{"id":1730,"date":"2026-10-30T06:14:46","date_gmt":"2026-10-30T06:14:46","guid":{"rendered":"https:\/\/intuitivehealthservices.com\/blog\/?p=1730"},"modified":"2026-10-26T06:19:35","modified_gmt":"2026-10-26T06:19:35","slug":"physician-assistant-salary","status":"publish","type":"post","link":"https:\/\/intuitivehealthservices.com\/blog\/physician-assistant-salary\/","title":{"rendered":"How Much Does a Physician Assistant Make? Salary Guide by State and Specialty"},"content":{"rendered":"

A physician assistant salary depends on several factors, including location, specialty, experience, work setting, and compensation structure. In 2025, the median annual wage for physician assistants was $135,880, according to the U.S. Bureau of Labor Statistics (BLS). The 2026 AAPA Salary Report<\/a> found that median total PA compensation reached $140,000 in 2025, up 4.5% from $134,000 in 2024.<\/p>\n

These figures are not contradictory. BLS reports employer-reported wages, while AAPA’s survey measures PA compensation and includes different forms of pay.<\/p>\n

The difference becomes even more useful when you look at salary by state, specialty, experience, bonuses, and cost of living.<\/p>\n

What Is the Average Physician Assistant Salary in 2026?<\/h2>\n

The average physician assistant salary can look different depending on the source and how compensation is measured.<\/p>\n\n\n\n\n\n\n\n
Salary Measure<\/b><\/td>\n2025 Figure<\/b><\/td>\nSource<\/b><\/td>\n<\/tr>\n
Median annual wage<\/td>\n$135,880<\/td>\nBLS<\/td>\n<\/tr>\n
Median total compensation<\/td>\n$140,000<\/td>\nAAPA<\/td>\n<\/tr>\n
Top 10% annual wage<\/td>\n$190,280+<\/td>\nBLS<\/td>\n<\/tr>\n
Median hourly equivalent<\/td>\n$65.33<\/td>\nBLS<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

The Occupational Outlook Handbook: Physician Assistants<\/a> reports that the median annual wage for physician assistants was $135,880 in May 2025. The highest-paid 10% earned more than $190,280.<\/p>\n

The AAPA figure is also useful because it captures more than a simple wage number. Its 2026 report found that nearly 58% of full-time PAs received a bonus, with a median bonus of $6,000. About 83% of PAs reported being salaried, 14% were paid hourly, and 3% were primarily compensated through productivity.<\/p>\n

AAPA also reported a median of $26 per RVU among PAs who received productivity-based compensation and reported RVU data. The median number of logged RVUs was 4,000.<\/p>\n

This is why you should compare total compensation rather than looking at base salary alone.<\/p>\n

