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7th CPC · Pay Matrix Level 5 · Grade Pay ₹2,800 · PB-1 · 40 Stages
Complete 7th CPC Pay Matrix Level 5 — all 40 increment stages (₹29,200 to ₹92,300), full salary calculator with DA 60% (Jan 2026), MACP/promotion fixation, 8th CPC projection, and side-by-side level comparison.
Grade Pay: ₹2,800 | Pay Band: PB-1 (₹5,200–20,200)
Entry Pay: ₹29,200 | Max Pay: ₹92,300 (Stage 40)
Jan 2026 DA: 60% | 8th CPC Scenario: ₹46,720 @1.60×
₹29,200Entry (Stage 1)
₹92,300Max (Stage 40)
3%Annual Increment
60%DA Jan 2026
Level 6Promotion to
1.60×8th CPC Scenario
LEVEL NAVIGATION
🔗 Navigate Other Pay Levels
Level 1
₹18,000
Level 2
₹19,900
Level 3
₹21,700
Level 4
₹25,500
Level 5
₹29,200
Level 6
₹35,400
Level 7
₹44,900
Level 8
₹47,600
Level 9
₹53,100
Level 10
₹56,100
Level 11
₹67,700
Level 12
₹78,800
FULL MATRIX TABLE
📋 Complete Pay Matrix Level 5 — All 40 Stages | Jan 2026 DA 60%
GP ₹2,800 | PB-1 | Stage 1: ₹29,200 → Stage 40: ₹92,300 | 3% Annual Increment
| Stage | Year (from 2016) | Basic Pay (₹) | DA @60% | DA @58% | HRA @30% (X) | HRA @20% (Y) | HRA @10% (Z) | TA + DA on TA | Gross X-City | Gross Y-City | Gross Z-City |
|---|
STAGE QUICK NAV
⚡ Quick Stage Jump
CALCULATOR
Level 5 Salary Calculator — Full Pay · MACP · Promotion · 8th CPC
Stage selector · Jan 2026 DA 60% · HRA/TA/NPS/UPS · Arrear & 8th CPC projection · 100% self-contained
💰 Select your current increment stage in Level 5 to get a complete Jan 2026 salary breakdown — Basic, DA@60%, HRA, TA, NPS/UPS deductions, take-home, and annual CTC.
Stage movement depends on the applicable increment date and service record
CEA, Uniform, Night Duty etc. (optional)
Basic @ Stage 10 | DA 58%
₹38,100 / month
📈 Under MACP, you move from Level 5 to Level 6. Under promotion, you may move to Level 6 or higher. Pay is fixed at the next higher cell in the new level equal to or greater than the current basic + one increment.
💡 MACP Rule: Add one notional increment in current level → fix pay in promoted level at next equal/higher cell. 3 MACPs at 10, 20, and 30 years of service from joining date.
📅 Jan 2026 DA confirmed at 60% (from 58%). Arrears from January–March 2026 will be paid as lump sum once Cabinet order is issued (expected March–April 2026).
🔮 8th CPC effective 1 January 2026. Minimum fitment 1.60× on current 7th CPC basic. Calculate your projected 8th CPC salary and compare all fitment scenarios.
Level 5 Stage 10 Basic | 8th CPC @ 2.00×
₹76,200 / month
📊 Compare Level 5 side-by-side with adjacent levels (Level 4, 5, 6, 7) at the same stage and DA rate. Useful for understanding MACP/promotion benefit.
Results
Pay Matrix Level 5
INFO SECTION
📊 Level 5 Salary Progression — Key Stages @ 60% DA + HRA 30%
📋 Pay Matrix Level 5 — Key Facts & Rules
Grade Pay & Pay Band
Level 5 corresponds to Grade Pay ₹2,800 under 6th CPC, in Pay Band 1 (₹5,200–20,200). Under 7th CPC, Grade Pay was abolished and Pay Matrix Levels replaced it. Level 5 is the highest level in PB-1.
Entry Pay & Maximum
Entry pay (Stage 1) is ₹29,200/month w.e.f. 1 January 2016. Maximum pay at Stage 40 is ₹92,300/month. Annual increment movement should be matched to the applicable 1 January / 1 July increment date and service record.
Typical Posts
Level 5 posts include Senior / Head Clerk, UDC promoted, Postal Assistants, Stenographers Grade C, SSC CHSL selected posts, and equivalent Group C positions in various central government departments.
MACP from Level 5
For the Level 5→Level 6 illustration, MACP pay fixation can be modelled in Level 6, subject to the employee’s actual hierarchy and prior promotion/MACP history. Method: add one increment in Level 5, then fix pay in Level 6 at the next equal or higher cell. MACP is granted at 10, 20, and 30 years of service.
