The American Society for Clinical Pathology’s 2023 wage survey of medical laboratories in the United States

Abstract

Objectives

To inform the pathology and laboratory field of the most recent national wage data. Historically, the results of this biennial survey have served as a basis for additional research on laboratory professional recruitment, retention, education, marketing, certification, and advocacy.

Methods

The 2023 Wage Survey was conducted in collaboration between the American Society for Clinical Pathology’s (ASCP’s) Institute of Science, Technology, and Policy in Washington, DC, and ASCP Board of Certification in Chicago, Illinois.

Results

Compared to 2021, results show that more occupations at the staff level had an increased average hourly wage (pathologists’ assistant, molecular biology technologist, phlebotomist, cytogenetic technologist, and medical laboratory technician [MLT]), after adjusting for inflation. Wages by time in current occupational title are significantly higher in 2023 than in 2021. Histotechnicians, histotechnologists, and MLTs show consistent increases in pay rates for a longer length of time in the laboratory. Over half (52.4%) of the respondents feel the pandemic continues to influence their salary and/or well-being.

Conclusions

Survey results call for continued efforts in promoting visibility of the profession and greater representation through advocacy. While burnout rates are lower compared to 2021, staffing challenges remain a relevant concern. Efforts to support the workforce have multiplied since the pandemic and have been the forefront focus of the laboratory community. However, continued support and advocacy are needed to increase the promotion and value of laboratory careers for laboratory professionals and patients alike.

INTRODUCTION

Since 1988, the American Society for Clinical Pathology (ASCP) has conducted its Wage Survey to inform the pathology and laboratory field of the most recent national wage data. This confidential survey has been administered every 2 years and has served as the primary source of information for academic, government, and industry labor analysts. Results from past surveys show that pathology and laboratory medicine is a rapidly evolving field. Although the ASCP recognizes the importance of continuity, each administration of the Wage Survey represents an opportunity to improve its methodology to collect the most current and relevant data while maximizing survey participation. The ASCP continues to gather questions, comments, and suggestions from our members regarding the profession with the goal of addressing them through this important survey. The results of this survey will also serve as a starting point for further studies of the laboratory professional workforce by using the current data collected to conduct in-depth surveys for the purpose of recruitment, retention, education, marketing, certification, and advocacy.

MATERIALS AND METHODS

The 2023 Wage Survey was conducted through collaboration between the ASCP’s Institute of Science, Technology, and Policy in Washington, DC, and its Board of Certification (ASCP BOC) in Chicago, Illinois. Laboratory professionals, pathologists, and other subject matter experts who currently work in the field of pathology and laboratory medicine reviewed the survey questions and critiqued the report. Partner organizations were also invited to distribute the survey to their members to get a larger scope of the current issues faced by the laboratory workforce. Electronic survey invitations were sent on April 3, 2023, via Key Survey (an online survey tool). The survey was closed on May 3, 2023. To maximize survey response, this survey used snowball sampling, in which respondents were asked to forward the invitation email to other individuals who are currently practicing in the field. Information collected from clinical laboratory educators, retired and unemployed individuals, and those working in a laboratory-related industry, a non-laboratory-related industry, or a research laboratory were disqualified from this year’s wage survey and kept for future research studies.

The following partnering entities also participated in the survey deployment:

• Association for the Advancement of Blood & Biotherapies (AABB)

• Association for Diagnostics and Laboratory Medicine (ADLM) (formerly AACC)

• America’s Blood Centers (ABC)

• Association for Molecular Pathology (AMP)

• American Medical Technologists (AMT)

• American Society for Clinical Laboratory Science (ASCLS)

• American Society of Cytopathology (ASC)

• American Society of Cytotechnology (ASCT)

• American Society for Microbiology (ASM)

• Clinical Laboratory Management Association (now part of ASCP)

• National Society for Histotechnology (NSH)

• Philippine Association of Medical Technologists—USA Inc. (PAMET—USA)

The 2023 Wage Survey presents staff-, lead-, supervisor-, manager-, and laboratory director–level data on the following clinical laboratory occupations:

• Blood banking/transfusion medicine (specifically specialists in blood banking [SBB] due to its statistically significant values)

• Cytogenetic technologist (CG)

• Cytologist (CT)

• Histotechnician (HT)

• Histotechnologist (HTL)

• Laboratory Information System (LIS)/information management (IM) personnel

• Medical laboratory assistant (MLA)

• Medical laboratory scientist (MLS)

• Medical laboratory technician (MLT)

• Molecular biology technologist (MB)

• Pathologists’ assistant (PA)

• Performance improvement or quality assurance (PI/QA) personnel

• Phlebotomist (PBT)

• Point-of-care testing personnel (POCT)

This year’s survey collected data on wages earned by medical laboratory professionals based on the occupations included in the survey. Other demographics collected included certification, facility, state, geographic areas (whether urban [areas with at least 5,000 people or at least 2,000 housing units] or rural [any population, housing, or territory NOT in an urban area]),¹ years of experience, and age. For this survey, 2020 Census Bureau definitions were used to identify urban and rural areas. To investigate the impact of the COVID-19 pandemic on salaries and staffing, this survey also collected laboratory workforce data on how it affected wages and burnout. Although this survey excluded educators of laboratory training programs and those not actively working in a medical or pathology laboratory, a separate survey has been conducted for educators of MLS programs. A separate survey for MLT program educators is in development by the ASCP BOC.^2,3 The educator surveys are administered every 2 years.

Key Findings

A total of 9,615 responses were received in the current wage survey. Demographic data collected indicate that 79.8% of the respondents are female, 19.2% are male, 0.4% are nonbinary, and 0.3% selected other. TABLES 1 and 2 show the percentage distribution of all survey respondents by race/ethnicity and level of education, respectively. The average age of laboratory professionals who responded to the survey is 41.3 years compared to 42.7 years in 2021.⁴ Distribution of respondents by age group shows that most of the respondents are in the 25- to 34-year-old age range at 32.2% TABLE 3. On average, laboratory professionals work 39.7 hours per week (SD = 10.37). TABLE 4 details the total number and percentage of respondents by occupational title.

TABLE 1

Percent Distribution of All Survey Respondents by Race/Ethnicity

Response	No. (%)
White	6,417 (71.1)
Asian	880 (9.7)
Hispanic, Latino, or Spanish	643 (7.1)
Black or African American	573 (6.3)
Mixed	302 (3.3)
Middle Eastern or North African	63 (0.7)
American Indian or Alaska Native	56 (0.6)
Native Hawaiian or Other Pacific Islander	29 (0.3)
Other race or ethnicity	66 (0.7)

TABLE 2

Percent Distribution of All Survey Respondents by Level of Education

Response	No. (%)
High school/GED	115 (1.3)
College credit not equivalent to a degree	231 (2.6)
Associate’s degree	1,370 (15.1)
Bachelor’s degree	5,707 (63.0)
Master’s degree	1,339 (14.8)
MD, MD/PhD, or DO	98 (1.1)
Other doctorate degree	76 (1.0)
Other	104 (1.1)

TABLE 3

Percent Distribution of All Survey Respondents by Age Range

Age group in years	No. (%)
18-24	393 (4.5)
25-34	2,826 (32.3)
35-44	2,297 (26.2)
45-54	1,550 (17.7)
55-64	1,480 (16.9)
65-74	222 (2.5)
75+	7 (0.1)

TABLE 4

Total Number of Responses by Occupational Title^a

Response	No. (%)
MLS	4,935 (54.5)
MLT	1,455 (16.1)
PBT	352 (3.9)
HT	333 (3.7)
PA	330 (3.6)
HTL	266 (2.9)
CT	259 (2.9)
CG	204 (2.3)
MB	178 (2.0)
POCT	100 (1.1)
SBB	99 (1.1)
MLA	78 (0.9)
PI/QA	75 (0.8)
LIS/IM personnel	60 (0.7)
DCLS	22 (0.2)
Other	308 (3.4)

CG, cytogenetic technologist; CT, cytologist; DCLS, Doctor of Clinical Laboratory Science; HT, histotechnician; HTL, histotechnologist; LIS or IM, Laboratory Information Systems or information management; MB, molecular biologist; MLA, medical laboratory assistant; MLS, medical laboratory scientist; MLT, medical laboratory technician; PA, pathologists’ assistant; PBT, phlebotomist; PI or QA, performance improvement or quality assurance; POCT, point-of-care testing; SBB, specialist in blood banking.

