Promotion vs Job Switch

Sometimes. Recent industry data (LinkedIn / JobStreet PH) suggests about half of employees who accept a counter-offer leave the company within 12 months anyway — once you've signaled you'd leave, trust may shift. This calculator shows the pure financial picture; the cultural and trust costs are separate. If the math is close (within 5–10%), the non-financial factors usually decide it.

Yes, but in year 1 only and at its gross peso amount — the BIR will tax it at your marginal bracket (typically 25–30%). Note that many PH employers require you to refund the signing bonus pro-rated if you leave within 12–24 months, so don't spend it; treat it as a deferred liability until the clawback period ends.

Apply 5–10% if the new role is at a well-established company in a function you've done before. 15–20% if it's a startup, a new function, or a manager you haven't worked with. 25%+ if there are red flags (recent layoffs, founder turnover, market headwinds in their industry). The haircut reflects the chance that promised raises, bonuses, or even the role itself won't materialize.

Conservative: ₱150–250/hr (your after-tax hourly rate). Realistic for senior roles: ₱500–800/hr (what you'd pay for that time back). Aggressive: ₱1,000+/hr (because commute time is also fatiguing — not just time spent). 5 extra hours per week at ₱500/hr is ₱130,000/yr; that's a meaningful counterweight to a ₱10K/mo raise.

This v1 keeps it cash-only. To approximate equity at a PH listed company, divide the granted shares by vest years and add the expected post-tax peso value as 'annual raise'. For private/foreign tech RSUs, discount aggressively (40–60% haircut) — many vest into illiquid stock with no buyers. HMO upgrades and 13th/14th-month differences are usually 1–3% of salary; add them as an effective raise.

We flag tossup when the total advantage is within 3% of your stay take-home — meaning the financial difference is smaller than the margin of error in your assumptions (raise %, signing bonus clawback, risk haircut). When you're inside that band, the non-financial factors (manager quality, growth path, lifestyle, family) should drive the decision.

Bring the number, not the screen. 'I evaluated the offer over 3 years including the commute change and signing bonus, and to break even with my current trajectory I'd need a base of ₱XX,XXX' is a strong line. Don't show the spreadsheet — anchor with the conclusion. If HR asks for proof of competing offer, show the offer letter, not the calculator.

No. Everything runs in your browser. Salaries, offers, and risk assumptions never leave your device.