Promotion Levels
Direct promotion typically takes an employee to Level 6 (GP ₹4,200) or Level 7 depending on department rules. Pay fixation on promotion: one increment in current level + fix at next equal/higher cell in promoted level.
8th CPC Impact
At 1.60× fitment (illustrative scenario), Level 5 Stage 1 basic rises from ₹29,200 to ₹46,720. At 2.00×, entry pay becomes ₹58,400. At 2.28×, it becomes ₹66,576. Each increment stage scales proportionately.
❓ Frequently Asked Questions — Level 5
What is the basic pay at all 40 stages of Level 5?▾
Level 5 starts at ₹29,200 (Stage 1, Jan 2016) and each stage increases by 3% rounded to nearest ₹100. Key stages: Stage 1: ₹29,200 | Stage 5: ₹32,900 | Stage 10: ₹38,100 | Stage 15: ₹44,100 | Stage 20: ₹51,100 | Stage 25: ₹59,200 | Stage 30: ₹68,600 | Stage 35: ₹79,500 | Stage 40: ₹92,300. All 40 stages are shown in the full matrix table above with complete salary breakdown including DA@60%, HRA, TA, and gross for all city classes.
What is the current stage of a Level 5 employee who joined in January 2016?▾
An employee fixed at Stage 1 in January 2016 would receive annual increments on 1 July each year. From July 2016 to July 2025, that is 10 increments, placing them at approximately Stage 11 (₹39,200) as of July 2025. As of March 2026, no new increment has occurred yet (next July 2026), so they remain at Stage 11. If the employee was fixed at a higher stage during conversion (e.g., Stage 3 in Jan 2016), add 10 increments to that stage. Verify your exact stage from your pay slip or service book.
How does MACP work for Level 5 employees and what pay is fixed in Level 6?▾
A MACP event may result in financial upgradation to the next applicable level in the employee’s hierarchy; for the common Level 5→Level 6 illustration used here, The fixation rule is: (1) Add one notional increment in Level 5 — multiply current basic by 1.03, round to nearest ₹100. (2) Find the next cell equal to or greater than this notional pay in Level 6 (starting ₹35,400). Example: If at Level 5 Stage 11 (₹39,200): notional = ₹39,200 × 1.03 = ₹40,376 → rounded ₹40,400. In Level 6, the next cell equal/above ₹40,400 is ₹41,100 (Stage 6). So new pay = ₹41,100 in Level 6. The resulting basic should be compared with the sanctioned fixation order; a valid fixation should not be inferred from same-stage comparison alone. DA, HRA, MACP perks apply on the new level.
What is the gross salary of a Level 5 employee in January 2026?▾
Using Stage 11 (₹39,200 est.) as a typical current stage: Basic: ₹39,200 | DA@60%: ₹23,520 | HRA@30% (X city): ₹11,760 | TA: ₹3,600 | DA on TA: ₹2,160 | Gross X City: ~₹80,240/month. For Y city (HRA@20%): ₹35,400+TA = ~₹75,936. NPS deduction (10% of basic+DA) = ₹6,272. Take-home: ~₹73,976 before other deductions and tax. Annual gross in this illustrative X-city case is about ₹9.63 lakh before other eligible allowances. The full table above shows exact amounts at every stage.
What will the Level 5 salary be after 8th CPC at different fitment factors?▾
For Stage 11 (₹39,200 current basic): @1.60× → ₹62,720 basic | Gross ~₹1,06,624 (X city) | @2.00× → ₹78,400 basic | Gross ~₹1,33,280 | @2.28× → ₹89,376 basic | Gross ~₹1,51,939 | @2.86× → ₹1,12,112 basic | Gross ~₹1,90,590. DA treatment at any future implementation would depend on the notified rules but each 1% DA hike on the new basic gives ₹627–₹1,121/month (vs ₹392/month currently). The 8th CPC tab in the calculator above gives exact figures for your specific stage and fitment choice.
How much Jan 2026 DA arrear will a Level 5 employee get?▾
DA increased from 58% to 60% (2% hike) effective 1 January 2026. For Stage 11 (₹39,200): monthly gain = ₹39,200 × 2% = ₹784/month on basic. DA on TA also increases: ₹3,600 × 2% = ₹72/month. Total monthly gain = ₹856. For 3 months arrear (Jan–Mar 2026) = ₹2,568 lump sum (gross, before tax). The Arrear Calculator tab above gives exact amounts for your stage, TA, and tax slab. File Form 10E for Section 89(1) relief if the arrear pushes you into a higher tax slab.
