LPN/LVN Salary 2026: How Much Can You Earn After Passing the NCLEX-PN? State-by-State Report

Just passed the NCLEX-PN and wondering what your paycheck might look like in 2026? You’re not alone. LPN/LVN pay varies a lot by state, setting, and shift. Below you’ll find a clear, state-by-state look at what you can expect, plus why pay differs, what counts as “good,” and practical ways to boost your earnings in your first year.

How these 2026 estimates were built

Salary data for LPNs/LVNs changes each year. To provide a realistic 2026 view, the ranges below start with recent market wages and apply a modest annual growth trend (about 3–4% per year). That pace reflects what LPN pay has done in most states in recent years.

Here’s what that means for you:

“Typical range” = what most full-time LPNs/LVNs earn (roughly the 25th–75th percentile) before overtime. Your offer can be higher or lower based on setting, shift, and location within the state.
Base pay only: These estimates exclude overtime, shift differentials, per-diem premiums, and bonuses. Those can add 5–25% to annual pay depending on your schedule.
LPN vs. LVN: Same role. Two names, different states (primarily California and Texas use LVN).
Hourly conversions assume 2,080 hours per year (40 hours/week).

2026 national snapshot: what “good” looks like

For 2026, a solid national estimate for an LPN/LVN is a $58,000–$62,000 median base salary, or about $27.50–$29.75 per hour. A typical full-time range sits around $53,000–$69,000, with higher pay in the West Coast and Northeast, and lower pay in parts of the South and Midwest.

Experience and schedule move that number:

New graduate (0–1 year): Often 5–10% below your state’s median until you complete orientation and gain unit-specific skills.
Experienced (5+ years): Often 10–15% above median, especially with charge duties or specialty skills (IV therapy, wound care, geriatrics).
Shift differentials: Evenings +$1.50–$4.00/hr, nights +$2.50–$6.00/hr, weekends +$1.00–$4.00/hr. Charge pay often adds +$1–$3/hr. Overtime is typically paid at 1.5x.

Why ranges are wide: Pay reflects the acuity and staffing complexity of each setting, local demand, union presence, and cost of living. Facilities pay more when roles are harder to staff or the work is more demanding.

State-by-state LPN/LVN pay in 2026 (estimates)

These are typical base-pay ranges for full-time roles before overtime. Hourly is approximate.

Alabama: $52k–$64k (Hourly: $25–$31)
Alaska: $71k–$86k (Hourly: $34–$41)
Arizona: $60k–$74k (Hourly: $29–$36)
Arkansas: $52k–$64k (Hourly: $25–$31)
California: $76k–$94k (Hourly: $36–$45)
Colorado: $62k–$76k (Hourly: $30–$37)
Connecticut: $66k–$82k (Hourly: $32–$39)
Delaware: $59k–$74k (Hourly: $28–$36)
District of Columbia: $66k–$84k (Hourly: $32–$40)
Florida: $56k–$70k (Hourly: $27–$34)
Georgia: $56k–$70k (Hourly: $27–$34)
Hawaii: $60k–$74k (Hourly: $29–$36)
Idaho: $55k–$69k (Hourly: $26–$33)
Illinois: $60k–$74k (Hourly: $29–$36)
Indiana: $55k–$69k (Hourly: $26–$33)
Iowa: $56k–$70k (Hourly: $27–$34)
Kansas: $55k–$69k (Hourly: $26–$33)
Kentucky: $54k–$67k (Hourly: $26–$32)
Louisiana: $53k–$66k (Hourly: $25–$32)
Maine: $58k–$72k (Hourly: $28–$35)
Maryland: $63k–$78k (Hourly: $30–$38)
Massachusetts: $70k–$86k (Hourly: $33–$41)
Michigan: $58k–$72k (Hourly: $28–$35)
Minnesota: $60k–$74k (Hourly: $29–$36)
Mississippi: $51k–$62k (Hourly: $24–$30)
Missouri: $55k–$69k (Hourly: $26–$33)
Montana: $56k–$70k (Hourly: $27–$34)
Nebraska: $56k–$70k (Hourly: $27–$34)
Nevada: $65k–$80k (Hourly: $31–$38)
New Hampshire: $63k–$78k (Hourly: $30–$38)
New Jersey: $66k–$82k (Hourly: $32–$39)
New Mexico: $57k–$71k (Hourly: $27–$34)
New York: $66k–$84k (Hourly: $32–$40)
North Carolina: $56k–$70k (Hourly: $27–$34)
North Dakota: $57k–$71k (Hourly: $27–$34)
Ohio: $56k–$70k (Hourly: $27–$34)
Oklahoma: $54k–$67k (Hourly: $26–$32)
Oregon: $72k–$88k (Hourly: $34–$42)
Pennsylvania: $58k–$72k (Hourly: $28–$35)
Rhode Island: $68k–$84k (Hourly: $33–$40)
South Carolina: $54k–$67k (Hourly: $26–$32)
South Dakota: $52k–$64k (Hourly: $25–$31)
Tennessee: $54k–$67k (Hourly: $26–$32)
Texas: $58k–$72k (Hourly: $28–$35)
Utah: $58k–$72k (Hourly: $28–$35)
Vermont: $60k–$74k (Hourly: $29–$36)
Virginia: $60k–$74k (Hourly: $29–$36)
Washington: $74k–$90k (Hourly: $35–$43)
West Virginia: $51k–$62k (Hourly: $24–$30)
Wisconsin: $57k–$71k (Hourly: $27–$34)
Wyoming: $57k–$71k (Hourly: $27–$34)

If your offer falls outside these ranges, check the fine print: shift, setting, weekend requirement, and whether differentials are baked in or paid separately.

