Firefighter Salary by State (2026) – Comparison Hub, Overtime, Benefits & Cost of Living
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Firefighter pay in the United States can vary widely by state, city, rank, schedule, and union contract. Use this hub to compare states at a high level, then open state pages for department-level details that shape take-home pay: overtime rules, specialty pay, benefits, pension, and cost of living.
Jump to:Comparison table · State index (A–Z) · What affects pay · Overtime · Benefits · Take-home estimate · FAQ · Methodology
Firefighter Salary by State – Comparison Table (2026)
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| State | Typical Pay Context | Overtime Potential | Benefits & Pension Notes | Cost of Living Lens | Details |
|---|---|---|---|---|---|
| Alabama | Pay often differs by metro vs smaller cities; steps and rank drive most variation. | Dependent on staffing and call volume; verify holdover and trade policies. | Check pension system, vesting, and healthcare premiums at the department level. | Housing tends to be more affordable than coastal markets, improving purchasing power. | View |
| Alaska | Regional differences can be pronounced; specialty roles may influence pay structure. | OT can fluctuate with staffing and seasonal demand; confirm caps and premium rates. | Benefits packages may be a major differentiator; review retirement and medical contributions. | Cost of living can be high in many areas; compare prices beyond housing. | View |
| Arizona | Fast-growing metros can influence pay scales; compare city vs suburban departments. | OT depends on staffing and growth; confirm FLSA treatment and shift trades. | Evaluate benefit deductions and retirement plan details department-by-department. | Costs vary by metro; housing has been volatile in some markets. | View |
| Arkansas | Variation often comes from department size and municipal budgets. | OT availability is highly local; verify callback rules and minimums. | Pension and healthcare contributions can change take-home more than base salary. | Lower living costs can offset moderate base pay in many communities. | View |
| California | Wide spread between regions; large systems and special assignments can affect total pay. | OT can be meaningful in high-demand systems; confirm policies and constraints. | Benefits may be strong; verify pension contributions and retiree medical specifics. | High cost areas can reduce real take-home; compare rent, taxes, and commute costs. | View |
| Colorado | Metro-area demand can shape pay; compare city, district, and suburban structures. | OT varies with staffing and call volume; confirm how built-in OT is handled. | Review retirement design and healthcare premiums, especially for family coverage. | Housing costs differ sharply by region; compare purchasing power carefully. | View |
| Connecticut | Local contracts matter; compare town/city differences and step plans. | OT potential depends on staffing and contract rules; check minimums and holiday pay. | Pension and benefits can be a major value component; verify contribution rates. | Cost of living can be high; taxes and housing may impact net pay. | View |
| Delaware | Smaller state with local variation; pay differs by city vs county systems. | OT is influenced by staffing and call volume; confirm scheduling and trade policies. | Evaluate benefit deductions and retirement structure for long-term value. | Costs vary by area; compare housing and commuting patterns. | View |
| Florida | Large metro departments can differ from smaller jurisdictions; rank/step matters. | OT depends on staffing and seasonal load; confirm mandatory vs voluntary rules. | Review retirement options and healthcare premiums; benefits can vary widely. | Cost of living is metro-dependent; insurance and housing are key variables. | View |
| Georgia | Urban/suburban growth affects pay; compare metro systems vs rural/combination roles. | OT varies by staffing levels; check how shift swaps and call-backs are paid. | Benefits and retirement can be decisive; confirm employee contribution percentages. | Costs differ across the state; housing and commute can change real income. | View |
| Hawaii | Pay context is closely tied to local systems; compare by island and department. | OT depends on staffing; verify premium pay rules and availability. | Benefits may be essential to compare; review medical costs and retirement details. | Very high living costs in many areas; purchasing power can differ from base pay. | View |
| Idaho | Differences often come from city size and growth; compare metro-adjacent markets. | OT varies; confirm policies for holdovers, trades, and minimum staffing callbacks. | Review pension/retirement and healthcare deductions to estimate net income. | Costs can rise in growth corridors; compare housing availability and commute time. | View |
| Illinois | Local contracts drive variation; major metros can differ from smaller municipalities. | OT potential depends on staffing and call volume; verify contractual OT language. | Pension structure and contributions are critical; benefits can materially impact take-home. | Cost of living varies by metro; housing and taxes influence real earnings. | View |
| Indiana | Pay often varies by city/county budgets and department size. | OT depends on staffing and schedule design; check how extra shifts are paid. | Benefits and retirement details can differ; confirm plan type and vesting timeline. | Many areas have moderate living costs, supporting better purchasing power. | View |
| Iowa | Variation is usually local; compare metro departments with smaller communities. | OT is department-specific; verify callback rules and shift trade structure. | Retirement and healthcare contributions can be more important than base pay alone. | Cost of living is often moderate; housing can support stronger net outcomes. | View |
