Specific Context

A 10 LPA vs 15 LPA salary comparison is not just a subtraction between ₹10,00,000 and ₹15,00,000. Indian offer letters can put very different things inside CTC: employer PF, gratuity, insurance premium, food cards, joining bonus, retention bonus, ESOPs, and variable pay. This page pre-fills Offer A at 10 LPA and Offer B at 15 LPA with typical new-regime, metro, Maharashtra, 40% basic salary assumptions so you can see an immediate in-hand comparison before editing the structure. At this range, the jump often feels large on paper, but deductions, insurance, employer PF treatment, and bonus design start to matter. A structured 15 LPA offer can beat a casual-sounding higher package only if the cash component is real. Use the comparison table to focus on monthly in-hand, annual in-hand, PF contribution, tax deducted, and total deductions rather than the headline package. If the higher offer has a large performance bonus, reduce it with the variable-pay what-if slider and check whether it still wins. If one employer includes stock options, treat those as upside, not rent-money. A practical decision at this level should also include role quality, manager, commute, notice period, growth path, and whether the fixed cash is enough for your monthly obligations. Also check timing: a joining bonus may arrive once, variable pay may arrive quarterly or annually, and stock may vest over years with cliff rules. A higher offer can feel weaker if the extra money is delayed while the current expenses are monthly. The calculator is best used before accepting a job switch, negotiating a counter-offer, or asking HR for a cleaner salary breakup.

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