CRNA salary 2026 — base, ranges, by state, plus what affects it
$215K base. $280K average. $400K+ if you locum. Here's the 2026 math.
TL;DR
Median CRNA base salary in 2026 is approximately $230,000 (BLS + AANA member survey data, extrapolated). Range: $215K-$280K for staff positions, $320K+ in California / Florida / Texas urban markets, $400K+ for full-time locum tenens or CRNA-owned practices. Total compensation including benefits adds 15-25%.
Base salary by state — 2026
Top-paying states (median base): California $290K, Texas $275K, Washington $265K, Massachusetts $260K, Oregon $255K, Colorado $250K, New York $245K, Florida $240K. Lowest-paying: Mississippi $190K, Alabama $195K, Arkansas $200K, West Virginia $200K. Wide intra-state range — rural critical-access hospitals often pay higher than urban academic centers due to recruitment difficulty.
Total compensation (base + benefits + bonuses)
Add ~15-25% to base for full benefits: retirement match (often 6-10% of salary), health/dental/vision, malpractice coverage, CE allowance ($2,500-$5,000/yr), professional dues, paid time off (4-7 weeks). Sign-on bonuses for new grads: $20,000-$50,000 in competitive markets. Production-based bonuses for high-volume CRNAs: 10-30% over base.
Locum tenens — when, why, how much
Locum CRNAs earn $150-$250/hr, often $200/hr average across markets. Full-time locum (1,800-2,000 hours/yr) = $360,000-$500,000 gross. Trade-offs: 1099 contractor (you pay both halves of Social Security + Medicare + handle your own retirement + health insurance), travel-heavy (weeks away from home), credential-shuffle (every new state = new license, takes 4-12 weeks). The math works best for CRNAs without young children, with paid-off student loans, and with no geographic anchor.
CRNA-owned practice
In states where CRNAs have full practice authority (most US states post-opt-out), CRNAs can own anesthesia groups and contract directly with surgery centers + hospitals. Income range: $400K-$1M+ depending on volume + overhead. Higher administrative burden, accounting complexity, and capital requirements ($50K-$200K to set up). Typically a 5+ year-into-career move, not entry-level.
Factors that move your number
(1) Geography — California pays the most, Mississippi the least; 30-40% gap. (2) Practice setting — surgery center > hospital > academic. (3) Subspecialty hours — cardiac, OB, peds, regional pay 10-25% above general. (4) Call burden — heavy-call positions pay 15-30% more. (5) Years of experience — 5-year experience-tier nets ~$30K over new grad. (6) CRNA-only vs care team — solo CRNA models typically pay more because the CRNA bills full anesthesia fee. (7) Negotiation — published numbers are negotiable; sign-on, retention bonus, and CE budget are leverage points.
The contract terms that matter most (beyond base)
Tail malpractice coverage (occurrence-based vs claims-made — occurrence is much better, eliminates tail-purchase issue). Non-compete clause (geographic radius + months; aim for 0). Call frequency + compensation (per-call rate vs flat). Vacation / CE / sick leave structure. Sign-on bonus repayment terms (often pro-rated over 2-3 years — read carefully). Tail coverage IS the most expensive mistake new grads make in negotiations.
Loan repayment + tax considerations
Most new grads carry $150K-$280K in loans. PSLF (Public Service Loan Forgiveness) works for CRNAs employed by non-profit hospitals — 120 qualifying payments → forgiveness. IDR (income-driven repayment) plans pair with PSLF. Non-PSLF private refinance: lock 5-10 year fixed at lower rate, accelerate payoff with bonus income. Tax: 1099 income (locum) requires quarterly estimated payments, self-employment tax, and a CPA. W-2 staff jobs are simpler.
Related reading
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Last reviewed 2026-05-19. Spot something inaccurate? Email hello@gasguide.app.