Base salary versus total package: what to ask

Two offers with the same headline number can put different amounts in your bank account. The first question is what that number includes.

Separate the components

For comparison purposes, record fixed base salary, employer super, bonus and other benefits separately. Ask whether the advertised amount includes super. A bonus described as a target is different from a guaranteed payment. Ask for its eligibility rules, measures and payment timing.

A worked example

Assume an offer states a $150,000 total package and the only components are base salary and employer super calculated at 12% of that base. The calculation is $150,000 ÷ 1.12, giving approximately $133,929 base and $16,071 employer super.

This is an arithmetic illustration using an assumed contribution rate. It is not a statement that every package has the same structure. Other benefits, contribution caps or a different contribution basis can change the breakdown.

Ask for a written breakdown

“Could you please separate the annual base salary, employer super contribution, target bonus and any other benefits? I’d also like to confirm which amounts are guaranteed.”

Compare like with like

Keep both offers in the same currency and pay period. Compare guaranteed annual cash first. Then consider the conditional bonus and benefits separately. Working hours, flexibility, leave, role scope and progression may change the overall decision.

A salary-filter result cannot answer these package questions. Use it to start a conversation, then rely on the employer’s written terms for the actual offer.

This is a comparison guide, not a personalised tax calculation. Published 29 October 2026.