Updated with May 2024 BLS OEWS data · SOC 29-2061 (LPN/LVN) · Next BLS release: May 15, 2026
BLS OEWS May 2024 · SOC 29-2061
LPN/LVN Compensation
LPN and LVN pay varies widely by state and setting. This tool gives you the actual BLS numbers — by percentile, adjusted for cost of living, and compared directly to RN wages.
$25.35
National Median Hourly
$52,730
National Median Annual
700k
LPNs/LVNs Employed
50
States + D.C.
State-by-State LPN/LVN Wages
May 2024 BLS OEWS mean wages for Licensed Practical and Vocational Nurses (SOC 29-2061) across all 50 states + D.C.
LowHigh
#
State
Hourly Mean
Annual Mean
COL Index
COL-Adjusted
Relative
Source: BLS OEWS May 2024. SOC 29-2061 — Licensed Practical and Licensed Vocational Nurses. COL index from World Population Review 2024.
LPN/LVN Wage Distribution
National percentile breakdown, May 2024.
National Percentiles
Where Do You Fall?
Enter your hourly wage to estimate your national percentile.
National percentile data from BLS OEWS May 2024 for SOC 29-2061.
Cost-of-Living Adjusted Wages
LPN/LVN wages adjusted by 2024 state COL indices.
Best Real Value
Worst Real Value
Biggest Nominal → Real Drop
Top 25 States — Nominal vs. COL-Adjusted
LPN/LVN Wage Trends
National LPN/LVN wages 2018–2024.
6-Year Nominal Growth
+18.2%
$44,600 → $52,730
Real Growth (inflation-adj.)
+1.8%
Slightly outpaced inflation
Employment Change
+4.2%
673k → 700k LPNs
Source: BLS OEWS 2018–2024. SOC 29-2061.
Metro Area LPN/LVN Wages
228 metro areas across all 50 states + D.C. Click any bubble to see wages. Tap on mobile.
Source: BLS OEWS May 2024. SOC 29-2061 (LPN/LVN). 228 metropolitan statistical areas. Wages reflect median hourly rates.
LPN/LVN vs. RN Wage Comparison
How do LPN/LVN wages compare to Registered Nurses nationally and by state?
LPN/LVN National Mean
$25.35
per hour · $52,730/yr
RN National Mean
$45.00
per hour · $93,600/yr
LPN vs. RN by State — Annual Mean Wages
What This Means for Your Career
The average RN earns about 77% more than the average LPN/LVN nationally. However, the path from LPN to RN typically takes 2 additional years of education. In high-COL states like California and Oregon, the wage premium for becoming an RN is even larger in absolute terms.
Some LPN/LVN positions in specialty settings or high-demand states can close the gap — the top 10% of LPN/LVNs earn $36.09/hr or more, approaching the median RN wage in lower-paying states.
Personalized salary tools to help you negotiate better, plan smarter, and understand your career options.
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The free tools show you the data. Pro helps you act on it — with negotiation scripts, career calculators, and personalized reports built specifically for LPNs and LVNs.
One successful salary negotiation typically adds $3,000–$8,000/year. At $9/month, Pro pays for itself in the first conversation.
✓Salary Negotiation Guide — scripts for LPN/LVN settings
✓LPN → RN Career ROI Calculator
✓Personalized salary report by state + experience
✓Relocation comparison tool
✓Setting-by-setting pay comparison (SNF vs. hospital vs. clinic)
Word-for-word scripts for nursing homes, hospitals, clinics, and home health
Chapter 1: The LPN/LVN Negotiation Advantage
Most LPNs never negotiate. That's a mistake — and an opportunity. Because so few LPNs negotiate, hiring managers often have more room than you'd expect.
The national median LPN wage is $25.35/hr. The 75th percentile is $30.42/hr. That $5/hr gap represents over $10,000/year. Most hiring managers start at or below median — which means most LPNs who don't negotiate leave $5,000–$10,000/year on the table.
Before you negotiate, know these three numbers for your state:
The state mean hourly wage (your floor)
The state 75th percentile (your target)
The state 90th percentile (your ceiling in strong markets)
Use the States and Percentile tabs to find these numbers before any salary conversation.
Chapter 2: Know Your Number
The strongest negotiators don't ask "what does this job pay?" — they say "based on my experience and this market, I'm looking for $X."
How to calculate your target:
Find your state's 75th percentile in the Percentile tab
Add 5–10% if you have 5+ years of specialty experience (ICU, wound care, IV therapy)
Add 5% if you hold a specialty certification (IV cert, wound care cert)
This is your target. State it confidently and let them respond first.
Sample script: "Based on my [X] years of experience in [setting] and current BLS data for [state], I'm targeting $[X]/hr. I'm excited about this role — is there flexibility to reach that?"
Chapter 3: The Salary Conversation
The most important rule: never give a number first. If asked for your salary expectation, redirect.
When they ask "What are you looking for?" "I'd love to understand the full role and your range first. What's budgeted for this position?"
When they give a number below your target: "I appreciate the offer. Based on the BLS data for [state] — the 75th percentile for LPNs is $[X]/hr — and my [X] years of experience, I was hoping we could get to $[target]. Is that possible?"
When they say the range is firm: "I understand. Could we revisit in 90 days after I've demonstrated my value? I'd like to get that in writing."
Chapter 4: Handling Counter Offers
If your current employer makes a counter offer after you announce you're leaving — be cautious. Research shows that most employees who accept counter offers leave within 12 months anyway, because the underlying reasons for leaving remain.
Counter offer evaluation checklist:
Does the new offer meet or exceed your target rate?
Is it a permanent raise or a temporary retention bonus?
Does it change the conditions (workload, management, schedule) that made you look?
Will accepting damage your relationship with the new employer for future opportunities?
If the answer to questions 3 or 4 is no — the counter offer rarely solves the real problem.
Chapter 5: Negotiating by Setting
Skilled Nursing Facility (SNF)
SNFs typically pay at or below state median. They also have the most consistent shift differential pay (nights, weekends). Negotiate base rate AND differentials. Ask specifically: "What is the night differential?" and "Weekend differential?" These can add $3–6/hr to effective pay.
Hospital / Acute Care
Hospitals typically pay 10–20% above SNF rates for LPNs. Union contracts at many hospitals provide automatic step increases — ask HR for the pay grid before accepting an offer to understand your trajectory.
Home Health / Private Duty
Per-visit pay structures can obscure effective hourly rates. Always convert to hourly before comparing. Include drive time in your calculation. Ask: "What is the average number of visits per shift and what is the average drive time between clients?"
LPN → RN Career ROI Calculator
Is getting your RN worth it? Calculate the real financial return for your state.
Personalized Salary Report
Where do you stand? Get your exact percentile and market position.
Your Personalized Salary Report
Relocation Comparison
Compare two states — real purchasing power, not just nominal wages.
Current State
Target State
BLS Update Alerts
Get notified the moment new LPN/LVN wage data is released each May.
The next BLS OEWS release is May 15, 2026. We\'ll email you the moment it's live with a summary of what changed in your state.
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