The honest answer to “how much do CNAs make” is that the national average gets cited a lot and matters a little. Whether you earn $32,000 or $52,000 next year depends on four things in this order: your state, your setting, your shift, and your years of experience. The national average is the average of all of those, and almost no individual CNA actually earns it.
This guide breaks down what CNAs are actually earning in 2026 and which variables matter most when you’re deciding where to apply.
The national picture
The most reliable single source for CNA pay is the Bureau of Labor Statistics Occupational Employment and Wage Statistics (OEWS) report, which the BLS updates annually. Based on the most recent published OEWS data and continuing trends through 2026:
- Median annual: mid-to-high $30,000s for nursing assistants nationally.
- Mean annual: low $40,000s — pulled up by hospital and high-cost-of-living state CNAs.
- Median hourly: roughly $17–$19/hr.
- Top decile: over $50,000/year, mostly in high cost-of-living states and unionized hospital systems.
- Bottom decile: high $20,000s, mostly in low cost-of-living states and non-union long-term care facilities.
For the most current numbers, search “BLS OEWS nursing assistants” — that’s the dataset every other site is republishing. Indeed, ZipRecruiter, and Glassdoor numbers are usually higher than reality because they oversample listings that are trying to attract candidates, not actual paid wages.
By state: where CNAs earn the most (and least)
State is by far the biggest variable. Here’s the rough picture, with the caveat that exact numbers shift year to year:
| Tier | Approx. annual range | Representative states |
|---|---|---|
| Top | $45k–$55k+ | Alaska, California, Hawaii, New York, Massachusetts, Washington, Oregon |
| Upper-mid | $38k–$45k | New Jersey, Connecticut, Minnesota, Colorado, Nevada, Rhode Island |
| Middle | $33k–$38k | Illinois, Pennsylvania, Michigan, Ohio, Wisconsin, Virginia, Texas, Florida (varies wildly within state) |
| Lower-mid | $30k–$33k | Indiana, Tennessee, Kentucky, North Carolina, South Carolina, Missouri |
| Bottom | $28k–$32k | Louisiana, Mississippi, Alabama, Oklahoma, Arkansas, West Virginia |
The cost-of-living catch. California and New York lead the absolute pay rankings but also have some of the highest cost of living in the country. A CNA earning $47k in San Francisco often has less disposable income than a CNA earning $34k in Indianapolis. If you’re comparing across states because you’re considering moving, look at cost-of-living-adjusted pay, not raw numbers. The MIT Living Wage Calculator is a free tool that’s genuinely useful for this.
By setting: hospital vs SNF vs home health
Within any given state, the setting you work in moves your pay significantly:
- Hospital (acute care). Highest pay, best benefits, hardest to get into. Hospital CNAs typically earn $2–$5/hr more than SNF CNAs in the same metro, with better health insurance, retirement match, and access to shift differentials. Most hospitals require 1–2 years of prior experience. (See the structural reasoning in the pillar guide.)
- Skilled nursing facility (SNF). The middle of the market. Easier to get hired into as a new grad, especially in states with chronic CNA shortages. Pay is typically $1–$3/hr below the local hospital rate.
- Long-term care / assisted living. Slightly below SNF pay in most markets. Lower acuity, more predictable schedules, often a good first job.
- Home health. Hourly pay can look competitive, but you’re often unpaid for travel time between clients, and benefits are typically thinner. The hourly is misleading unless you also count drive time.
- Travel and agency. Highest hourly rates ($25–$40+ in many markets) but no benefits, no guaranteed hours, and gaps between contracts. Real annualized pay is usually less impressive than the hourly suggests.
By shift: differentials matter more than people think
Shift differentials are extra hourly pay for working less desirable shifts. They’re standard in hospitals and SNFs, and over a year they meaningfully change your total comp:
- Evening shift (3p–11p): typically $1–$3/hr extra.
- Night shift (11p–7a): typically $2–$5/hr extra. The biggest single lever you can pull on your hourly pay without changing jobs.
- Weekend differential: typically $1–$3/hr extra, sometimes layered on top of evening or night.
- Holiday pay: often time-and-a-half or double-time.
A CNA working full-time nights with a $4/hr night differential earns roughly $8,000–$8,500 more per year than the same CNA working day shift in the same facility. If your body and life can handle nights, that’s usually the fastest legitimate raise available to you.
By experience: where the curve actually bends
CNA pay is famously flat compared to nursing or other healthcare roles. A 1-year CNA and a 10-year CNA at the same facility usually earn within $3–$5/hr of each other. The biggest pay jumps come from changing something, not waiting:
- Moving from SNF to hospital. Often a $3–$6/hr raise, sometimes more. Requires 1–2 years of experience and a resume that signals hospital readiness (see the examples post).
- Moving to night shift. The differential math above.
- Picking up a specialty. Telemetry, dialysis tech, surgical tech — each unlocks new units and higher base rates.
- Earning a medication aide credential (where state-recognized). Typically a $1–$3/hr raise in long-term care.
- Going LPN or RN. The biggest single career-pay jump available to a CNA. LPNs typically earn $20–$30/hr; RNs $30–$50+/hr.
What recruiters won’t tell you about pay negotiation
Most CNA jobs post a wage range and many CNAs assume the bottom of that range is what you get. That’s often not true. A few things that work:
- Ask for the top of the posted range if you have any experience or in-demand credentials (BLS plus dementia care, plus PointClickCare or Epic experience).
- Ask about shift differentials at the offer stage — some facilities don’t advertise them but apply them automatically. Knowing the exact differential helps you compare offers.
- Ask about tuition reimbursement. A SNF that pays $2/hr less but covers your LPN tuition is the better long-term deal by a wide margin.
- Ask about scheduled raises. Some facilities give automatic 6-month or 1-year bumps; others freeze you at hire rate indefinitely.
Frequently asked questions
What is the average CNA salary in 2026?
Most CNAs in the U.S. earn somewhere in the high $30,000s to mid $40,000s annually, with hourly rates typically in the $17–$22 range. Numbers vary widely by state, setting, shift, and years of experience. The Bureau of Labor Statistics OEWS data is the most reliable single source.
Which states pay CNAs the most?
Alaska, California, New York, Hawaii, Washington, Oregon, and Massachusetts consistently rank at the top — driven by higher cost of living and stronger union representation in healthcare. Cost-of-living adjusted, the picture is closer than the raw numbers suggest.
Do hospital CNAs make more than nursing home CNAs?
Yes, on average. Hospital CNAs typically earn more per hour than SNF or assisted-living CNAs, get better benefits, and have access to shift differentials. The trade-off is that hospital roles are more competitive and usually require 1–2 years of prior experience.
How much can a travel CNA make?
Travel CNAs and agency CNAs can earn $25–$40+ per hour depending on the contract and location, but the rate is gross — you’re responsible for your own benefits, retirement, and gaps between contracts. The hourly looks bigger than the annual reality once you factor those in.