Registered Nurse Salary by State — 2024 BLS Data

State-by-State Wages

May 2024 BLS OEWS mean wages for Registered Nurses (SOC 29-1141) across all 50 states + D.C. Click any state on the map to explore metro-level data.

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#	State	Hourly Mean	Annual Mean	Salary Range (P25–P75)	COL-Adjusted	vs. National

Source: BLS OEWS May 2024. COL index from World Population Review 2024 (US avg = 100). Colorado data restored after initial quality concerns.

Metro Area Explorer

406 metro areas across all 50 states + D.C. Search by city, filter by state or wage tier.

#	Metro Area	State	Hourly Median	Annual Median	25th %ile	75th %ile	Relative

Source: May 2024 BLS OEWS. CA metro data sourced directly from O*NET/BLS. All other metros derived from state-level BLS means and historical metro distribution patterns. MSA definitions per OMB Bulletin 23-01.
Note: CA median wages are exact BLS values. Other state metro wages are estimates calibrated to state means — treat as directional benchmarks. Always verify with the BLS metro-specific tables for exact figures.

Wage Distribution

National percentile breakdown, May 2024. The bottom 10% earn under $66k; the top 10% earn over $135k.

National Percentiles

Compare by State (estimated)

Where do you fall nationally?

Enter your hourly wage to estimate your national percentile.

Cost-of-Living Adjusted Wages

Nominal wages adjusted by 2024 state COL indices. High nominal wages don't always mean high purchasing power.

Best Real Value

Worst Real Value

Biggest Nominal → Real Drop

Top 25 States — Nominal vs. COL-Adjusted Annual Mean

Methodology: COL-adjusted hourly = Nominal Mean Hourly ÷ COL Index × 100. COL indices from World Population Review 2024 (US avg = 100).

Wage Trends Over Time

National RN wages 2018–2024. Nominal grew 14.6%, but real purchasing power declined slightly.

6-Year Nominal Growth

+14.6%

$81,660 → $93,600

Real Growth (inflation-adj.)

−1.5%

Wages lagged post-pandemic inflation

Employment Growth

+11.2%

2.95M → 3.28M RNs

Source: BLS OEWS 2018–2024. Inflation adjustment uses BLS CPI-U annual averages. 2020 reflects pandemic-era survey disruptions.

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✓Salary Negotiation Guide (5 chapters)

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Salary Negotiation Guide

5 chapters — scripts, counter-offer strategies, timing, and travel contract math

How to Read & Cite BLS Data in Your Negotiation

Most nurses walk into salary negotiations with a number in their head — something they saw on a salary comparison site, heard from a colleague, or just feels right. The problem: employers know the real data. The BLS OEWS publishes the most authoritative, defensible compensation data available — and it's free. Here's how to use it.

The three numbers you need

1. The 50th percentile (median) for your metro — your floor in any negotiation.
2. The 75th percentile — your target. Assertive and defensible.
3. Your state mean vs. the national mean ($45.00/hr) — sets regional context.

$45.00

National median hourly

$56.08

75th %ile — your target

$65.05

90th %ile — top earners

Framing tip

Lead with your value, follow with the data. "Based on my ICU experience and current BLS data for this metro, I'm targeting $X" lands better than opening with "BLS says the median is $X."

Word-for-Word Scripts That Actually Work

Most nurses lose negotiation leverage in the first 60 seconds — not because their ask is unreasonable, but because of how they phrase it. These scripts are built around three principles: confidence without aggression, data as evidence not ultimatum, and always leaving room for a counter.

Script 1 — Initial offer response

"Thank you for the offer. I've been researching compensation for RNs in this market using BLS data, and based on my [X years] of experience in [specialty], I was targeting something closer to $[amount]. Is there flexibility there?"

Use when: You receive the initial written offer and have 24–48 hours to respond.

Script 2 — Handling "that's our standard offer"

"I understand there are band structures — I appreciate that. I'd still like to ask whether there's any flexibility, particularly given the BLS data showing the 75th percentile for this metro is $[X]. Even a small adjustment would mean a lot to me."

Use when: HR claims the offer is non-negotiable.

Script 3 — Deflecting the salary question

"I'm flexible — I'd like to hear your range first so I can see if we're in alignment."

