than people fear, and against a once-in-a-lifetime trip or a family need, seeing the real number (rather than a vague dread) makes the decision rational. That's what this calculator is for.
Does unpaid time off affect benefits or PTO accrual?
It can: many employers pause PTO accrual and 401(k) contributions during unpaid stretches, and extended unpaid leave can affect benefits eligibility. For a day or two it's rarely an issue; for weeks, ask HR what pauses.