^aPercentage distribution of all survey respondents.

By occupational level, the percentage distribution of respondents is as follows: staff (62.0%), lead (15.8%), supervisor (11.3%), manager (5.6%), director (3.2%), and other (2.9%). The following are the top 10 states in terms of the survey responses received: Texas (7.7%), California (5.3%), Michigan (4.5%), Florida (4.5%), Ohio (4.4%), New York (4.2%), Wisconsin (4.1%), Illinois (3.8%), Pennsylvania (3.8%), and North Carolina (3.6%). By region, the respondents are distributed as follows: South Central Atlantic (25.4%), Central North East (19.0%), Far West (18.7%), Northeast (14.9%), Central South West (11.6%), and Central North West (10.4%). Survey respondents were mostly from urban areas 84.1%, followed by respondents and rural areas at 15.9%.¹

Results indicated that most respondents currently have 1 employer (87.6%), 8.1% of personnel have 2 employers, and 4.3% have 3 or more employers within the medical laboratory field. Most laboratory professionals who responded to the survey have full-time permanent positions (89.2%), followed by part-time (5.9%); PRN (pro re nata), on call, as needed (1.9%); per diem (1.3%); and full-time temporary/contract (1.7%). Most of those who reported working as full-time temporary/contract personnel were traveling professionals (75.9% vs 64.0% in 2021), followed by subcontractors (17.1%) and independent contractors/consultants (7.0%).

Overall, almost two-thirds of all respondents completed an accredited laboratory training program. Over half of the respondents (58.5%) indicated that they had received their clinical training from professional education program accredited or approved by National Accrediting Agency for Clinical Laboratory Sciences (NAACLS)–accredited or approved-training program (which accredits MLA, MLT, MLS, PBT, CG, MB, PA, HT, and HTL), whereas 21.1% selected “on-the-job training,” 4.5% selected programs approved by the Commission on Accreditation of Allied Health Education Programs (CAAHEP) (which accredits CT, specialist in cytology [SCT], and SBB programs), 3.5% selected Accrediting Bureau of Health Education Schools (ABHES) (which accredits MLT only), 2.1% selected military, and 10.2% selected “don’t know/other.”

The survey sought information on the type of facility in which a participant is primarily employed TABLE 5. Most of the respondents are employed in an academic hospital with 500 or more beds.

TABLE 5

Percentage of Respondents by Facility

Response	No. (%)
Academic hospital with 500 or more beds	2,013 (22.2)
Nonacademic hospital with 100-299 beds	923 (10.2)
Academic hospital with 300-499 beds	838 (9.3)
Nonacademic hospital with fewer than 100 beds	731 (8.1)
Academic hospital with 100-299 beds	642 (7.1)
Nonacademic hospital with 300-499 beds	594 (6.6)
Nonacademic hospital with 500 or more beds	478 (5.3)
Pathologists’ laboratory/private laboratory	424 (4.7)
National reference laboratory/independent laboratory	342 (3.8)
Regional reference laboratory/independent laboratory	333 (3.7)
Outpatient clinic laboratory	241 (2.7)
Retail laboratory (direct to consumer)	241 (2.7)
Academic hospital with fewer than 100 beds	237 (2.6)
Military facility/VA/VHA	237 (2.6)
Local reference laboratory/independent laboratory	196 (2.2)
Physician’s office laboratory	170 (1.9)
Government facility	164 (1.8)
Blood center or blood bank	148 (1.6)
Industry	86 (0.9)
Other	16 (0.2)

VA, Veterans Administration; VHA, Veterans Health Administration.

Most survey respondents (95.1%) indicated they were certified, while 4.9% indicated they were not certified (Supplemental Table 1; all supplementary material is available at American Journal of Clinical Pathology online). Furthermore, all respondents were asked if they plan to be certified in 2024; 52.6% of respondents said that they do, while 47.4% said they are not planning to be certified. Data collected show both pathologists’ and laboratory professionals’ certifying bodies. The preponderance of respondents indicated they were certified by the ASCP BOC, 95.9%; 3.6% indicated they were certified by the American Medical Technologists (AMT); 1.2% by the American Association of Bioanalysts (AAB); 0.6% by the American Board of Pathology (ABP); 0.5% by the Department of Health, Education, and Welfare/Department of Health and Human Services (HEW/HHS); 0.4% by American Board for Histocompatibility and Immunogenetics (ABHI); and 0.3% by American Board of Medical Microbiology (ABMM).

Of all the respondents, 38.5% are licensed by the state in which they currently work as a laboratory professional. Licensed respondents are predominantly from California. The survey gathered data on laboratory professionals in states and territories that require licensure: California, New York, Florida, Tennessee, Louisiana, Georgia, Montana, Nevada, West Virginia, Hawaii, North Dakota, and Puerto Rico FIGURE 1.

FIGURE 1

Licensed respondents currently working as laboratory professionals, by state. (n = 2,058).

Overall, 7.0% of respondents reported being represented by a union at their place of employment. Most of the respondents are represented by the Service Employees International Union (SEIU) 1199 (24.6%) followed by the American Federation of Government Employees (AFGE) (10.7%), United Food and Commercial Workers (UFCW) (6.6%), and the American Federation of State, County and Municipal Employees (AFSCME) (4.6%).

Those who were excluded from the survey (n = 561) include individuals who were working in a laboratory-related industry (35.3%), those working in a non-laboratory-related industry (13.0%), unemployed individuals (10.5%), laboratory professional program educators (10.3%), retired individuals (10.0%), those working in a research laboratory (eg, biotech industries) (7.1%), and other (13.7%). This year, comparison between certified and noncertified laboratory personnel was not performed because the low sample size of noncertified individuals provided an inaccurate correlation. Further, the ASCP BOC continues to conduct workforce surveys of MLS program directors and educators that are published biannually. Survey design has focused on data to support strategic planning, provide evidence workforce insights, and identify advocacy opportunities. In addition to professional demographics, these surveys and peer-reviewed publications share education levels, credentialing patterns, clinical experience, salaries, career trajectories, and clinical access based on grade point averages.

Cytogenetic Technologists (CGs)

The national average hourly wage for staff-level CG is $40.01 (SD = 9.0) FIGURE 2. Hourly wage for staff CG is higher at academic hospitals with more than 500 beds that pay $40.90, compared to national reference/independent laboratories ($40.50). On average, staff CGs are 42.2 years old.

FIGURE 2

Average hourly wage for laboratory staff, lead, supervisor/manager, and director positions, per occupational title. Sample sizes for some occupational levels were fewer than 25 (n < 25) and did not allow for statistically significant comparisons. CG, cytogenetic technologist; CT, cytologist; HT, histotechnician; HTL, histotechnologist; MLA, medical laboratory assistant; MLT, medical laboratory technician; MLS, medical laboratory scientist; MB, molecular biologist; PA, pathologists’ assistant; PBT, phlebotomist; POCT, point-of-care testing personnel.

CG leads earn an average hourly rate of $46.13 (SD = 10.2) FIGURE 2. On average, leads are aged 46.9 years.

When occupational level is not considered, national reference/independent laboratories provide a higher level of compensation, at $42.22 per hour, compared to academic hospitals with more than 500 beds, at $42.03. The average age for all CG respondents is 43.7 years FIGURE 3. The average annual wages of CGs by job level are listed in TABLE 6.