🧭 Level 5 Practical Workflow: From Pay Slip to Verified Salary
Use the Level 5 calculator as a structured checking tool. Start with the latest basic pay shown on the pay slip, then match it to the 40-stage matrix. Do not select a stage only because it is close to the amount you expected. A mismatch can indicate a promotion, MACP, increment-date change, pay protection, withheld increment, extraordinary leave effect or an earlier fixation correction. The Pay Matrix Browser can help identify the level and stage from an existing basic-pay figure, and the Pay Matrix Calculator can be used for a broader cross-level check.
When checking an older record, keep the appointment order, 7th CPC fixation statement, promotion/MACP orders and at least one pay slip for each important service event. These documents explain why two employees with the same designation can be at different stages. Stage is a pay-position record, not simply the number of calendar years since joining.
📅 Annual Increment: Verify the Applicable Date
The page no longer assumes that every Level 5 employee moves on 1 July. Depending on the relevant service event and rules, the employee may fall under a 1 January or 1 July date-of-next-increment framework. Before estimating future salary, verify the increment date from the service book or pay-fixation order. The Next Increment Date Calculator, Increment Due Dates reference and January vs July Increment Guide are useful for this step.
If an increment is delayed, withheld or corrected retrospectively, do not merely advance the stage in the current calculator. First determine the effective date and revised basic, then calculate the difference month by month. For missed-increment cases, the Increment Arrears Calculator provides a more appropriate workflow.
🏠 DA, HRA and Transport Allowance: Keep the Bases Separate
For planning, this updated page uses a 60% DA input and HRA rates of 30%, 20% and 10% for X, Y and Z classes. HRA is calculated on basic pay, not on basic plus DA. The selected city class should reflect the employee’s actual place of posting and the rules applicable for the salary month. A transfer can therefore change HRA even when basic pay remains unchanged. Use the HRA X/Y/Z Calculator and HRA City Class Calculator to check city classification separately.
For Level 5, the standard Transport Allowance planning base used in the calculator is ₹3,600 for higher TPTA cities and ₹1,800 for other places, with DA on TA where applicable. Special categories can differ. If government accommodation, official transport, disability-related enhanced allowance or another exception applies, reconcile the sanctioned amount with the pay slip instead of relying on the default.
For DA changes, compare the old and revised rates only for the months actually affected. The DA Calculator, DA Rate History and Month-wise DA Arrears Calculator can help keep current-rate calculations separate from historical arrears.
📈 Promotion and MACP: Use Fixation, Not Same-Stage Comparison
The Level Comparison tab is useful for understanding the scale of adjacent levels, but it is not a pay-fixation order. A real promotion or MACP case starts with the existing basic pay and the applicable fixation option. The notional increment and placement in the new level must follow the sanctioned rule and employee’s service history. Use the Promotion Pay Fixation Calculator and MACP Increment Calculator for the next step.
MACP should also be checked against earlier regular promotions and financial upgradations. Do not assume that every Level 5 employee automatically goes to Level 6 merely because the calculator uses that common illustration. Departmental hierarchies differ. The MACP Complete Guide and MACP vs Promotion Guide explain why service history matters.
After fixation, record the new basic, new level, effective date, date of next increment and option exercised. These details become important when later DA, HRA, NPS and arrears are recalculated.
🧾 Gross Pay, Take-Home and Tax Are Three Different Numbers
Gross pay is the sum of basic pay and applicable allowances. Take-home is the amount after deductions. Taxable salary is a separate computation that can differ from both because exemptions, deductions and the selected tax regime may apply. The Level 5 calculator therefore gives a payroll estimate, not a tax assessment.
For NPS-covered employees, check the employee contribution against the pensionable emoluments used by payroll and then verify whether the government share appears in the PRAN record. Use the NPS Impact Calculator and NPS Tier 1 Calculator for contribution and retirement-corpus scenarios. For tax, use the dedicated Income Tax Calculator for Government Employees rather than treating the salary-tab tax estimate as final.
Other deductions can include CGHS/CGEGIS where applicable, insurance, loans, advances, recoveries and voluntary deductions. Compare each line with the Understanding Salary Slip guide. If gross looks correct but bank credit does not, the problem is usually in the deduction side rather than the pay matrix stage.
📚 Worked Service-Record Scenarios for Level 5
Scenario A — Normal annual movement
An employee whose verified basic is at one Level 5 stage and whose next increment becomes due should move to the next notified matrix cell on the applicable increment date. Check the date first; then use the next cell, not a manual 3% rupee calculation if the official matrix cell is available.
Scenario B — Transfer to another city class
Basic pay may remain unchanged while HRA changes from X to Y or Z classification. Recalculate HRA from the transfer-effective month and check whether any government accommodation condition changes entitlement.
Scenario C — Promotion/MACP
Do not simply continue to the next Level 5 stage. Determine the promoted or upgraded level, apply the admissible fixation method, then place the employee in the correct new-level cell. Recalculate allowances and NPS from the revised basic.
