2026 SURVEY RESULTS
Health Care Staff Compensation
Survey Insights
Pay increases are stabilizing nationally, but in some regions, jobs and employee groups are still moving well ahead of the average.
Explore Survey Options
ON DEMAND
Watch the 2026 Survey Results Webinar
Hear SullivanCotter experts discuss the 2026 survey results and the key trends shaping the health care workforce, from labor costs and pay transparency to AI adoption and talent pipelines.
FROM THE WEBINAR
Three Key Findings
A focused view of the results helps leaders move from national trends to the workforce issues that matter most.
Market Movement Varies
By Region
National benchmarks may not reflect your labor market. Some regions are moving well ahead of the national average.
Jobs with Few Employees
Get Overlooked
In a broad review, large groups drive the average. Jobs with relatively small populations can fall behind unnoticed.
Premium Pay Works Best
When Targeted
Broad premium increases can raise costs without addressing underlying staffing challenges.
“We often see organizations favor flat-dollar premiums over percentage-of-pay premiums for two reasons: flat-dollar premiums recognize off-shift work consistently across employee groups, and they don’t compound as base rates change.”
Alexa Haley, Senior Consultant, SullivanCotter
What This Means For Leaders
National pay movement is leveling off, but the average doesn’t reflect the pressure in specific regions, jobs and shifts. Organizations that budget and set premiums to the average risk overspending where they’re already competitive and falling behind where it matters most. The answer usually isn’t a larger across-the-board increase. It’s a targeted review that shows where the gaps are and whether pay is the right fix.
Look beyond the national average.
Compare pay movement in your local and regional markets and your fastest-moving jobs.
Find the jobs that are easy to miss. Review small job groups separately so they aren’t lost in the averages.
Give every premium a clear purpose.
Tie premium pay to a defined staffing need and measure the results.
Confirm pay is the real problem.
Check turnover, scheduling and workload before changing compensation.
Choose the View That Fits Your Market
Use trusted compensation benchmarks to assess pay
position, test workforce assumptions and support
informed decisions.
Broad market benchmarks across participating organizations.
Focused comparisons for clinical and non-clinical roles.
Relevant peer data for your operating environment.
Local market detail for selected metropolitan areas.
Continue the Conversation
Put the survey findings to work with practical guidance for compensation and workforce decisions.
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Targeted Pay for Health Care Staff
Pay increases for health care staff are stabilizing nationally, but the pressure has not eased everywhere. Use these questions to pinpoint where compensation concerns may require a closer look.
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Are Your Premium Pay Practices Solving the Right Workforce Problem?
Here’s how to tell whether shift differentials and other premiums for health care staff working.
What Would Be Most Useful?
Choose the path that best matches your organization’s current needs.
Access The Market Data
Explore survey participation and purchase options for the Health Care Staff Compensation Survey.
Address The Issue Behind The Data
Talk with a SullivanCotter expert about pay strategy, premium practices or workforce challenges.
Help Shape Next Year’s Survey Insights!
We encourage your organization to participate in SullivanCotter’s Health Care Staff Compensation Survey. By contributing your organization’s compensation data, you help strengthen the industry benchmarks that inform understanding of current health care pay practices and market trends. Participation also provides access to valuable benchmarking insights and early access to survey results. Your data helps ensure next year’s benchmarks are comprehensive, relevant and reflective of today’s health care workforce.