TABLE 6

Average Annual Wages by Occupational Title and Level^a

Occupational title	Average annual wages
	Staff	Lead/coordinator	Supervisor/technical supervisor	Manager	Director
CG	$83,216.48	$95,946.50	—	—	—
CT	$86,690.98	$92,818.84	$99,713.71	—	—
HT	$67,599.36	$75,694.59		—	—
HTL	—	—	$97,561.60	—	—
MLA	$42,181.04	—	—	—	—
MLS	$75,918.73	$87,024.15	$94,482.62	$122,539.89	$124,121.88
MLT	$56,968.16	$63,888.20	$63,082.34	—	—
MB	$75,520.50	—	—	—	—
PA	$108,412.26	$123,926.66	$130,253.70	—	—
PBT	$42,251.59	$46,529.60	—	—	—
POCT	—	$77,610.13	—	—	—

^aSample size constraints prevented further analysis of wage rate for some occupational levels and titles. For definitions of occupations, see Table 4.

FIGURE 3

Average age of all respondents by occupational title. CG, cytogenetic technologist; CT, cytologist; HT, histotechnician; HTL, histotechnologist; LIS/IM, Laboratory Information Systems/information management personnel; MLA, medical laboratory assistant; MLT, medical laboratory technician; MLS, medical laboratory scientist; MB, molecular biologist; PA, pathologists’ assistant; PI or QA, performance improvement or quality assurance personnel; PBT, phlebotomist; POCT, point-of-care testing personnel; SBB, specialist in blood banking.

Most CGs came from urban areas (94.1%) and 5.9% from rural areas. Those who are in urban areas make an average hourly wage of $41.45 per hour TABLE 7. On average, a CG has 19.0 total years of experience working in the laboratory field and 9.9 average years of working in their current employment FIGURES 4 and 5. Most respondents have also been working as CGs for an average of 14.8 years FIGURE 6.

TABLE 7

Average Hourly Wage by Occupational Title and Geographical Areas^a

Occupational title	Average hourly wage	Urban areas	Rural
CG	$41.41	$41.45	—
CT	$43.03	$43.17	$42.18
HT	$33.82	$33.85	$33.63
HTL	$34.00	$33.89	—
LIS/IM	$57.55	$57.30	—
MLA	$20.37	$20.55	—
MLS	$37.23	$37.54	$35.43
MLT	$28.25	$28.39	$27.81
MB	$38.05	$38.37	—
PA	$61.04	$61.13	—
PI/QA	$49.56	$50.96	—
PBT	$21.27	$20.91	$22.16
POCT	$38.22	$38.71	—
SBB	$39.01	$40.08	—

^aSample size constraints prevented further analysis of wage rate for some occupational levels. Urban areas are defined as those with at least 5,000 people or at least 2,000 housing units, and rural areas are any population, housing, or territory not in an urban area. Only includes the geographical areas with enough data to be reported. For definitions of occupations, see Table 4.

FIGURE 4

Average years of total experience in the laboratory field by occupational title.

FIGURE 5

Average years of working in current occupational title with current employer.

FIGURE 6

Respondent’s average years of working in current occupational title.

The sample size (n < 25) for some occupational levels was too small for meaningful statistical analysis of pay rates by all facilities, geographic areas, and states surveyed. For the same reason, analysis of the average age by state for CGs and wages for CGs beyond lead level were not performed.

Cytologists (CTs)

Staff-level cytologists (CTs) are paid an average hourly wage of $41.68 (SD = 6.9) FIGURE 2. Academic hospitals with more than 500 beds pay staff CTs $41.28, and wages from other facilities were not reported due to small sample size (n < 25). According to survey results, staff-level CTs have an average age of 44.4 years.

Lead CTs earn an average hourly wage of $44.62 (SD = 8.0) FIGURE 2 and their average age is 45.9 years. The average hourly wage for CT supervisors is $47.94 (SD = 9.8) FIGURE 2 and they have an average age of 51.5 years. Mean annual wages of CT by job level are shown in TABLE 6. Analysis of average hourly wages paid by facilities for leads, supervisors, managers, and directors was not performed due to their small sample sizes (n < 25).

Hourly wages for CTs, regardless of occupational level, show that a national reference laboratory/independent laboratory pays a higher hourly rate at $43.37 compared to academic hospitals with 500 or more beds, at $43.15.

The average age for all CT respondents is 46.5 years FIGURE 3.

CT respondent breakdown shows 86.1% from urban areas and 13.9% from rural areas with an average hourly wage of $43.17 and $42.18, respectively TABLE 7. Results indicate that on average, a CT has 20.9 total years of experience in the field and has been in their current position for 10.7 years, the highest number of years among all the occupational groups surveyed, FIGURES 4 and 5. Most have been working as CTs for an average of 17.4 years, the highest among all respondents surveyed FIGURE 6.

Due to the small sample size, analysis of pay rates by some facilities and states, as well as the average age by state for CTs, was not performed.

Histotechnicians (HTs)

The national average hourly wage for staff-level histotechnicians (HTs) is $32.50 (SD = 7.8) FIGURE 2. Academic hospitals with more than 500 beds pay $33.02, and wages from other facilities were not reported due to small sample size (n < 25). According to survey results, the average age of a staff HT is 41.6 years.

Lead-level HTs are paid an average hourly rate of $36.39 (SD = 6.4) FIGURE 2. The average age of lead HTs is 43.3 years. Meanwhile, HT supervisors earn an average hourly rate of $37.28 (SD = 6.4) FIGURE 2. The average annual wages of HTs by job level are listed in TABLE 6. Supervisors and managers are aged 45.8 years and 48.9 years on average, respectively.

Overall, all HT respondents are paid the highest in academic hospitals with 500 or more beds at $34.13 per hour and the least in nonacademic hospitals with 100 to 299 beds at $32.20, FIGURE 7. The average age for all HT respondents is 43.2 years FIGURE 3.

FIGURE 7

Average hourly wage of all HT respondents by facility. HT, histotechnician.

HT respondents from urban areas comprise 86.4% of all HT respondents and get paid an average hourly wage of $33.85 TABLE 7. HTs from rural areas, 13.6% of all HT respondents, receive an average hourly wage of $33.63 TABLE 7. According to the survey results, HT respondents report an average of 17.4 years of total experience in the laboratory field and 7.4 years in their current position FIGURES 4 and 5. Most respondents have also been working as HTs for an average of 12.0 years FIGURE 6.

The sample sizes (n < 25) for HTs were too small for meaningful statistical analysis of average age by all states, pay rates by all facilities, and states surveyed.

Histotechnologists (HTLs)

The average hourly wage for staff histotechnologists (HTLs) is $32.18 (SD = 6.4) FIGURE 2. Staff HTLs have an average age of 36.5 years.

Lead-level HTLs are paid an average hourly rate of $35.54 (SD = 5.9), while supervisors earn $46.90 (SD = 11.4) FIGURE 2. The average age of a lead HT is 40.2 years. Supervisor HTLs are 41.8 years on average. The average annual wages of HTLs by job level are listed in TABLE 6.

Overall, all HTL respondents are paid $35.21 per hour in academic hospitals with 500 or more beds. Analysis of overall hourly wage for all facilities was not performed due to the small sample size (n < 25). The average age for all HTL respondents is 38.9 years FIGURE 3.

HTLs from urban areas account for account for 91.7% of HTL respondents with an average hourly wage of $33.89 TABLE 7. Of HTL respondents, 8.3% were from rural areas. Overall, an HTL has an average of 13.6 years of total experience in the laboratory field and has been working in their current occupational title for an average of 5.1 years FIGURES 4 and 5. Most have been working as HTLs for an average of 8.8 years FIGURE 6.

The overall sample sizes (n < 25) for the occupational levels were too small for meaningful statistical analysis of pay rates by all facilities, geographic area, and states surveyed. For the same reason, analysis of the average age and wage by state for HTLs was not performed.

Medical Laboratory Assistants (MLAs)

On average, staff-level medical laboratory assistants (MLAs) (also known as clinical laboratory assistants) earn $20.28 per hour (SD = 4.6) FIGURE 2. The average age of staff MLA or clinical lab assistants (CLAs) is 37.5 years. Staff average annual wage is listed in TABLE 6.

