AT Salaries and Federal Standards

How Do Athletic Training Salaries Stack Up Against Federal Standards?

Here’s a snapshot of where we stand after 2024 - comparing the median athletic training salary (BLS) in each state to the FLSA exempt salary threshold.

Across the U.S., most states show AT salaries 150–200% above the FLSA minimum, suggesting the profession generally meets or exceeds wage thresholds for exempt status (with the exception of Washington State).

But what percentage over the threshold should we realistically be aiming for?

Healthcare professions with similar education levels (PTAs, OT assistants, paramedics, exercise physiologists, clinical techs) typically earn 175–250% above their region’s exempt threshold.

For a master’s-prepared, licensed healthcare provider, a sustainable and competitive wage should ideally be at least 250–300% above the FLSA exempt threshold. Anything below that signals wage compression, misclassification risk, or systemic undervaluation.

In a competitive setting, 200–250% above the FLSA threshold is usually reasonable, while 250–300% reflects high-demand skills or leadership roles.

In many states, the cost of living alone means salaries must reach 200–250% above the FLSA minimum just to achieve a middle-class standard of living.

What this data set does not capture:

Regional cost of living and inflation

Education and advanced certifications

Role responsibilities (entry-level, leadership, supervisory)

Experience and career longevity

Local and state taxes

Employment setting

State-level wage laws and FLSA updates

Looking ahead to the 2025 BLS and FLSA data, the real questions are:

➡️ Will athletic training wages rise with inflation and federal labor standards?

➡️ Or will wage compression and cost of living erode those margins?

This isn’t just a salary comparison; it’s about sustainability, recognition, and retention in a profession at the intersection of healthcare and education.

In high-cost states like California, New York, and Washington, “above the standard” doesn’t always mean financially sustainable.

This dataset is a snapshot, not a verdict. The real story will unfold with 2025 data, showing whether our profession is truly advancing in value or simply keeping pace with rising costs.

Reference:

U.S. Department of Labor. (2025). Earnings thresholds for the executive, administrative, and professional exemption from minimum wage and overtime protections under the FLSA.