Physician Assistant Salary by State<\/h2>\n

Location has a major effect on PA pay. BLS May 2025 wage data shows a wide gap between the highest- and lowest-paying states.<\/p>\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n
Rank<\/b><\/td>\nState<\/b><\/td>\nMedian Salary<\/b><\/td>\nApprox. Hourly<\/b><\/td>\n<\/tr>\n
1<\/td>\nNew Jersey<\/td>\n$165,690<\/td>\n$79.66<\/td>\n<\/tr>\n
2<\/td>\nCalifornia<\/td>\n$165,650<\/td>\n$79.64<\/td>\n<\/tr>\n
3<\/td>\nWashington<\/td>\n$164,360<\/td>\n$79.02<\/td>\n<\/tr>\n
4<\/td>\nHawaii<\/td>\n$164,050<\/td>\n$78.87<\/td>\n<\/tr>\n
5<\/td>\nNew York<\/td>\n$160,880<\/td>\n$77.35<\/td>\n<\/tr>\n
6<\/td>\nOregon<\/td>\n$155,780<\/td>\n$74.89<\/td>\n<\/tr>\n
7<\/td>\nNew Hampshire<\/td>\n$150,960<\/td>\n$72.58<\/td>\n<\/tr>\n
8<\/td>\nAlaska<\/td>\n$150,700<\/td>\n$72.45<\/td>\n<\/tr>\n
9<\/td>\nVermont<\/td>\n$150,490<\/td>\n$72.35<\/td>\n<\/tr>\n
10<\/td>\nMassachusetts<\/td>\n$142,410<\/td>\n$68.47<\/td>\n<\/tr>\n
11<\/td>\nMontana<\/td>\n$141,470<\/td>\n$68.01<\/td>\n<\/tr>\n
12<\/td>\nMinnesota<\/td>\n$141,190<\/td>\n$67.88<\/td>\n<\/tr>\n
13<\/td>\nRhode Island<\/td>\n$139,930<\/td>\n$67.27<\/td>\n<\/tr>\n
14<\/td>\nNew Mexico<\/td>\n$139,920<\/td>\n$67.27<\/td>\n<\/tr>\n
15<\/td>\nConnecticut<\/td>\n$139,860<\/td>\n$67.24<\/td>\n<\/tr>\n
16<\/td>\nDelaware<\/td>\n$139,350<\/td>\n$67.00<\/td>\n<\/tr>\n
17<\/td>\nMaryland<\/td>\n$137,560<\/td>\n$66.13<\/td>\n<\/tr>\n
18<\/td>\nOklahoma<\/td>\n$136,550<\/td>\n$65.65<\/td>\n<\/tr>\n
19<\/td>\nWyoming<\/td>\n$136,080<\/td>\n$65.42<\/td>\n<\/tr>\n
20<\/td>\nVirginia<\/td>\n$135,940<\/td>\n$65.36<\/td>\n<\/tr>\n
21<\/td>\nDistrict of Columbia<\/td>\n$135,140<\/td>\n$64.97<\/td>\n<\/tr>\n
22<\/td>\nMissouri<\/td>\n$135,130<\/td>\n$64.97<\/td>\n<\/tr>\n
23<\/td>\nIowa<\/td>\n$134,770<\/td>\n$64.79<\/td>\n<\/tr>\n
24<\/td>\nUtah<\/td>\n$134,740<\/td>\n$64.78<\/td>\n<\/tr>\n
25<\/td>\nNevada<\/td>\n$134,660<\/td>\n$64.74<\/td>\n<\/tr>\n
26<\/td>\nArizona<\/td>\n$134,650<\/td>\n$64.74<\/td>\n<\/tr>\n
27<\/td>\nTexas<\/td>\n$134,550<\/td>\n$64.69<\/td>\n<\/tr>\n
28<\/td>\nColorado<\/td>\n$134,540<\/td>\n$64.68<\/td>\n<\/tr>\n
29<\/td>\nWisconsin<\/td>\n$133,950<\/td>\n$64.40<\/td>\n<\/tr>\n
30<\/td>\nIdaho<\/td>\n$133,790<\/td>\n$64.32<\/td>\n<\/tr>\n
31<\/td>\nNorth Dakota<\/td>\n$133,450<\/td>\n$64.16<\/td>\n<\/tr>\n
32<\/td>\nSouth Dakota<\/td>\n$133,200<\/td>\n$64.04<\/td>\n<\/tr>\n
33<\/td>\nNebraska<\/td>\n$133,040<\/td>\n$63.96<\/td>\n<\/tr>\n
34<\/td>\nOhio<\/td>\n$132,090<\/td>\n$63.50<\/td>\n<\/tr>\n
35<\/td>\nIndiana<\/td>\n$132,050<\/td>\n$63.49<\/td>\n<\/tr>\n
36<\/td>\nIllinois<\/td>\n$131,950<\/td>\n$63.44<\/td>\n<\/tr>\n
37<\/td>\nMichigan<\/td>\n$131,510<\/td>\n$63.23<\/td>\n<\/tr>\n
38<\/td>\nMaine<\/td>\n$131,170<\/td>\n$63.06<\/td>\n<\/tr>\n
39<\/td>\nFlorida<\/td>\n$129,620<\/td>\n$62.32<\/td>\n<\/tr>\n
40<\/td>\nNorth Carolina<\/td>\n$129,360<\/td>\n$62.19<\/td>\n<\/tr>\n
41<\/td>\nLouisiana<\/td>\n$128,870<\/td>\n$61.96<\/td>\n<\/tr>\n
42<\/td>\nWest Virginia<\/td>\n$128,610<\/td>\n$61.83<\/td>\n<\/tr>\n
43<\/td>\nPennsylvania<\/td>\n$127,070<\/td>\n$61.09<\/td>\n<\/tr>\n
44<\/td>\nKansas<\/td>\n$125,640<\/td>\n$60.40<\/td>\n<\/tr>\n
45<\/td>\nSouth Carolina<\/td>\n$122,490<\/td>\n$58.89<\/td>\n<\/tr>\n
46<\/td>\nKentucky<\/td>\n$120,760<\/td>\n$58.06<\/td>\n<\/tr>\n
47<\/td>\nArkansas<\/td>\n$118,430<\/td>\n$56.94<\/td>\n<\/tr>\n
48<\/td>\nTennessee<\/td>\n$118,240<\/td>\n$56.85<\/td>\n<\/tr>\n
49<\/td>\nGeorgia<\/td>\n$115,390<\/td>\n$55.48<\/td>\n<\/tr>\n
50<\/td>\nMississippi<\/td>\n$105,920<\/td>\n$50.92<\/td>\n<\/tr>\n
51<\/td>\nAlabama<\/td>\n$104,960<\/td>\n$50.46<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

