Knowing your labour charge out rate is one of the most important parts of running a profitable building business.
Many builders base their pricing on what competitors charge or simply add a margin to an employee’s hourly wage. Unfortunately, this often means they’re charging less than it actually costs to employ someone.
Your charge out rate should cover far more than wages. Leave entitlements, ACC levies, insurance, allowances, downtime and other employment costs all contribute to the true cost of having someone on your team.
This guide explains how to calculate your labour charge out rate using a practical, step-by-step approach. While every business is different, understanding these principles will help you build more accurate pricing and make informed decisions about your business.
What is a labour charge out rate?
A labour charge out rate is the hourly rate your business charges for productive labour. It should recover the cost of employing your team, contribute towards business overheads and provide a sustainable profit.
It isn’t the same as your employee’s hourly wage.
For example, if you pay a carpenter $35 per hour, it doesn’t mean you can charge clients $35 per hour and break even. The real cost of employing that person is significantly higher once employment costs and non-productive time are taken into account.
A charge out rate should recover:
- Wages
- Annual leave
- Sick leave
- Public holidays
- ACC levies
- Employer KiwiSaver contributions (where applicable)
- Insurance costs
- Employee allowances
- Training and professional development
- Non-productive time
- Business overheads
- Profit
Without accounting for these costs, it’s easy to underestimate what your labour actually costs your business.
Why getting your charge out rate right matters
Setting the correct charge out rate helps you:
- Price work confidently
- Protect your profit margins
- Cover the true cost of employing staff
- Understand which jobs are profitable
- Make informed decisions when hiring
- Grow a sustainable building business
Charging too little may help win work in the short term, but consistently underpricing labour can quickly erode profitability.
Step 1: Calculate your employee’s weekly wage
Start with the employee’s hourly pay rate and contracted weekly hours.
For example:
- Hourly wage: $25.00
- Hours worked each week: 45
Weekly wages:
$25 × 45 hours = $1,125 per week
If your employees regularly work overtime or receive penalty rates, these should also be included in your calculations.
Step 2: Account for paid leave
Although employees aren’t working while on annual leave, sick leave or public holidays, they’re still being paid.
That means the hours they spend on productive work need to recover these costs.
When calculating productive working weeks across the year, consider:
- Annual leave
- Public holidays
- Sick leave
- Training
- Other paid leave
For example, an employee may only have around 44 productive working weeks available during a 52-week year.
This means each productive hour needs to recover the cost of the weeks they’re not available for chargeable work.
Step 3: Include employment on-costs
Next, include the additional costs of employing staff.
These may include:
- ACC employer levies
- Public liability insurance
- Employer KiwiSaver contributions
- Income protection or other employment-related insurance
- Staff allowances such as tool allowances
Every business will have different costs, so use your own figures wherever possible.
Step 4: Allow for non-productive hours
Not every paid hour is billable.
Builders spend time:
- Travelling between jobs
- Loading and unloading vehicles
- Toolbox meetings
- Health and safety discussions
- Cleaning up sites
- Collecting materials
- Speaking with clients
- Waiting for inspections
- Managing weather delays
These hours are still paid, but they can’t always be charged directly to a client.
For example, an employee working a 45-hour week may only achieve around 39 productive, billable hours once normal downtime is considered.
If you ignore this difference, you’ll almost certainly undercharge.
Step 5: Calculate your minimum labour charge out rate
Once you’ve calculated your employee’s total weekly employment cost, divide it by the number of productive hours.
Using the worked example:
- Total weekly employment cost: $1,476.69
- Productive hours: 39
$1,476.69 ÷ 39 = $37.86 per productive hour
This figure represents your minimum employment cost.
Importantly, it does not include overheads or profit.
Don’t forget business overheads
Many builders stop once they’ve calculated employment costs.
However, your business also needs to recover overheads such as:
- Office expenses
- Accounting fees
- Software subscriptions
- Vehicles
- Fuel
- Marketing
- Phones
- Tools and equipment
- Administration
- Compliance
- Health and safety
- Professional memberships
These costs need to be recovered across every productive hour your business sells.
Then add your profit margin
Profit isn’t what’s left over after the bills are paid. It’s a planned part of your pricing.
Once you’ve established your true labour cost and allocated overheads, you can determine the margin needed to achieve your business goals.
Charging above your minimum cost creates room to:
- Invest back into the business
- Replace equipment
- Manage quieter periods
- Employ additional staff
- Build a financially resilient business
Common mistakes builders make
Charging based on wages alone
An hourly wage is only one part of the total employment cost.
Forgetting paid leave
Annual leave, public holidays and sick leave all need to be recovered through productive hours.
Ignoring downtime
Travel, meetings and other non-billable activities reduce the number of hours available to recover your costs.
Leaving out overheads
Even if labour costs are accurate, forgetting business overheads can significantly reduce profitability.
Not reviewing rates regularly
Employment costs, insurance premiums and overheads change over time. Reviewing your charge out rates regularly helps ensure your pricing remains accurate.
Frequently asked questions
What is the difference between an hourly wage and a charge out rate?
An hourly wage is what an employee earns.
A charge out rate is what a business charges a client. It needs to recover wages, employment costs, overheads and profit.
How often should I review my charge out rates?
At least annually, or whenever wages, ACC levies, insurance costs or business overheads change significantly.
Should every employee have the same charge out rate?
Not necessarily.
Different employees have different wage rates, allowances, productivity levels and specialisations, all of which may influence the appropriate charge out rate.
Does this calculation include profit?
No.
The calculation outlined above helps determine the minimum labour cost. A sustainable charge out rate should also recover overheads and include an appropriate profit margin.
Final thoughts
Understanding your labour charge out rate is fundamental to running a successful building business.
By taking into account wages, leave entitlements, employment on-costs and productive hours, you’ll have a much clearer picture of what your employees actually cost your business.
From there, you can confidently add your overheads and profit to create pricing that supports long-term sustainability rather than simply covering today’s expenses.
Whether you’re quoting a renovation, managing multiple projects or planning your next hire, knowing your true labour cost puts you in a much stronger position to make informed business decisions.
Disclaimer
This guide is intended as general information only. Every building business operates differently, and employment costs, overheads and insurance obligations will vary. You should use your own business figures when calculating charge out rates and seek professional accounting or business advice where appropriate.