Results indicate that the average age for all MLA respondents is 39.0 years FIGURE 3.

MLAs from urban areas make up 78.7% of all MLA respondents and earn an average of $20.55 per hour TABLE 7. Results show that regardless of occupational level, an MLA has an average of 11.8 years of total experience working in the field and has worked in their current position for an average of 5.2 years FIGURES 4 and 5. On average, most respondents have also been working as MLAs for 9.2 years FIGURE 6.

Results of the wage difference between laboratory facilities, geographic area, and states for MLAs do not allow for statistically significant comparisons. For the same reason, analyses of the average age by state and wages for MLAs beyond staff level were not performed.

Medical Laboratory Scientists (MLSs)

Staff-level medical laboratory scientists (MLSs) are paid an average hourly rate of $35.75 (SD = 9.7) FIGURE 2. Average pay rates for staff are highest in nonacademic hospitals with 300 to 499 beds, at $37.44 per hour, and lowest at a local reference laboratory/independent laboratory at $32.60 per hour FIGURE 8. The mean age for staff MLS is 39.0 years. Geographically, MLS staff are the oldest in Maine (45.3 years) and the youngest in Oklahoma (33.8 years) (Supplemental Table 2).

FIGURE 8

Average hourly wage of staff MLS by facility. MLS, medical laboratory scientist; VA, Veterans Administration; VHA, Veterans Health Administration.

On average, MLS leads make $40.11 per hour (SD = 9.7) FIGURE 2. Military facility/Veterans Administration (VA)/Veterans Health Administration (VHA) pay a significantly higher hourly rate for lead MLS compared with all facilities surveyed at $45.54. The facilities providing the lowest pay are nonacademic hospitals with 500 or more beds, at $37.12 per hour, FIGURE 9. They have an average age of 43.0 years. California has the oldest MLS leads at 45.3 years, and Wisconsin has the youngest at 36.4 years (Supplemental Table 3).

FIGURE 9

Average hourly wage of lead MLS by facility. MLS, medical laboratory scientist.

MLS supervisors earn an average hourly rate of $41.62 (SD = 10.8) FIGURE 2. Results indicate that nonacademic hospitals with 300 to 499 beds pay the highest hourly wage, at $43.88, whereas nonacademic hospitals with fewer than 100 beds pay the lowest wages at $39.44 per hour on average FIGURE 10. This group has an average age of 44.9 years.

FIGURE 10

Average hourly wage of supervisor MLS by facility. MLS, medical laboratory scientist.

The average hourly wage for MLS managers is $42.60 (SD = 12.3) FIGURE 2. Pay rates for managers in academic hospitals with more than 500 beds are at $53.72 per hour, followed by nonacademic hospitals with fewer than 100 beds at $42.92. Results indicate that managers have an average age of 45.9 years.

MLS directors earn an average hourly wage of $59.67 (SD = 17.1) FIGURE 2. The average annual wages of MLS by job level are listed in TABLE 6. Directors have an average age of 47.5 years.

MLS respondents, regardless of occupational level, are paid the lowest at a local reference laboratory/independent laboratory at $35.16 per hour and highest in a military facility/VA/VHA at $42.19 per hour FIGURE 11. The average age for all MLS respondents is 41.1 years FIGURE 3.

FIGURE 11

Average hourly wage of all (staff, lead, manager, supervisor, director) MLS respondents by facility. MLS, medical laboratory scientist; VA, Veterans Administration; VHA, Veterans Health Administration.

The top 10 highest-paying states (from highest to lowest) for all MLS levels are California, New York, Connecticut, Oregon, Washington State, Massachusetts, New Jersey, Minnesota, Colorado, and Montana TABLE 8. Most MLS respondents came from urban areas (84.8%) and get paid an average hourly wage of $37.54. MLSs in rural areas comprise 15.2% of these respondents and make an average wage of $35.43 per hour TABLE 7. According to survey results, a typical MLS has an average of 16.0 years of total experience in the laboratory field and has been working in their current occupational title for 7.1 years FIGURES 4 and 5. Most have been working as MLSs for an average of 11.3 years FIGURE 6. By state, the average age for all levels is highest in Maine at 45.6 years and lowest in Oklahoma at 36.7 years TABLE 9.

TABLE 8

Average Hourly Wage for Medical Laboratory Scientists by State, From Highest to Lowest Paying^a

State	Hourly wage
California	$62.28
New York	$46.21
Connecticut	$43.82
Oregon	$43.76
Washington (state)	$41.88
Massachusetts	$41.66
New Jersey	$39.68
Minnesota	$38.79
Colorado	$38.56
Montana	$37.90
Nebraska	$36.85
Maryland	$36.74
Arizona	$35.91
Georgia	$35.64
Ohio	$35.38
Florida	$35.18
Virginia	$34.82
Illinois	$34.64
Wisconsin	$34.52
Michigan	$34.29
Texas	$34.12
Pennsylvania	$33.78
Tennessee	$33.64
Indiana	$33.62
Missouri	$33.51
South Carolina	$33.41
Utah	$33.37
Louisiana	$33.24
Idaho	$33.24
Maine	$33.21
Kansas	$33.13
North Carolina	$32.92
Kentucky	$32.68
Alabama	$31.79
Arkansas	$31.11
Oklahoma	$30.96
Iowa	$30.50
Mississippi	$30.33

^aSample size was fewer than 25 (n < 25) for the rest of the states and did not allow for statistically significant comparisons.

TABLE 9

Average Ages for All Medical Laboratory Scientists by State, From Highest to Lowest^a

State	Mean age, y
Maine	45.6
Connecticut	45.4
Georgia	43.9
New Jersey	43.9
Florida	43.7
Louisiana	43.6
Massachusetts	43.3
Kentucky	42.9
Alabama	42.7
Indiana	42.6
Missouri	42.4
California	42.4
South Carolina	42.3
North Carolina	42.3
Mississippi	42.3
Tennessee	42.1
Montana	42.0
Nevada	41.8
Ohio	41.8
Washington (state)	41.6
Nebraska	41.4
Pennsylvania	41.0
Virginia	40.8
Arizona	40.8
New York	40.6
Kansas	40.5
Texas	40.5
Idaho	40.3
Illinois	40.2
Iowa	40.1
Oregon	40.0
Colorado	39.5
Arkansas	39.1
Maryland	39.1
Michigan	38.6
Minnesota	38.5
Wisconsin	38.4
Utah	37.4
Oklahoma	36.7

^aSample size was fewer than 25 (n < 25) for the rest of the states and did not allow for statistically significant comparisons.

The overall sample size (n < 25) for some facilities and states was too small for meaningful statistical analysis of pay rates.

Medical Laboratory Technicians (MLTs)

The national average hourly wage for staff-level medical laboratory technicians (MLTs) (also known as clinical laboratory technicians) is $27.74 (SD = 6.1) FIGURE 2. Pay rates for staff tend to be highest in academic hospitals with 300 to 499 beds, $28.97, and lowest in nonacademic hospitals with 500 or more beds, $26.74 per hour, FIGURE 12. The average age of staff MLTs is 38.9 years. By state, Illinois has the oldest staff at 44.5 years, and the youngest is in Arizona at 34.1 years (Supplemental Table 4).

FIGURE 12

Average hourly wage of staff MLT by facility. MLT, medical laboratory technician.

Lead MLTs are paid an average hourly wage of $30.72 (SD = 6.6) FIGURE 2. Results indicate that lead MLTs have an average age of 42.7 years.

The average hourly wage for MLT supervisors is $30.33 (SD = 5.6) FIGURE 2 and the average age for this group is 42.8 years. The average annual wages of MLTs by job level are listed in TABLE 6.

Pay rates for all MLTs, regardless of occupational level, tend to be highest in academic hospitals with 300 to 499 beds, $29.43, and lowest in nonacademic hospitals with 500 or more beds, $26.85 per hour, FIGURE 13. The average age for all MLT respondents is 39.6 years FIGURE 3.