These state figures are May 2025 BLS wage data. They show the difference between nominal salary and the amount a PA may actually be able to spend after local living costs.<\/p>\n

Where Does California Stand?<\/h3>\n

California has one of the highest state-level PA salaries in the country, with a median of $165,650.<\/p>\n

However, the state also has high housing and living costs. That means a higher salary does not automatically provide more purchasing power than a lower salary in a less expensive state.<\/p>\n

Several California metro areas also report very high PA wages. San Jose-Sunnyvale-Santa Clara had a median of $223,640, while San Francisco-Oakland-Fremont reported $184,380.<\/p>\n

How Much Do PAs Make in NYC?<\/h3>\n

For the New York City area, the relevant BLS metropolitan area is New York-Newark-Jersey City. Its median PA wage was $167,650 in May 2025.<\/p>\n

That is higher than New York State’s median of $160,880. The difference shows why salary research should consider the specific metro area rather than relying only on statewide figures.<\/p>\n

When comparing NYC with another location, consider housing, taxes, commuting costs, benefits, and expected work hours alongside salary.<\/p>\n

How Much Do PAs Make in Major Metro Areas?<\/h2>\n

Large metropolitan areas can offer substantially different pay levels even within the same state.<\/p>\n\n\n\n\n\n\n\n\n\n\n\n\n\n
Metro Area<\/b><\/td>\nMedian Salary<\/b><\/td>\n<\/tr>\n
San Jose-Sunnyvale-Santa Clara, CA<\/td>\n$223,640<\/td>\n<\/tr>\n
San Francisco-Oakland-Fremont, CA<\/td>\n$184,380<\/td>\n<\/tr>\n
New York-Newark-Jersey City, NY-NJ<\/td>\n$167,650<\/td>\n<\/tr>\n
Seattle-Tacoma-Bellevue, WA<\/td>\n$167,290<\/td>\n<\/tr>\n
Riverside-San Bernardino-Ontario, CA<\/td>\n$165,490<\/td>\n<\/tr>\n
San Diego-Chula Vista-Carlsbad, CA<\/td>\n$165,160<\/td>\n<\/tr>\n
Portland-Vancouver-Hillsboro, OR-WA<\/td>\n$163,810<\/td>\n<\/tr>\n
Los Angeles-Long Beach-Anaheim, CA<\/td>\n$161,890<\/td>\n<\/tr>\n
Sacramento-Roseville-Folsom, CA<\/td>\n$161,470<\/td>\n<\/tr>\n
Santa Cruz-Watsonville, CA<\/td>\n$159,030<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

These figures are based on May 2025 BLS metropolitan wage data compiled in the salary analysis.<\/p>\n

San Jose stands out because its median wage remains high even after adjusting for regional prices. Cost of living can change the ranking significantly, so a salary comparison should not stop at the headline number.<\/p>\n

How Does Specialty Affect Physician Assistant Salary?<\/h2>\n

Specialty is another major factor in PA compensation. The latest AAPA specialty analysis, based on 2025 compensation, found substantial differences across specialties.<\/p>\n

Specialty is another major factor in PA compensation. According to the AAPA\u2019s <\/b>Top 10 Highest Paying Specialties in the PA Profession in 2025<\/b><\/a> analysis, PA compensation varies substantially across specialties.<\/p>\n\n\n\n\n\n\n\n\n\n\n\n\n\n
Specialty<\/b><\/td>\nMedian Total Compensation<\/b><\/td>\n<\/tr>\n
Cardiovascular\/cardiothoracic surgery<\/td>\n$184,072<\/td>\n<\/tr>\n
Dermatology<\/td>\n$167,000<\/td>\n<\/tr>\n
Emergency medicine<\/td>\n$160,000<\/td>\n<\/tr>\n
Critical care<\/td>\n$154,378<\/td>\n<\/tr>\n
Neurosurgery<\/td>\n$152,587<\/td>\n<\/tr>\n
Urgent care<\/td>\n$152,397<\/td>\n<\/tr>\n
Hematology & oncology<\/td>\n$150,000<\/td>\n<\/tr>\n
Radiology<\/td>\n$150,000<\/td>\n<\/tr>\n
Psychiatry<\/td>\n$150,000<\/td>\n<\/tr>\n
General internal medicine<\/td>\n$149,911<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

