H-1B Salary Calculator — Prevailing Wage by Job & Metro (2025)

What Is the Prevailing Wage?

The prevailing wage is the minimum salary an employer must pay an H-1B worker. It's determined by the Department of Labor (DOL) based on three factors: the specific occupation (identified by Standard Occupational Classification or SOC code), the geographic area where the work is performed, and the wage level (1 through 4) based on the position's complexity and the worker's experience.

The prevailing wage system exists to prevent employers from using H-1B workers to undercut American wages. By requiring employers to pay at least the prevailing wage, the DOL ensures that hiring foreign workers doesn't depress wages for comparable US workers in the same occupation and area.

How Wage Levels Are Determined

Level 1 (Entry): The position requires a basic understanding of the occupation. The worker performs routine tasks under close supervision. This is appropriate for recent graduates, workers new to the occupation, or positions with minimal complexity. The wage is set at the 17th percentile of wages for that occupation in that area. Example: A junior software developer position requiring a bachelor's degree with no experience might be classified as Level 1.

Level 2 (Qualified): The position requires a good understanding with limited judgment and moderate complexity. The worker operates with limited supervision. This fits most standard professional positions requiring 2-5 years of experience. Wage is at the 34th percentile. Example: A software developer position requiring 3 years of experience and proficiency in specific technologies.

Level 3 (Experienced): The position requires a sound understanding and the ability to apply special skills or knowledge. The worker operates independently with minimal supervision. Appropriate for senior individual contributors. Wage is at the 50th percentile (median). Example: A senior software engineer role requiring 5+ years of experience, leading projects independently.

Level 4 (Fully Competent): The position requires a mastery of the occupation, including planning and assigning work to others, and exercising expert judgment. Appropriate for lead/principal roles. Wage is at the 67th percentile. Example: A principal engineer or technical lead who mentors others and makes architectural decisions.

Why Level Matters for Your Salary

The difference between wage levels is substantial. For a Software Developer in San Francisco: Level 1: ~$116,000/year. Level 2: ~$145,000/year. Level 3: ~$174,000/year. Level 4: ~$209,000/year. That's an $93,000 difference between Level 1 and Level 4. The level your employer selects directly determines your minimum salary.

Some employers deliberately classify positions at Level 1 to minimize salary costs, even when the job actually requires Level 2 or 3 skills. This practice — while common — is technically a violation if the position requirements don't match Level 1 criteria. If your job requires 3+ years of experience, specialized skills, or independent work, it shouldn't be classified as Level 1.

How to Check Your Prevailing Wage

The DOL's Online Wage Library (OWL) provides prevailing wage data by occupation and area. Visit flcdatacenter.com to look up wages. You can also file a prevailing wage request with DOL's National Prevailing Wage Center (NPWC) for an official wage determination — this is required for PERM labor certification but optional for H-1B LCA filing.

H-1B Labor Condition Applications (LCAs) are public records. You can search the DOL's LCA disclosure data to see what other employers are paying for similar positions in your area. This is powerful information for salary negotiation — you can see exactly what Google, Amazon, Microsoft, and others pay their H-1B workers.

You Have More Leverage Than You Think

Many H-1B workers accept the first salary offered because they feel their visa status limits their negotiating power. This is a costly misconception. If an employer is willing to sponsor your H-1B — paying $2,000-$6,000 in filing fees, waiting months for processing, and navigating the lottery — they clearly value your skills. You have leverage. Use it.

The prevailing wage is a legal minimum, not a target. Most competitive employers pay well above prevailing wage, especially at Levels 1 and 2. A Level 1 software developer prevailing wage in San Francisco is ~$116,000, but actual offers from top companies typically start at $140,000-$180,000+ for the same role. The gap between prevailing wage and market rate is your negotiation space.

Research: Your Most Powerful Tool

Before negotiating, arm yourself with data. H-1B LCA database: The DOL publishes all Labor Condition Applications, including employer name, job title, wage, and location. Search at dol.gov or h1bdata.info. This tells you exactly what your target company pays other H-1B workers in similar roles.

Levels.fyi and Glassdoor: These sites show total compensation (base + bonus + equity) for specific companies and levels. A Level 5 engineer at Google in Mountain View earns $250K-$350K total comp. Knowing these ranges prevents you from underselling. Blind (Teamblind.com): Anonymous forum where tech workers share compensation details. Particularly useful for understanding equity and bonus structures at specific companies.

Negotiation Strategies for H-1B Workers

Strategy 1: Negotiate total compensation, not just base. If the company has a strict base salary band, negotiate: Signing bonus ($10,000-$50,000+ at large companies), additional equity/RSU grant, relocation package ($5,000-$15,000), annual bonus target increase. A $10K signing bonus is often easier for a company to approve than a $10K base increase because it's a one-time cost.

Strategy 2: Use competing offers. Nothing increases your leverage more than a competing offer. Even if you strongly prefer Company A, having an offer from Company B gives you concrete proof of your market value."I have another offer at $X" is the most effective negotiation statement in existence.

Strategy 3: Time your negotiation. The best time to negotiate is after receiving a written offer but before accepting. Once you accept, you've lost most leverage. Don't negotiate during the interview process — let them want you first. And don't accept on the spot — always ask for 3-5 business days to consider.

Strategy 4: Frame it as market data, not demands. Instead of"I want $160K," say"Based on my research of comparable roles at similar companies in this market, the typical range is $155K-$175K. Given my experience with [specific skill], I believe $165K reflects my market value." This sounds reasonable and data-driven, not entitled.

Understanding Total Compensation

At major tech companies, base salary is often 50-70% of total compensation. The rest comes from: Annual bonus: 10-20% of base at most tech companies, 20-40% at finance companies. Equity/RSUs: $50K-$300K+/year at FAANG companies, vesting over 4 years. Benefits value: Health insurance ($10K-$20K/year employer contribution), 401(k) match ($5K-$12K/year), other perks ($2K-$10K/year). For example, a $150K base at a FAANG company with 15% bonus, $200K equity/4 years, and benefits could mean $230K+ total comp.

At startups, equity can be substantial but risky. Evaluate startup equity carefully — most startups fail, making equity worthless. Prioritize higher base salary at startups and treat equity as upside potential, not guaranteed compensation.