| Kansas | Pay differs by city size and regional funding; step plans matter. | OT depends on staffing and call volume; confirm minimums and holiday policies. | Review pension and medical deductions for a realistic net pay estimate. | Many areas have manageable living costs; compare housing and commuting. | View |
| Kentucky | City budgets and department type influence pay; compare urban vs rural options. | OT availability varies; check holdover rules and shift trades. | Benefits can compensate for moderate base pay; review retirement and healthcare costs. | Housing is often affordable; purchasing power can be favorable in many regions. | View |
| Louisiana | Differences are often city-based; compare parish/municipal structures and steps. | OT depends on staffing and event-driven demand; confirm contract language. | Evaluate pension design and healthcare premium structure to estimate take-home. | Costs vary; insurance and housing can affect net outcomes depending on location. | View |
| Maine | Local variation is meaningful; compare coastal vs inland departments. | OT depends on staffing and schedule; confirm callback and premium pay rules. | Benefits/retirement should be reviewed carefully; contribution rates matter. | Living costs vary by region; housing and heating/utility costs impact net pay. | View |
| Maryland | Metro proximity affects pay; compare county systems and city departments. | OT varies with staffing; confirm policy for extra shifts and minimum staffing. | Benefits can be substantial; review pension and healthcare contributions. | Cost of living can be high near major metros; commuting and housing are key. | View |
| Massachusetts | Local contracts and steps drive pay; departments can vary town-to-town. | OT potential is contract-dependent; check minimums, holiday pay, and details. | Pension and benefit packages can be significant; verify employee contribution levels. | High cost areas may reduce real take-home; compare housing and taxes. | View |
| Michigan | Pay context varies by city and metro size; compare step plans and rank ladders. | OT depends on staffing levels; confirm how trades and holdovers are compensated. | Retirement structure and healthcare costs are central to total compensation. | Many regions have moderate costs; metro-specific housing can change the picture. | View |
| Minnesota | Pay varies by metro vs smaller cities; compare department types and steps. | OT is influenced by staffing and policy; verify premium and callback rules. | Benefits and pension value can be high; review contribution rates and vesting. | Cost of living is region-dependent; housing and taxes matter for take-home. | View |
| Mississippi | Variation is often local; compare larger cities with smaller communities. | OT depends on staffing and call volume; confirm rules for extra shifts. | Benefits can shift net pay; review retirement options and healthcare costs. | Lower living costs can improve purchasing power even with moderate base pay. | View |
| Missouri | Metro vs non-metro differences are common; compare city departments and districts. | OT varies by staffing and contract structure; verify how built-in OT is treated. | Pension/retirement and healthcare deductions can materially change net income. | Costs are often manageable; housing and commuting are key comparison points. | View |
| Montana | Smaller markets can mean fewer pay tiers; compare city vs district systems. | OT depends on staffing and incident load; confirm callback and trade rules. | Review retirement and medical contributions to estimate true take-home. | Costs vary by region; housing can be higher in some growth or resort areas. | View |
| Nebraska | Differences are often driven by city size and local budgets; step plans matter. | OT availability is department-specific; verify staffing and schedule policies. | Benefits and retirement provisions can be key; check contribution levels. | Often moderate cost of living; compare housing and commute for net value. | View |
| Nevada | Metro-driven pay differences are common; compare large systems vs smaller cities. | OT depends on staffing and tourism/event demand; verify caps and premiums. | Benefits and retirement vary; confirm healthcare premiums and pension details. | Costs vary by metro; housing and taxes can change take-home significantly. | View |
| New Hampshire | Local funding and department size can create big differences across towns. | OT varies by staffing; verify callback rules and how extra shifts are paid. | Review retirement design and benefit deductions to estimate net pay. | Cost of living varies; housing can be higher in some commuter regions. | View |
| New Jersey | Local contracts and dense metro regions shape pay structures; compare departments closely. | OT depends on staffing and contract rules; confirm minimums and premium rates. | Pension and healthcare contributions can be significant; review long-term total value. | High cost areas may reduce purchasing power; taxes and housing are major factors. | View |
| New Mexico | Pay context varies by city size and regional budgets; rank/step plans matter. | OT depends on staffing and call volume; verify policies for holdovers and trades. | Benefits and retirement vary; check employee contributions and vesting terms. | Cost of living is mixed by region; housing and commuting influence net pay. | View |
| New York | Major metros and local contracts drive wide variation; compare step plans carefully. | OT can be material in high-demand systems; confirm rules, caps, and premium pay. | Benefits and pension design are critical; verify contributions and retiree coverage. | High cost regions can reduce take-home; housing and taxes heavily influence net. | View |
| North Carolina | Urban growth influences pay; compare city departments vs county or district systems. | OT depends on staffing and policy; check overtime eligibility and shift trade structure. | Review benefits and retirement contributions to estimate true total compensation. | Costs vary by metro; housing and commute are key drivers of purchasing power. | View |
