Firefighter Salary by State (2026) – Comparison Hub, Overtime, Benefits & Cost of Living

Last updated:January 17, 2026

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.

State Index (A–Z)

Browse states below. Each state page uses an evergreen URL so you can keep updating content without changing links.

Why Firefighter Pay Varies So Much

Two firefighters can have the same title and schedule yet earn very different incomes depending on funding, contract structure, and operational realities. Key drivers include department size, call volume, rank/step plans, schedule design, union bargaining, and specialty stipends.

Department size & call volume: higher demand and larger systems can change overtime and specialty roles.
Rank & step plans: probation vs top step can shift earnings substantially.
Schedule design: 24/48, 48/96, Kelly days, and built-in overtime structures matter.
Union contract language: differentials, holiday pay, and longevity pay are often contract-driven.

Overtime, Differentials, and Specialty Pay

Base salary is only one layer. Many firefighters increase total compensation through overtime and contract differentials. Before comparing departments, verify overtime rules, FLSA treatment, premium pay, and specialty stipends (hazmat, rescue, paramedic incentives, instructor pay, driver/operator pay).

Benefits, Retirement, and Total Compensation

Two departments with similar base pay can differ dramatically in long-term value. Evaluate pension formula and vesting, employee contribution rates, retiree medical options, disability coverage, and training/tuition benefits.

How to Estimate Take-Home Pay

Choose a state and target department type (metro vs mid-size vs rural/combination).
Normalize rank/step and schedule assumptions.
Add a realistic overtime range (low / typical / high).
Subtract taxes + pension/healthcare deductions.
Compare purchasing power using housing + commute + local costs.

Compare states with the Salary Tool

FAQ – Firefighter Salary by State (2026)

Which state pays firefighters the most?

It depends on whether you mean nominal base pay, total compensation with overtime, or purchasing power after cost of living. Compare rank/step and schedule assumptions first.

Do firefighters make a lot of money with overtime?

Overtime can significantly increase annual earnings in busy or understaffed departments, but availability and rules vary by policy and contract language.

Is firefighter pay the same as total compensation?

No. Total compensation includes overtime, specialty pay, holiday pay, employer retirement contributions, and healthcare benefits.

Does EMT or paramedic certification increase firefighter pay?

Many departments offer incentives for paramedic certification and may prioritize medic-qualified candidates, but eligibility and amounts vary by department.

Is a higher salary always better?

Not always. Higher salaries in high-cost areas may not improve purchasing power. Compare benefits, deductions, housing, and commute.

Sources & Methodology

This hub is educational and intended to help you compare states and ask better questions when evaluating a department. For final decisions, verify using official department or city/county HR pay scales, union contracts/CBAs, and posted salary schedules.