Why pay differs: the levers that move your paycheck

Understanding the “why” helps you choose a higher-paying path without guesswork.

Setting: Long-term care and skilled nursing hire the most LPNs, but base pay varies widely. Hospitals, correctional health, and high-acuity rehab often pay more because the work is harder to staff and requires broader skills.
Shift: Nights and weekends pay more because demand is steady but fewer staff want those hours.
Market demand: Rural areas might pay premiums to fill roles, especially if a facility is the only game in town.
Unionization and public employers: Union or public-sector roles (state hospitals, VA clinics) can offer higher base rates and predictable step raises.
Cost of living vs. wages: High-cost states pay more, but take-home does not always stretch further. Consider rent and taxes, not just the hourly rate.
Certifications and duties: IV certification, wound care, dementia care, charge nurse duties, and precepting often carry extra pay.

What a first job typically pays by setting (2026)

These are practical starting points for new LPNs/LVNs. Add differentials for nights/weekends.

Skilled nursing/LTC: $24–$32/hr in lower-pay states, $30–$40/hr in higher-pay states. Charge roles add ~$1–$3/hr.
Hospitals: $27–$36/hr in most states, higher on the West Coast and Northeast. Roles are competitive; consider float pools to get in.
Home health and private duty: $24–$34/hr depending on case acuity and payer mix. More autonomy, but variable hours.
Clinics/physician offices: $22–$29/hr. Lower stress, steady hours; pay is lower because revenue and acuity are lower.
Corrections: $28–$38/hr plus differentials. Higher security environment; pay reflects staffing challenges.
Per diem/PRN: 10–25% premium over base to cover last-minute shifts. No guarantee of hours; benefits may be limited.
Agency/travel contracts: Weekly gross often $1,400–$2,100 depending on location and stipends. Flexibility and travel are the trade-offs.

Offer sheet: what to read and what to ask

Two jobs at the same hourly rate can pay very differently. Ask for details in writing.

Base rate vs. differentials: Are evenings, nights, and weekends extra? Exactly how much per hour?
Overtime rules: Time-and-a-half after 40 hours, per shift, or daily after 8? Different states and employers differ.
Schedule pattern: Fixed nights/weekends or rotating? Rotations without differentials reduce your effective pay.
FTE status and benefits: Health insurance start date, PTO accrual, retirement match (3–5% is common), tuition reimbursement, and relocation assistance.
Bonuses: Sign-on bonuses are real money but usually paid out over 6–24 months with clawbacks if you leave early.
Orientation and precepting: Paid orientation hours matter. Ask how long orientation lasts and whether precepting later adds pay.

Taxes and take-home pay

Base rate isn’t take-home. Here’s why take-home varies by location and schedule:

State taxes: Some states have no income tax; others do. This can offset or amplify a higher base rate.
Overtime and differentials: These are taxable and can bump you into higher withholding brackets on heavy OT weeks.
Benefits deductions: Health insurance, retirement contributions, and union dues reduce your net pay but add long-term value.

How to raise your LPN/LVN pay in 12 months

Practical steps that move numbers, not just titles:

Stack differentials: Commit to nights or every-other-weekend. The steady premium adds up faster than occasional OT.
Target settings with leverage: Corrections, inpatient rehab, and high-volume LTC often pay more because they’re harder to staff.
Get an in-demand skill: IV therapy, trach/vent care, wound care, dementia care. Ask your manager which skills unlock higher rates or charge pay.
Float or step into charge: Float pools and charge roles carry premiums and put you in line for raises.
Add one PRN job: One extra 8–12 hour PRN shift per pay period at a premium rate can boost annual income by $3,000–$8,000.
Know your market: Track postings for your city. If your rate lags by more than $2/hr for three months, it’s time to negotiate or apply elsewhere.

Examples: turning offers into real dollars

Example 1 (LTC nights): Base $28/hr + $3 night diff + every-other-weekend +$2 = $33/hr most shifts. At 36 hrs/week, that’s roughly $61,700/year, before OT.
Example 2 (Hospital days): Base $31/hr, minimal differentials. You gain stability and hospital experience for future roles, but take-home may be similar to a higher-diff LTC job.
Example 3 (Per diem mix): Staff job $29/hr plus two PRN shifts/month at $36/hr. That adds ~$3,456/year with only 96 extra hours.

Methodology and notes

Growth trend: The ranges apply a modest 3–4% annual wage growth from recent market levels to 2026. Some local markets will over- or under-shoot this.
Full-time assumption: Hourly conversions use 2,080 hours/year. Overtime, per-diem, and bonuses are not included.
Local variance: Within a state, metro areas can pay 10–25% more than rural areas due to demand and living costs.
Title parity: “LPN” and “LVN” are equivalent for pay; differences you see are about the local labor market, not the title.

Bottom line

Your 2026 LPN/LVN pay depends most on state, setting, and shift. A national median around $60,000 is realistic, with higher ranges on the West Coast and Northeast. If you want to grow income fast, aim for roles with consistent differentials, pick up a sought-after skill, and consider one PRN shift per pay period. Those choices compound, and they’re fully in your control right after you pass the NCLEX-PN.

G S Sachin

I am a Registered Pharmacist under the Pharmacy Act, 1948, and the founder of PharmacyFreak.com. I hold a Bachelor of Pharmacy degree from Rungta College of Pharmaceutical Science and Research. With a strong academic foundation and practical knowledge, I am committed to providing accurate, easy-to-understand content to support pharmacy students and professionals. My aim is to make complex pharmaceutical concepts accessible and useful for real-world application.

Mail- Sachin@pharmacyfreak.com