| North Dakota | Smaller markets can mean fewer pay bands; compare city vs regional systems. | OT varies; verify staffing patterns and how callbacks are compensated. | Benefits and retirement details can drive net outcomes; check contributions and vesting. | Cost of living is often moderate, but can vary by local industry and housing supply. | View |
| Ohio | Pay differs by city/county and contract language; step plans and rank are key. | OT depends on staffing; verify policies for holdovers, trades, and minimum staffing. | Pension and healthcare contributions can shift take-home significantly. | Many regions have moderate costs; metro housing can still change the equation. | View |
| Oklahoma | City size and local funding drive variation; compare metro departments vs smaller systems. | OT depends on staffing and call volume; confirm how extra shifts are offered and paid. | Benefits and retirement can be decisive; verify employee contribution rates. | Often lower cost of living; purchasing power can be favorable with stable benefits. | View |
| Oregon | Regional differences are common; compare large metros with smaller districts. | OT varies with staffing; confirm premium pay policies and overtime structure. | Benefits packages can be meaningful; review pension terms and healthcare premiums. | Cost of living can be high in some metros; housing is a key purchasing power factor. | View |
| Pennsylvania | Local contracts drive pay; compare city departments with smaller municipalities. | OT depends on staffing and contract rules; verify minimums, trades, and holiday pay. | Pension and healthcare contributions materially impact net pay; check plan specifics. | Costs vary by region; housing and taxes shape real take-home outcomes. | View |
| Rhode Island | Small state with strong local variation; step plans and contracts matter. | OT depends on staffing and contract language; confirm premium pay and policies. | Benefits and pension can represent substantial value; verify contributions and vesting. | Cost of living can be elevated; compare housing and commuting in target areas. | View |
| South Carolina | Variation often comes from metro growth vs rural systems; rank/step plans matter. | OT depends on staffing; confirm overtime eligibility and trade rules. | Review retirement and healthcare contributions for a realistic take-home estimate. | Costs differ by metro; housing and commute determine purchasing power. | View |
| South Dakota | Pay is typically shaped by city size and local budgets; compare departments directly. | OT depends on staffing and policy; verify callback rules and shift trades. | Benefits and retirement provisions can be a key differentiator in total comp. | Often moderate cost of living; housing can support better net outcomes. | View |
| Tennessee | Fast-growing metros influence pay; compare city departments vs surrounding jurisdictions. | OT varies with staffing; confirm holdover policies and overtime rates. | Benefits and retirement details matter; check premiums and employee contributions. | Costs are metro-dependent; housing and commuting shape real take-home. | View |
| Texas | Large departments can drive higher ranges; suburban systems can differ widely. | OT depends on staffing and schedule design; verify rules for extra shifts and trades. | Evaluate healthcare premiums and retirement design department-by-department. | Cost of living varies widely by metro; housing and commute can change net value. | View |
| Utah | Metro growth affects pay; compare city departments vs fire districts and suburbs. | OT depends on staffing and policy; verify how built-in OT and callbacks are treated. | Review retirement and healthcare contribution levels to estimate true take-home. | Housing costs differ sharply by region; compare purchasing power carefully. | View |
| Vermont | Smaller markets and local budgets drive variation; department type matters. | OT depends on staffing; verify policies for callbacks and shift trades. | Benefits can materially impact total compensation; review retirement and medical costs. | Cost of living can be higher in some areas; housing and utilities affect net pay. | View |
| Virginia | Metro proximity affects pay structures; compare county systems vs city departments. | OT depends on staffing and policy; verify overtime rules and premium rates. | Benefits and retirement vary; check pension terms and healthcare contributions. | Cost of living varies; metro housing and commuting are major determinants. | View |
| Washington | Regional differences are common; large metros and districts can diverge substantially. | OT depends on staffing and demand; confirm caps and how extra shifts are offered. | Benefits can be strong; review pension design and employee contribution rates. | Higher costs in some metros can reduce take-home; compare housing and taxes. | View |
| West Virginia | Pay varies by local funding and department size; compare city systems to smaller communities. | OT is department-specific; verify callback rules, minimum staffing, and trade policies. | Review retirement and healthcare deductions for a realistic net pay picture. | Lower housing costs can improve purchasing power even with modest base pay. | View |
| Wisconsin | Pay context differs by metro and contract language; steps and rank are key. | OT depends on staffing; verify premium pay, holiday rules, and overtime structure. | Benefits and pension contributions can heavily influence total compensation. | Cost of living is often moderate; metro housing may still affect take-home. | View |
| Wyoming | Smaller markets can mean fewer pay tiers; compare city vs district systems directly. | OT depends on staffing and incident load; verify callback and trade policies. | Review retirement and healthcare deductions carefully for true take-home estimates. | Costs vary by region; housing supply and commuting can impact net outcomes. | View |
Important: For a fair comparison, normalize by rank/step, schedule assumptions, and realistic overtime.
