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FinToolSuite
Updated May 14, 2026 · Income · Educational use only ·

Commission vs Base Tradeoff Calculator

Compare two pay packages with different splits.

Compare a commission vs base tradeoff calculator to see total pay under two offer structures at any attainment level you set.

What this tool does

This calculator models total expected compensation under two different pay structures at a specified attainment level. Enter the base salary and on-target commission for each offer, along with your expected attainment as a percentage of target. The tool then calculates what each package is worth in total terms and shows the difference between them. The result illustrates how the mix of fixed and variable pay affects your actual earnings at different performance levels. Base salary drives income floors, while attainment percentage determines how much variable compensation activates. This is useful when comparing job offers or internal roles with contrasting pay philosophies—for instance, comparing a higher-base stable package against a lower-base higher-upside structure. The calculation assumes on-target commission represents 100% attainment and scales linearly with your input percentage. Results are for comparison purposes only and don't account for tax, benefits, or non-financial role factors.


Enter Values

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Formula Used
Annual base salary
On-target commission
Realised attainment as a decimal

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Disclaimer

Results are estimates for educational purposes only. They do not constitute financial advice. Consult a qualified professional before making financial decisions.

Offer A is 60,000 base plus 40,000 on-target commission. Offer B is 80,000 base plus 20,000 on-target. At 100% attainment they tie at 100,000. At 70% attainment, Offer A pays 88,000, Offer B pays 94,000. The high-base offer is safer at lower attainment; high-commission rewards over-achievers.

What the result means

Expected total comp for each offer at your attainment. The better offer at your assumption is shown as positive. Run the math at 50%, 80% and 120% attainment to see how the offers diverge.

This is base plus variable only. Equity, benefits, accelerators above 100%, and floor minimums are out of scope — model those separately.

Run it with sensible defaults

Using offer a base of 60,000, offer a on-target commission of 40,000, offer b base of 80,000, offer b on-target commission of 20,000, the calculation works out to 6,000.00. The defaults are meant as a starting point, not a recommendation.

The levers in this calculation

The inputs — Offer A Base, Offer A On-Target Commission, Offer B Base, Offer B On-Target Commission, and Expected Attainment — do not pull with equal force. Two inputs usually tip the answer one way or the other. Identify which ones matter most by flipping each value past a round threshold and watching whether the option with the lower calculated total changes.

How the math works

Each offer's expected total is its base plus its on-target commission times the attainment decimal. The difference in expected totals shows which offer is better at the supplied attainment.

Why small rate shifts add up

A 3% pay rise looks modest. Apply it over a 30-year career with modest promotions and the lifetime difference runs to six figures. This calculator makes that invisible compounding visible in a way spreadsheets usually don't.

What this doesn't capture

Tax bands, pension contributions, student-loan deductions, and benefits-in-kind sit outside this calculation. The figure is the headline; your actual position depends on local tax rules and personal circumstances. Pair with a dedicated take-home calculator for the full picture.

Example Scenario

At 70 attainment, comparing £60,000 base with £80,000 base yields a total compensation difference of 6,000.00.

Inputs

Offer A Base:£60,000
Offer A On-Target Commission:£40,000
Offer B Base:£80,000
Offer B On-Target Commission:£20,000
Expected Attainment:70
Expected Result6,000.00

This example uses typical values for illustration. Adjust the inputs above to match a specific situation and see how the result changes.

Sources & Methodology

Methodology

Each offer's expected total is its base plus its on-target commission times the attainment decimal. The difference in expected totals shows which offer is better at the supplied attainment.

Frequently Asked Questions

What attainment should I assume?
Be realistic. New starters often hit 50-70% in year one. If you hit 100% in your last role, 80-90% in a new one is reasonable. Companies sometimes set unattainable quotas — research the average attainment for the role.
What about accelerators?
Accelerators (higher commission rate above 100% attainment) make high-commission offers more valuable for top performers. Add an estimate manually if applicable.
Salary floor or guarantee?
Some offers guarantee a minimum total comp for the first 6-12 months. Treat that as the base for that period and revert to the formula for steady state.
Equity?
Equity is separate. Use a vesting calculator for the annualised equity value, then add to each offer's total.

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