FIGURE 13

Average hourly wage of all MLT respondents by facility. MLT, medical laboratory technician.

Geographically, all MLTs, regardless of position level, are paid significantly higher wages in California and lowest in Mississippi TABLE 10. Sample size was fewer than 25 (n < 25) for the rest of the states and did not allow for statistically significant comparisons of wages. Illinois had the highest average age for all MLTs regardless of occupational level while Arizona had the lowest average age TABLE 11. Sample size was fewer than 25 (n < 25) for the rest of the states and did not allow for statistically significant comparisons of age.

TABLE 10

Average Hourly Wage for Medical Laboratory Technicians by State, From Highest to Lowest Paying^a

State	Hourly wage
California	$35.33
New York	$34.78
Colorado	$30.35
Minnesota	$29.98
Ohio	$29.57
Illinois	$29.50
Pennsylvania	$29.32
Kentucky	$28.84
Indiana	$28.75
Wisconsin	$27.90
Tennessee	$27.39
Georgia	$27.22
Texas	$26.40
North Carolina	$26.33
Arizona	$26.29
Iowa	$25.34
Virginia	$25.31
South Carolina	$25.09
Missouri	$24.88
Alabama	$23.90
Mississippi	$23.23

^aSample size was fewer than 25 (n < 25) for the rest of the states and did not allow for statistically significant comparisons.

TABLE 11

Average Ages for Medical Laboratory Technicians or Clinical Laboratory Technicians (CLTs) by State, From Highest to Lowest^a

State	Mean age, y
Illinois	46.2
Pennsylvania	43.1
Georgia	42.6
Minnesota	42.5
North Carolina	41.6
Texas	41.2
Tennessee	41.0
Kentucky	41.0
New York	40.6
Ohio	40.6
Virginia	40.0
Wisconsin	39.8
Indiana	39.3
South Carolina	39.1
Alabama	37.4
California	37.0
Colorado	36.9
Iowa	36.8
Oklahoma	35.4
Mississippi	35.0
Missouri	35.0
Arizona	34.8

^aSample size was fewer than 25 (n < 25) for the rest of the states and did not allow for statistically significant comparisons.

Over 75.0% of MLTs are from urban areas and get paid an average hourly wage of $28.39. MLTs in rural areas (24.5%) are paid an average hourly wage of $27.81 TABLE 7. Overall, an MLT has an average of 12.6 years of total experience in the laboratory field and has been working in their current employment for 6.3 years FIGURES 4 and 5. Most respondents have also been working as MLTs for an average of 10.1 years FIGURE 6.

Analysis of average hourly wages paid by some facilities and states for leads, supervisors, managers, and directors was not performed due to the small sample size (n < 25) of each level.

Molecular Biology Technologists (MBs)

The average hourly wage for staff-level MBs is $36.31 (SD = 11.4) FIGURE 2. The average annual wage of MB staff is listed in TABLE 6. According to the survey results, staff MBs have an average age of 34.6 years while supervisors have an average age of 41.1 years.

The average age for all MB respondents is 37.2 years FIGURE 3. MB respondents from urban areas comprise 93.3% of all MBs and get paid an average hourly wage of $38.37 TABLE 7. According to survey results, an MB has 11.2 total years of experience working in the laboratory field and an average of 4.1 years working in their current occupational title, the least number of years of experience among all the groups surveyed FIGURES 4 and 5. Most respondents have also been working as MBs for an average of 5.5 years FIGURE 6.

Regardless of occupational level, not all facilities had a large enough sample size for reporting. However, the one facility that had enough sample size was academic hospitals with more than 500 beds paying $34.56 per hour.

Results regarding the wage differences by all geographic areas and states for MBs do not allow for statistically significant comparisons because respondents in the survey had a small sample size. For the same reason, average ages by state of each level were not analyzed.

Pathologists’ Assistants (PAs)

The national average hourly wage for staff-level pathologists’ assistants (PA) is $59.23 (SD = 13.9) FIGURE 2. Staff-level PAs are paid the highest average hourly wage in nonacademic hospitals with 300 to 499 beds at $55.54, followed by academic hospitals with 500 or more beds, $51.04. The mean age for a staff PA is 35.3 years.

Lead PAs are paid an average hourly wage of $59.58 (SD = 11.7), while supervisors are paid $62.62 per hour (SD = 11.1) FIGURE 2. The average annual wages of PAs by job level are listed in TABLE 6. Average ages for leads and supervisors are 40.0 years and 41.4 years, respectively.

Overall, PAs are paid $56.59 in nonacademic hospitals with more than 500 beds, $56.30 in nonacademic hospitals with 300 to 499 beds, $55.16 in academic hospitals with more than 500 beds, $54.96 in academic hospitals with 300 to 499 beds, $53.13 in nonacademic hospitals with 100 to 299 beds, and $52.70 in pathologists’ laboratories/private laboratories (laboratories owned or operated by a pathologist or PhD clinical scientist). Respondents from urban areas comprise 96.0% of PAs and earn an average hourly wage of $61.13. There were 4.0% of PA respondents from rural areas. According to survey results, PAs have an average age of 37.2 years, the youngest of all occupational titles surveyed FIGURE 3. Overall, PAs have an average of 12.3 total years of experience in the laboratory field and 6.1 years in their current title FIGURES 4 and 5. Pathologists’ assistant respondents report an average of 9.4 years as a PA FIGURE 6.

Analyses of wage data by facility for each occupational level were not performed due to the small sample size. Analyses of wages by state and age by state were also not performed for the same reason.

Performance Improvement or Quality Assurance Personnel (PI/QA)

The average age for all performance improvement or quality assurance personnel (PI or QA) respondents is 42.5 years FIGURE 3. Over 90% of PI or QA personnel respondents came from urban areas and make an average hourly wage of $50.96 per hour TABLE 7. According to survey results, a PI or QA has an average of 19.0 years of total experience in the laboratory field and 4.7 years working in their current occupational title and employment FIGURES 4 and 5. Most respondents have also been working as a PI or QA for an average of 6.9 years FIGURE 6.

Analyses of overall mean hourly wage for staff, leads, supervisors, and directors; average hourly wages paid by facilities, geographic areas, and states; and average ages by state for PIs or QAs were not performed due to the small sample size (n < 25) of each level.

Phlebotomists (PBTs)

Staff phlebotomists (PBTs) are paid an average hourly wage of $20.31 (SD = 3.8) FIGURE 2. Results indicate that academic hospitals with more than 500 beds pay an hourly wage of $20.96, and outpatient clinic laboratories (laboratory that supports outpatient clinics offering preventative, primary, and urgent care) pay an hourly wage of $20.37. The data indicate that the average age for staff PBTs is 41.4 years.

Lead PBTs are paid an average hourly wage of $22.37 (SD = 4.4) FIGURE 2, with a mean age of 46.3 years. The average annual wages of PBTs by job level are listed in TABLE 6. Analyses of average hourly wages paid by facilities for leads, supervisors, managers, and directors were not performed due to the small sample size (n < 25) of each level.

Overall, for PBTs, academic hospitals with 100 to 299 beds pay the highest average hourly wage, at $23.11, and the lowest in physician’s office laboratories, at $20.17, regardless of occupational level FIGURE 14. Most PBT respondents are from urban areas, 72.0%, and get paid an average hourly wage of $20.91. PBTs from rural areas, 28.0%, receive an average hourly wage of $22.16 TABLE 7.

FIGURE 14

Average hourly wage of all (staff, lead, manager, supervisor, director) PBT respondents by facility. PBT, phlebotomist.

The average age for all PBT respondents is 43.0 years, FIGURE 3. Overall, a PBT has an average of 14.6 years of total experience in the laboratory field and 7.8 years working in their current title FIGURES 4 and 5. Respondents have worked as a PBT for an average of 12.7 years FIGURE 6.