Use during interviews when asked what you're looking for. Whoever names a number first loses room to negotiate.

Script 4 — Asking for time to consider

"This is exciting — I'd love a couple of days to review the full offer and make sure I'm giving you a thoughtful answer. Can I get back to you by [specific date]?"

Buys time without seeming indecisive. Use it every time you get a verbal offer.

Counter-Offer Strategies by Scenario

Not all negotiations are the same. A new grad accepting their first position has different leverage than a 10-year ICU nurse fielding competing offers.

Situation	Leverage	Best Strategy
New grad, single offer	Low	Focus on sign-on bonus and shift differential — these are easier to move than base
Experienced RN, no competing offer	Medium	BLS data + cost-of-living argument — cite the 75th percentile for your metro
Competing offer in hand	High	Direct ask with a deadline — "I have until Friday, can you match $X?"
Annual review / raise request	Medium	Show market moved — BLS data year-over-year plus your specific contributions

Always counter at least once

Studies consistently show that most employers expect a counter and have room built in. Accepting the first offer without countering almost always leaves money on the table — even in low-leverage situations.

Timing — When to Push, When to Accept, When to Walk

Leverage has a shelf life. There are four distinct moments in the hiring process where you have leverage — and three where pushing backfires.

Before the interview — set your numbers internally

Set three numbers: your floor (50th %ile), your ask (75th %ile), and your walk-away. Never share these with the recruiter.

During the interview — deflect salary questions

If asked about salary expectations, say "I'm flexible — I'd like to hear your range first." Keep your powder dry.

After the verbal offer — your best window

The 24–48 hours after a verbal offer is peak leverage. Counter here, before the written offer. Don't wait.

When to walk

Walk when the final offer is below your floor AND comparable positions exist at your target wage. Use the metro data above to verify before declining.

Never do this

Don't negotiate via text or email unless you have the offer in writing first. Verbal negotiations leave no record. If a recruiter won't put an offer in writing before asking you to negotiate, that's a red flag.

Travel Nursing vs. Staff: The Real Compensation Math

Travel nursing packages are deliberately complex — and that complexity benefits agencies, not nurses. A $3,200/week contract sounds dramatically better than an $85,000 staff salary until you run the real math. Use the Travel Contract Analyzer (below) for your specific contract — this chapter explains the framework.

Why the comparison is hard

Travel contracts include a tax-free stipend (housing + meals) that isn't wages — it's a reimbursement. Only the taxable base counts for Social Security, mortgage applications, and loan qualification. Agencies aren't required to make this clear.

Component	Staff	Travel
Base/taxable pay	Full salary	Often only $600–900/wk
Health insurance	Employer-subsidized	Self-pay (~$500–1,200/mo)
Retirement match	3–6% common	Usually none
PTO / sick leave	2–4 weeks paid	Gap weeks unpaid
Career trajectory	Promotions, leadership	Lateral only

The real break-even rule

Travel makes financial sense when your total real compensation exceeds a comparable staff position by at least 25–35% — enough to cover the benefits gap, tax complexity, and career opportunity cost. Use the Travel Contract Analyzer tool below to run this math on any specific contract.

Script — Negotiating a travel contract base

"I'm really interested in this assignment. Can we look at getting my taxable base closer to the BLS median for [metro], even if we adjust the stipend structure? I want to make sure the contract works for my mortgage qualification."

Personalized Salary Report

See exactly where you stand vs. your market — based on your state, metro, and experience

Your State

Metro Area (optional)

Years of Experience

Your Current Hourly Wage ($)

Hours per Week

Relocation Comparison

Compare two locations side-by-side — wages, cost of living, and real purchasing power

Location A — State

Location B — State

Travel Contract Analyzer

Decode what a travel contract is really worth vs. a staff position

Weekly Taxable Base Pay ($)

Weekly Housing Stipend ($)

Weekly M&IE Stipend ($)

Contract Length (weeks)

Hours per Week

Comparable Staff State

Health Insurance Cost ($/mo, self-pay)

Gap Weeks Between Contracts

BLS Update Alerts

Get notified by email when BLS releases new wage data for your state or metro

Next BLS OEWS release: May 15, 2026. Add your state or metro below and we'll email you when new data drops.

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Registered Nurse Compensation