AAPA calculated total compensation by combining base compensation with bonuses. The figures therefore should not be compared directly with BLS wage figures as if they measured the same thing.<\/p>\n

Cardiovascular\/cardiothoracic surgery had the highest median total compensation at $184,072. The median base compensation was $172,600, with a median bonus of $8,000.<\/p>\n

What Can Dermatology PAs Earn?<\/h3>\n

Dermatology is one of the strongest-paying specialties in the latest AAPA data. In 2025, dermatology PAs had a median total compensation of $167,000, including a median base compensation of $142,000 and a $20,000 median bonus.<\/p>\n

That makes dermatology particularly interesting when researching dermatology physician assistant salary figures. The base salary is only part of the picture because bonus compensation can add significantly to annual earnings.<\/p>\n

Dermatology also had a high share of salaried PAs. About 74% were paid a salary, and 67% received a bonus in the 2025 AAPA data.<\/p>\n

How Does Experience Change PA Pay?<\/h2>\n

Experience can affect earning potential as PAs develop clinical skills, move into specialized roles, take on leadership responsibilities, or change employers.<\/p>\n

AAPA’s salary data shows that compensation generally rises across experience levels. The 2025 report covering 2024 data reported these median base compensation figures:<\/p>\n\n\n\n\n\n\n\n\n\n
Experience<\/b><\/td>\nMedian Base Compensation<\/b><\/td>\n<\/tr>\n
0\u20131 years<\/td>\n$118,000<\/td>\n<\/tr>\n
2\u20134 years<\/td>\n$120,000<\/td>\n<\/tr>\n
5\u20139 years<\/td>\n$131,000<\/td>\n<\/tr>\n
10\u201314 years<\/td>\n$139,360<\/td>\n<\/tr>\n
15\u201319 years<\/td>\n$146,000<\/td>\n<\/tr>\n
20+ years<\/td>\n$150,000<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

These figures are from the AAPA 2025 Salary Report and represent 2024 data. They should not be confused with the newer $140,000 AAPA median total compensation figure for 2025.<\/p>\n

The pattern is clear: new graduates typically start below the national median, while experienced PAs tend to earn more.<\/p>\n

How Much Do New Graduate PAs Make?<\/h2>\n

New PAs generally earn less than experienced clinicians.<\/p>\n

The AAPA 2025 salary data placed median base compensation for PAs with 0\u20131 years of experience at $118,000<\/b> . That makes it a useful benchmark for new graduates evaluating their first offer.<\/p>\n

A new graduate should also look at benefits, mentorship, schedule, CME support, malpractice coverage, and future salary reviews. A slightly lower first-year salary may still be competitive if the position offers strong training and predictable opportunities for growth.<\/p>\n

If you are still planning your PA career, understanding how to become a physician assistant<\/a> can help you prepare for the education and certification steps ahead.<\/p>\n

How Much Do PAs Make Per Hour?<\/h2>\n

The BLS median PA wage of 135,880peryear<\/b><spanstyle=”font-weight:400;”>isequivalenttoabout65.33 per hour<\/b> when expressed as an hourly rate.<\/p>\n

AAPA’s data show that hourly compensation can be higher than this simple annualized figure because hourly PAs may work different schedules or have different compensation arrangements.<\/p>\n

About 83% of PAs are salaried, 14% are paid hourly, and 3% are primarily compensated through productivity.<\/p>\n

When comparing an hourly offer with a salaried job, include paid time off, health insurance, retirement contributions, CME, licensing costs, malpractice coverage, and expected weekly hours.<\/p>\n

How Do Bonuses and Benefits Affect Total Compensation?<\/h2>\n

Base salary does not tell the whole story.<\/p>\n

According to the AAPA 2026 Salary Report, nearly 58% of full-time PAs received a bonus in 2025<\/b> , with a median bonus of $6,000<\/b> .<\/p>\n

AAPA also reported median employer-provided professional development funding of $2,200<\/b> in 2025. This type of support can cover professional expenses such as CME, licensing, credentialing, and other development costs.<\/p>\n

When reviewing a job offer, check:<\/p>\n