Analysis of the average age for PBT managers and directors was not performed due to the small sample size, and for the same reason, analysis of average age and wage by all states was not performed.

Specialists in Blood Banking (SBBs)

The average age of specialists in blood banking (SBB) supervisors/technical supervisors is 45.5 years. The average age for all SBB respondents is 44.1 years FIGURE 3. Most SBB respondents, 90.9%, came from urban areas and make an average hourly wage of $40.08 per hour TABLE 7. Those from rural areas comprise 9.1% of SBB respondents. Results show that an SBB has an average of 19.1 years of total experience working in the field and has been working in their current role for 8.7 years FIGURES 4 and 5. Most respondents have also been working as SBBs for an average of 11.3 years FIGURE 6.

Analysis of wage data by lead, facility, state, and average age by state for SBBs was not performed because the results would provide statistically insignificant values, and for the same reason, average ages by state of each level were not analyzed.

Laboratory Information Systems/Information Management (LIS/IM) Personnel

The average age for all Laboratory Information Systems/information management (LIS/IM) respondents is 44.3 years FIGURE 3. According to survey results, LIS/IM personnel have an average of 19.5 years of total experience in the laboratory field and have been working in their current role for 6.7 years FIGURES 4 and 5. Most respondents have also been working as LIS/IM personnel for an average of 7.9 years FIGURE 6.

Analysis of wage data by facility and state for LIS/IM personnel was not performed because the results would provide statistically insignificant values. For the same reasons, analyses of the average age for staff, managers, supervisors, and directors and average age by state were not performed.

Point-of-Care Testing Personnel (POCT)

The average hourly wage for point-of-care testing (POCT) personnel leads is $37.31 (SD = 7.7) FIGURE 2, and they have an average age of 39.9 years. The average annual salary of POCT personnel by job level is listed in TABLE 6. The average age for all POCT respondents (regardless of occupational level) is 42.2 years FIGURE 3.

POCT respondents from urban areas comprise 81.3% of POCTs and have an average hourly wage of $38.71 TABLE 7. Results show that POCT personnel have an average of 17.8 years of total experience working in the field and have been working in their current title for 4.9 years FIGURES 4 and 5. Most respondents have also been working as POCT personnel for an average of 7.6 years FIGURE 6.

Analyses of wage data overall, by all occupational levels, facility, department, and state for POCT personnel, were not performed because the results would provide statistically insignificant values.

IMPACT OF COVID-19 ON SALARY AND STAFFING

According to the 2022 ASCP Vacancy Survey report, the effects of the COVID-19 pandemic continue to affect “personnel shortages, health worker burnout, exhaustion, and trauma.”⁵ The laboratory staffing now experience an increased utilization of contract staff, an upsurge in testing demands (COVID-19 and other tests), and an increased amount of overtime.⁵ This survey continued its collection of data on the impact of COVID-19 on wages and burnout.

When asked if the respondents felt that the pandemic continues to influence their salary and/or well-being, 52.4% indicated yes, and 47.6% indicated no. Of those who responded yes to this question, 57.0% reported that there has been no change in their salary, 30.8% reported an increase in salary, and 11.9% indicated that their salary decreased.

Compared to the 2021 wage survey data, there is a 16.4% decrease in those who reported that they are “presently experiencing burnout (e.g., feeling overwhelmed, feeling emotionally exhausted, not caring about your work, feeling a low sense of value or accomplishment)” (36.1% in 2023 vs 52.5% in 2021).⁴ Of those who reported feeling burned out, most (41.9%) are considering getting a similar position in a different medical laboratory, considering changing careers completely (39.6%), or seeking employment in a related field (32.0%) TABLE 12. The key issues contributing to burnout that the respondents reported are listed in TABLE 13, with staffing, workload, and being underpaid being the top 3 issues.

TABLE 12

Types of Job Changes Considered by Respondents as a Result of Feeling Burned Out

Response	No. (%)
A similar position in a different clinical laboratory	1,369 (41.9)
Changing careers completely	1,294 (39.6)
Employment in a related field	1,045 (32.0)
None of these	737 (22.5)
Retiring	414 (12.7)
Other	189 (5.8)
Change job level and/or shift	52 (1.6)

TABLE 13

Main Issues Contributing to Burnout^a

Themes	No. (%) of comments
Staffing	1,984 (60.7)
Workload	946 (28.9)
Being underpaid	757 (23.1)
Lack of control over schedule/shift/excessive hours	513 (15.7)
Lack of appreciation/recognition/respect	305 (9.3)
Poor management/administration/leadership	286 (8.7)
Training new staff/additional responsibilities/multiple tasks	252 (7.7)
Constant staff turnover	114 (3.5)
Not enough vacation/holiday/time off	107 (3.3)
Lack of qualified/trained staff	96 (2.9)
COVID-19 related	92 (2.8)
Supply shortage	87 (2.7)
Stress	82 (2.5)
Unfair work distribution/treatment/pay	75 (2.3)
Inadequate time/pressure of turnaround time	65 (2.0)
Poor work-life balance	53 (1.6)
Personnel issues/issues with colleagues	46 (1.4)
Bad supervisor/manager/director/leader/boss	44 (1.3)
Poor instruments/equipment	39 (1.2)
Personal issues	36 (1.1)
Declining/conflicting work values/ethics	34 (1.0)
Hostile work environment	33 (1.0)
Regulatory compliance/policies and procedures	32 (1.0)
Call-ins	32 (1.0)
Lack of growth/career advancement	30 (0.9)
Poor benefits/perks	29 (0.9)
Lack of communication	25 (0.8)
Lack of training/guidance/onboarding	25 (0.8)
No telecommuting	19 (0.6)
Tedious work/lack of challenge	17 (0.5)
Suboptimal lab practices/quality/processes/workflow	17 (0.5)
Restructuring	17 (0.5)
Other	132 (4.0)

^aStatistics are based on a total number of 3,270 comments.

SUMMARY

After adjusting for inflation,⁶ results from this survey show that only staff-level PA, MB, PBT, CG, and MLT wages have increased TABLE 14. The hourly wage for leads is also up in 2023 for CGs and HTs only TABLE 15. Only MLS supervisors’ hourly wages are up in 2023 TABLE 16. Average hourly wage for all respondents, regardless of occupational level, is shown in Supplemental Table 5.

TABLE 14

Percent Change in Overall Hourly Wage for Staff Between 2017, 2019, 2021, and 2023^a

Staff	2017b	2019b	2021b	2023	% Change 2021 to 2023
PA	$51.94	$54.12	$53.39	$59.23	10.94
MB	$34.43	$35.04	$33.62	$36.31	7.98
PBT	$19.64	$19.94	$19.12	$20.31	6.25
CG	$41.05	$38.81	$38.58	$40.01	3.70
MLT	$27.21	$27.78	$27.56	$27.74	0.66
HT	$32.29	$33.06	$32.68	$32.50	–0.56
MLS	$36.22	$35.96	$36.11	$35.75	–1.00
MLA	$22.48	$22.35	$21.12	$20.28	–3.98
HTL	$33.56	$33.74	$33.57	$32.18	–4.14
CT	$43.08	$42.93	$43.54	$41.68	–4.27

^aSample size constraints prevented further analysis of percent change in overall annual hourly wage for some occupational titles. For definitions of occupations, see Table 4.

^bAll previous years’ wages adjusted for inflation as of April 2023.

TABLE 15

Percent Change in Overall Hourly Wage for Leads Between 2017, 2019, 2021, and 2023^a

Lead	2017b	2019b	2021b	2023	% Change 2021 to 2023
CG	$46.12	$48.04	$43.33	$46.13	6.46
HT	$35.61	$37.84	$35.93	$36.39	1.30
PBT	$21.60	$22.37	$22.60	$22.37	–1.00
MLS	$40.80	$41.50	$40.78	$40.11	–1.64
PA	$59.73	$62.53	$61.02	$59.58	–2.36
HTL	$36.67	$37.86	$37.90	$35.54	–6.23
MLT	$29.93	$31.61	$32.80	$30.72	–6.36
CT	$47.15	$48.18	$49.16	$44.62	–9.22
POCT	$40.28	$42.84	$42.94	$37.31	–13.11

^aSample size constraints prevented further analysis of percent change in overall annual hourly wage for some occupational titles. For definitions of occupations, see Table 4.