Scenario D — Retrospective correction
When a fixation order is corrected with an earlier effective date, create a month-wise old-versus-revised worksheet. Use Pay Revision Arrears or Total Arrears rather than multiplying one monthly difference by the entire period.
🔮 8th CPC Tab: Treat Every Factor as a Scenario, Not an Official Rate
The 8th CPC calculator tab is retained because it is useful for sensitivity analysis, but the factors shown are modelling inputs. They should not be described as confirmed minimums, guaranteed fitment factors or notified future pay. A future commission can change the pay matrix structure, fitment method, allowance treatment and implementation date. Use the tab to answer “what if” questions only.
For example, selecting 1.60×, 2.00×, 2.28× or 2.86× can show how a hypothetical multiplier affects the current basic. It does not mean the selected figure will be adopted. Likewise, the treatment of accumulated DA at a future pay revision should be taken from the eventual notification, not assumed in advance. For historical context, compare existing CPC structures with the 5th vs 6th vs 7th CPC Comparison and the 6th to 7th CPC Conversion Calculator.
🏦 Retirement Handoff From Level 5
A Level 5 stage is only one input in retirement planning. The pension system, actual last pay, contribution record, qualifying service, retirement date and family-benefit rules determine the final outcome. Use the 7th CPC Pension Calculator for applicable pension-rule cases and the NPS Calculator for NPS scenarios. Do not infer an OPS pension or an NPS corpus from Level 5 alone.
Also check Gratuity, Leave Encashment, Retirement Benefits and Retirement Corpus. Keeping these components separate prevents a salary calculator from being mistaken for a complete retirement-benefit statement.
✅ Final Level 5 Verification Checklist
Before using the result for an application, representation, arrears claim or retirement estimate, confirm: the correct Level 5 stage; the effective date of the last increment; the applicable DA rate for each month; the correct HRA city class; whether government accommodation affects HRA; the standard or special Transport Allowance rate; NPS/OPS/UPS status as actually applicable; other deductions; promotion/MACP history; and any retrospective orders. Save the pay slip and order used for each assumption.
For a final cross-check, compare the basic against Pay Matrix Level 5, the next level against Pay Matrix Level 6, and the salary structure against the Salary Break-up Calculator. This produces a cleaner audit trail than relying on one calculator screen alone.
🗂️ Level 5 Record Audit: What to Keep With the Calculation
A useful salary calculation should be reproducible months later. Save the exact pay slip used for the starting basic, the appointment or promotion order that established Level 5, the latest increment entry, any MACP order, transfer order, government-accommodation record and the pension-scheme details shown in payroll. If an arrear is involved, also note the month in which the revised amount was actually credited. This simple record pack prevents a future reviewer from having to guess which assumptions were used.
For each calculation, write down five dates: the effective date of the current basic, the last increment date, the next increment date, the effective date of the DA/HRA rate being used and the date of any promotion or MACP. Most salary discrepancies come from mixing a correct rate with the wrong month. Keeping the dates beside the figures is more reliable than relying on a screenshot of the final total.
🔍 Common Level 5 Errors to Check Before Raising a Pay Issue
Wrong stage selected
The employee chooses a stage by counting years from joining, even though earlier fixation or promotion placed them at a different matrix cell. Always match the current basic first.
HRA calculated on Basic + DA
For the standard HRA workflow on this page, HRA is calculated on basic pay. Recheck any worksheet that multiplies the combined basic-plus-DA amount by the city percentage.
Same-stage promotion comparison
Level 5 Stage 12 and Level 6 Stage 12 are not automatically the before-and-after values for a promotion. Use the actual fixation process instead of matching stage numbers.
One rate used for all arrear months
Historical arrears should reflect the rate and basic pay applicable in each month. Split periods when DA, HRA, basic pay or posting status changed.
Net pay treated as gross pay
Bank credit can be lower because of NPS, tax, insurance, advances or recoveries. First reconcile earnings and deductions separately.
Future CPC scenario treated as entitlement
A hypothetical fitment factor is useful for planning, but it should never be quoted as a sanctioned future basic pay until the relevant notification is issued.
📌 A Simple Three-Number Cross-Check
Before accepting the result, verify three independent numbers: the basic pay against the official Level 5 matrix, the gross salary against a manual Basic + DA + HRA + TA calculation, and the employee deduction side against the pay slip. If all three agree, most ordinary payroll errors have been ruled out. If the basic does not agree, investigate fixation or increment history. If gross does not agree, investigate allowance rates or posting status. If gross agrees but take-home does not, investigate deductions.
This three-number method also makes representations easier to understand. Instead of saying only that “salary is wrong,” identify whether the difference comes from basic pay, an allowance or a deduction. Supporting the point with a dated pay slip, the relevant order and a month-wise difference table gives the establishment or accounts section a much clearer issue to verify.