^bAll previous years’ wages adjusted for inflation as of April 2023.

TABLE 16

Percent Change in Overall Hourly Wage For Supervisors Between 2017, 2019, 2021, and 2023^a

Supervisor	2017b	2019b	2021b	2023	% Change 2021 to 2023
MLS	$42.89	$43.27	$41.44	$41.62	0.44
HT	$38.94	$40.46	$41.05	$37.28	–9.19
CT	$51.06	$52.84	$53.02	$47.94	–9.59
MLT	$32.83	$32.62	$33.57	$30.33	–9.66%

^aSample size constraints prevented further analysis of percent change in overall annual hourly wage for some occupational titles. For definitions of occupations, see Table 4.

^bAll previous years’ wages adjusted for inflation as of April 2023.

Additionally, before adjusting for inflation⁶ and comparing the percent change from 2019 to 2021 vs percent change from 2021 to 2023, the increase in average salaries is higher for all staff, leads (CGs, HTs, MLSs, Pas, and PBTs), and MLS supervisors only (Supplemental Tables 6, 7, and 8, respectively). After adjusting for inflation and comparing the percent change from 2019 to 2021 vs percent change from 2021 to 2023, the increase in average salaries is higher for all staff except CTs, HTLs, and MLSs and leads except CTs, HTLs, MLTs, PBTs, and POCTs, and all supervisors show decrease in all except MLSs (Supplemental Tables 9, 10, 11).

Geographically, laboratory professionals from urban areas earn just slightly more compared to the overall average hourly wage. Laboratory professionals who work in facilities located in rural areas earn the least compared to overall hourly wages across the country as well as urban areas TABLE 7. TABLE 17 shows the average hourly wage by region and occupational title.

TABLE 17

Average Hourly Wage by Occupational Title and Region^a

Occupational title	Region	Straight-time in dollars, mean	No. of respondents for straight-time
CG	South Central Atlantic	$38.75	39
	Far West	$46.71	52
	Central South West	$39.10	27
CT	South Central Atlantic	$41.30	53
	Northeast	$44.41	50
	Central North East	$40.90	38
HT	South Central Atlantic	$34.61	56
	Far West	$37.92	55
	Northeast	$36.74	46
	Central North East	$31.93	50
	Central North West	$31.18	30
	Central South West	$28.07	40
HTL	South Central Atlantic	$33.86	52
	Far West	$37.12	29
	Northeast	$37.44	35
	Central North East	$32.20	44
	Central South West	$29.45	26
MLS	South Central Atlantic	$34.40	967
	Far West	$45.27	795
	Northeast	$39.88	580
	Central North East	$34.57	802
	Central North West	$34.98	446
	Central South West	$33.34	470
MLT	South Central Atlantic	$26.14	400
	Far West	$30.60	190
	Northeast	$32.23	168
	Central North East	$28.86	278
	Central North West	$27.27	163
	Central South West	$26.55	164
MB	South Central Atlantic	$30.49	27
	Far West	$46.16	41
PA	South Central Atlantic	$53.54	74
	Far West	$60.17	52
	Northeast	$57.66	47
	Central North East	$48.53	49
	Central North West	$54.65	25
	Central South West	$55.05	29
PBT	South Central Atlantic	$19.88	99
	Far West	$23.13	43
	Northeast	$21.94	58
	Central North East	$21.52	75
	Central North West	$22.12	30
	Central South West	$20.40	30

^aSample sizes to determine average wage for some occupational titles and regions were too small and did not allow for statistically significant comparisons. For definitions of occupations, see Table 4.

The differences between wages of laboratory professionals working as they accumulate more years of experience in the field show slight increases TABLE 18. In addition, HTs, HTLs, and MLTs show consistent increases in pay rates for a longer length of time in the laboratory TABLE 18. Wages by time in the current occupational title are significantly higher in 2023 compared to the wages reported in 2021 (Wage Survey report 2021) TABLE 20.⁴

TABLE 18

Average Hourly Wage by Time in Current Occupational Title^a

Time in current title with current employer	CG	CT	HT	HTL	LIS/IM	MLA	MLS	MLT	MB	PA	PI/QA	PBT	POCT	SBB
0-5	$37.93	$42.75	$32.42	$32.83	NA	$19.93	$35.72	$27.25	$36.59	NA	$47.82	$19.95	$37.20	$36.76
6-10	$47.73	$41.27	$34.94	$37.93	NA	NA	$38.00	$28.80	NA	$56.74	NA	$21.23	NA	NA
11-15	$43.94	NA	$36.07	NA	NA	NA	$40.47	$31.13	NA	NA	NA	$25.43	NA	NA
16-20	NA	NA	NA	NA	NA	NA	$40.61	$30.76	NA	NA	NA	$22.28	NA	NA
21-25	NA	NA	NA	NA	NA	NA	$41.67	$32.01	NA	NA	NA	NA	NA	NA
26-30	NA	NA	NA	NA	NA	NA	$40.60	NA	NA	NA	NA	NA	NA	NA
31-35	NA	NA	NA	NA	NA	NA	$42.23	$32.66	NA	NA	NA	NA	NA	NA
36-40	NA	NA	NA	NA	NA	NA	$43.36	NA	NA	NA	NA	NA	NA	NA
41+	NA	NA	NA	NA	NA	NA	$40.87	NA	NA	NA	NA	NA	NA	NA

NA, not available.

^aSample sizes to determine average wage of other time ranges were too small and did not allow for statistically significant comparisons. For definitions of occupations, see Table 4.

TABLE 19

Average Hourly Wage by Age Group and Occupational Title^a

Age, y	CG	CT	HT	HTL	LIS/IM	MLA	MLS	MLT	MB	PA	PI/QA	PBT	POCT	SBB
18-24	NA	NA	NA	NA	NA	NA	$29.64	$23.86	NA	NA	NA	$18.54	NA	NA
25-34	$34.83	$40.32	$31.05	$31.67	NA	NA	$34.29	$26.44	$35.65	$50.16	NA	$19.37	NA	NA
35-44	$42.47	$42.84	$35.00	$35.80	NA	NA	$38.33	$28.30	NA	$58.72	NA	$22.07	NA	NA
45-54	$44.67	$42.68	$34.94	NA	NA	NA	$39.61	$30.08	NA	$58.74	NA	$22.05	NA	NA
55-64	$44.32	$46.28	$35.13	NA	NA	NA	$40.99	$32.01	NA	NA	NA	$22.35	NA	NA
65-74	NA	NA	NA	NA	NA	NA	$43.26	NA	NA	NA	NA	NA	NA	NA
75+	NA	NA	NA	NA	NA	NA	NA	NA	NA	NA	NA	NA	NA	NA

NA, not available.

^aSample sizes to determine average wage of other time ranges were too small for statistically significant comparisons. For definitions of occupations, see Table 4.

TABLE 20

Percent of Responses per Benefit/Perk Offered by Institutions

Benefits	No. (%)
Medical/vision benefits	8,233 (90.9)
Dental benefits	7,981 (88.1)
Pension/retirement benefits	6,519 (72.0)
Shift-differential	6,374 (70.4)
Premium pay for overtime, holidays, and weekends	6,300 (69.6)
Monetary bonus (eg, sign on bonus, referral bonus, miscellaneous bonuses)	3,572 (39.5)
Free or convenient employee parking	3,441 (38.0)
Paying for tuition	3,102 (34.3)
Paying for continuing education	3,030 (33.5)
Performance bonuses	2,107 (23.3)
On-call	1,880 (20.8)
Flexible work hours	1,861 (20.6)
Paying for certifications or qualifications	1,679 (18.5)
Bonuses not directly tied to work (including holidays and profit-sharing bonuses)	1,558 (17.2)
Pro re nata (PRN)	1,197 (13.2)
Laptop/tablet	1,150 (12.7)
Paying for professional memberships	890 (9.8)
Transportation allowances	652 (7.2)
Uniform allowances	650 (7.2)
Telecommuting	352 (3.9)
Providing a company phone for you	335 (3.7)
Free or subsidized childcare or elder care	204 (2.3)
Free or subsidized room and board	80 (0.9)
Company car	78 (0.9)
Other	118 (1.3)

This survey also examined the differences in age and sex by occupational title. The average age for the laboratory workforce has not changed significantly when compared to previous wage survey results. CTs show the oldest workforce while PAs and MBs continue to have a younger workforce than other laboratory professions surveyed FIGURE 3. Compared to the 2021 wage survey results, current data show that men are older than women in many of the occupational titles surveyed except for HTLs, MLSs, and MLTs FIGURE 15. The average wage of laboratory professionals based on age continues to increase for every age range TABLE 19. This survey also analyzed wages by sex and found that males earn more than females for most occupational titles FIGURE 16.

FIGURE 15

Average age of laboratory professionals by sex. Sample size was fewer than 25 for some occupational title and sex and was not included in analysis.

FIGURE 16

Average hourly wage by sex. Sample sizes to determine average wage by sex of other occupational titles were too small for statistically significant comparisons.

Survey respondents reported the benefits and perks they receive from their institution, and medical/dental/vision, pension/retirement, overtime/holiday/weekends, and shift differential pay continue to be the top fringe benefits they receive. Providing a company car, free or subsidized room and board, and free or subsidized childcare or elder care were among the benefits that are least commonly provided to many laboratory professionals TABLE 20.

Last, this survey asked the respondents to provide comments after the completion of the survey. We received a total of 2,628 comments and found that 58.8% addressed being underpaid. For many, the inflation and cost of living have outpaced the increase in their wages, while for others, wages continue to remain low with respect to the occupational role, title, education, and years in the field. One respondent commented, “Even though my hourly wage has gone up significantly, I feel I was underpaid to start with, so the increase was eaten up by inflation and I am in the same place financially as before.”

Hiring, retention, staffing challenges, and retirement show a continued increase in the rate of respondents, 13.2% (compared to 12.3% in 2021), indicating that there are currently low retention rates and employers continue to experience difficulties finding qualified applicants. In addition, respondents reported lack of appreciation and recognition from hospital management and other providers, as well as lack of visibility of the profession among the public, 11.9%. Last, 8.5% of respondents asked for greater representation through advocacy TABLE 21.

TABLE 21

2023 Wage Survey Comment Analysis Executive Summary

Comments	No. (%)
Percent of comments that addressed being underpaid	1,544 (58.75)
Percent of comments that addressed staffing/hiring/retention/retirements	346 (13.17)
Percent of comments that addressed underappreciation	313 (11.91)
Percent of comments that addressed advocacy	223 (8.49)
Percent of comments on wage survey	82 (3.12)
Percent of comments that addressed burnout/work-life balance/stress	79 (3.01)
Percent of comments that addressed workload	74 (2.82)
Percent of comments that addressed lack of qualified candidates/concerns about personnel qualifications	66 (2.51)
Percent of comments that addressed certification/licensure	65 (2.47)
Percent of comments that addressed union	59 (2.25)
Percent of comments that addressed work hours/schedule/leave	42 (1.60)
Percent of comments that addressed education/training	40 (1.52)
Percent of comments that addressed benefits	38 (1.45)
Percent of comments that addressed management/administration	30 (1.14)
Percent of comments that addressed career advancement	29 (1.10)
Percent of comments that addressed location/region	20 (0.76)
Percent of comments that addressed COVID-19 pandemic	15 (0.57)
Percent of other comments/thank yous	673 (25.61)
Total number of comments	2,628

DISCUSSION

The US Department of Labor Bureau of Labor Statistics (BLS) reported that the job outlook for medical laboratory scientists and technicians (BLS uses the terms clinical laboratory technologists and technicians) between 2022 to 2032 is expected to grow 5%, faster than the average rate for all occupations.⁷ According to US Labor Department data published June 12, 2024, the annual inflation rate for the United States is at 3.3%.⁶ While the inflation rate is lower than what was reported in the 2021 wage survey, it is still higher compared to the inflation rates up to 2020.⁸ Salaries in this report were adjusted for inflation as of 2023. Even with the salary increases reported from the results of this survey, it is evident that the increases continue to fall behind the current inflation.

Since the publication of the ASCP’s Blueprint for Action, the laboratory community and ASCP have implemented a number of recommendations from the document.⁹ The newly established Medical and Public Health Laboratory Workforce (MPHLW) Coalition—a collaboration of more than 28 national organizations to promote visibility and work toward building a robust and diverse medical laboratory workforce—and the ASCP’s Workforce Steering Committee are working tirelessly to promote visibility for the laboratory medicine and pathology professions. Efforts to reach out to high schools, colleges, and universities have amplified with the goals of improving recruitment and retention in the field. Since the formation of the coalition, there have been over 300 interested entities (organizations and individuals) who reached out to participate.^9,10

A group of MPHLW Coalition members came together to urge laboratory administrators, C-suite executives, educators, and the laboratory community to register for a webinar, entitled “Promoting the Profession by Aligning Educational Program Titles to the Medical Laboratory Science Career.” The session delved into discussions around standardized nomenclature for programs teaching medical laboratory science at the bachelor’s degree level. The webinar also described the current landscape of educational programs and degree titles while presenting the case for alignment of accurate and unified medical laboratory science nomenclature. Presented by ASCP, the ASCP Board of Certification, the NAACLS, and the American Society for Clinical Laboratory Science, the webinar had over 1,000 registrants.¹⁰

The ASCP also developed its Grow Your Own Initiative webpage to highlight some organizations that are taking action to create a more diverse and robust pipeline of needed employees by “growing their own” laboratory teams—developing training programs within their own organizations and in partnership with outside entities to fill the immediate needs they are seeing in their own communities.¹¹ The ASCP also provides content and resources to support this initiative. For example, the ASCP hosted a 3-part webinar on strategies to grow your own laboratory workforce to address the workforce shortage. Speakers have focused on how engaging with high school STEM (science, technology, engineering, and medicine) students, developing programs for health systems, and implementing various outreach strategies have helped decrease turnover and open positions in the laboratory.

As part of the ASCP’s support for a more inclusive and diverse laboratory workforce, the ASCP Foundation is awarding scholarships to those pursuing higher education to become a medical laboratory professional.¹² Scholarships range from $1,000 to $5,000, and aid may be used toward certification fees, direct academic tuition, or needs-based expenses to support the student’s academic career. This scholarship is looking for students from underrepresented populations or underserved areas within the United States who are seeking to serve underserved communities, and applicants must be a student or laboratory professional interested in pursuing a higher degree from an NAACLS-accredited PBT, MLA, MLT, MLS, or HTL program. This scholarship is made possible in part by Dr Alvin Ring’s donation to the ASCP Foundation and Cooperative Agreement from the Centers for Disease Control and Prevention’s Division of Laboratory Systems and will be offered annually.

Contributors

Jenny Diaz, MSHI, MLS, ASCP Institute for Science, Technology, and Policy, Washington, DC

Matthew Schulze, ASCP Institute for Science, Technology, and Policy, Washington, DC

Amy Spiczka, DHSc, MS, HTL(ASCP)CMSCT, MBCM, CPHQ ASCP Board of Certification, Chicago, IL

Conflict of interest disclosure: The authors have nothing to disclose.

Reviewers

Allyson Flores, MLS (ASCP)^CM, ProPath, A Sonic Healthcare Anatomic Pathology Practice, Dallas, TX

Kerwin M. Kolheffer MS, PA (ASCP)^CM, Eastern Virginia Medical School, Norfolk, VA