H1b Salary Database Calculator
Check if your H1B salary meets prevailing wage requirements by job code and location.
H1b Salary Database Calculator
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Formula: Prevailing Wage = Base Salary x Level Multiplier x State Index x Metro Multiplier
Worked example — Salary Shortfall: -$30,000. Employer must raise offer to at least $162,000.
Formula
Prevailing Wage = Base Salary x Level Multiplier x State Index x Metro Multiplier
The prevailing wage is calculated by applying the DOL wage level multiplier (Level I-IV), the state cost index, and the metropolitan area multiplier to the base salary for the occupation.
Worked Examples
Example 1: Software Developer in San Francisco
Problem:A software developer (SOC 15-1256) is offered $120,000 base salary in San Francisco at Level II. Metro multiplier is 1.35 with 4 years of experience. Does the salary meet the prevailing wage?
Solution:Prevailing wage = $120,000 x 1.0 (Level II) x 1.0 (state) x 1.35 (metro) = $162,000 Experience-adjusted salary = $120,000 x (1 + 4 x 0.025) = $132,000 Difference = $132,000 - $162,000 = -$30,000 The offered salary does NOT meet the prevailing wage.
Result:Salary Shortfall: -$30,000. Employer must raise offer to at least $162,000.
Example 2: Data Analyst in Austin, TX
Problem:A data analyst is offered $85,000 in Austin at Level I. Metro multiplier is 1.05 with 2 years of experience.
Solution:Prevailing wage = $85,000 x 0.83 (Level I) x 1.0 (state) x 1.05 (metro) = $74,066 Experience-adjusted salary = $85,000 x (1 + 2 x 0.025) = $89,250 Difference = $89,250 - $74,066 = $15,184 The salary meets the prevailing wage requirement.
Result:Salary Surplus: +$15,184. The offer exceeds prevailing wage by 20.5%.
Frequently Asked Questions
What are H1B prevailing wage levels and how are they determined?
The Department of Labor (DOL) defines four prevailing wage levels for H1B visa positions based on the complexity of the job duties and the experience required. Level I corresponds to entry-level positions at roughly the 17th percentile of wages in a given occupation and geographic area. Level II is the qualified worker level at approximately the 34th percentile. Level III covers experienced workers near the median (50th percentile), and Level IV represents fully competent workers at the 67th percentile. Employers must pay at least the prevailing wage for the assigned level to obtain Labor Condition Application (LCA) approval.
How does geographic location affect H1B prevailing wages?
Geographic location is one of the most significant factors influencing H1B prevailing wages. Major metropolitan areas like San Francisco, New York City, and Seattle typically have wage multipliers ranging from 1.2 to 1.5 times the national average due to higher costs of living and greater demand for skilled workers. Conversely, rural areas and smaller cities may have multipliers below 1.0. The DOL uses Metropolitan Statistical Areas (MSAs) and state-level data to calculate location-specific wages. This means the same job title with the same SOC code can have dramatically different prevailing wage requirements depending on where the position is located.
What happens if my H1B salary does not meet the prevailing wage?
If your offered salary falls below the prevailing wage for your job classification and location, the employer must either increase the salary to meet or exceed the prevailing wage, reclassify the position to a lower wage level with appropriately adjusted job duties, or find another location where the prevailing wage is lower. Employers who fail to pay the prevailing wage face serious consequences including back-pay obligations, civil monetary penalties of up to $35,000 per violation, debarment from the H1B program for up to three years, and potential criminal prosecution for willful violations. Employees can file complaints with the DOL Wage and Hour Division.
How do SOC codes and job titles affect H1B salary requirements?
Standard Occupational Classification (SOC) codes are the primary mechanism the DOL uses to categorize jobs and determine prevailing wages. Each SOC code has its own wage survey data by location. For example, SOC 15-1256 (Software Developers) has different prevailing wages than SOC 15-1211 (Computer Systems Analysts) even though both are tech positions. The job title on the H1B petition matters less than the actual job duties, which determine the correct SOC code. Selecting the wrong SOC code can lead to petition denial or audit. Employers should carefully match duties to the most appropriate SOC code rather than choosing one with a lower prevailing wage.
Can H1B workers negotiate salary above the prevailing wage requirement?
Yes, H1B workers can and should negotiate salaries above the prevailing wage minimum. The prevailing wage is a floor, not a ceiling. Many tech companies pay well above prevailing wages, especially at Level I and Level II classifications. Negotiation leverage depends on factors like specialized skills, competing offers, market demand for the role, and the employer sponsorship investment. Workers should research comparable salaries on platforms like Glassdoor and Levels.fyi in addition to the DOL prevailing wage database. Having competing offers or demonstrating unique expertise can help justify higher compensation. Remember that total compensation includes base salary, bonuses, stock options, and benefits.
What is a Labor Condition Application and what does the employer certify on it?
The Labor Condition Application (Form ETA-9035) is filed with the Department of Labor before the H-1B petition goes to USCIS. On it the employer makes four attestations: that it will pay the required wage, which is the higher of the prevailing wage for the occupation and area or the actual wage paid to similar employees; that employing the worker will not adversely affect the working conditions of existing staff; that no strike or lockout is under way in the occupation at that worksite; and that notice of the filing has been given to workers. A certified LCA must be on file and supported by a public access file.
What is the difference between the prevailing wage and the actual wage on an H-1B petition?
The prevailing wage is the survey-based rate for the SOC occupation, wage level and geographic area, and is what H1b Salary Database Calculator estimates. The actual wage is what the employer already pays its own similarly employed workers with comparable experience, education and responsibilities at the same worksite. The required wage is whichever of the two is higher. So an employer with a well-paid internal team cannot pay an H-1B worker only the prevailing wage floor, and it must document the objective system used to set the actual wage.
How does an employer obtain an official prevailing wage determination rather than an estimate?
The employer files Form ETA-9141 with the DOL Office of Foreign Labor Certification through the Foreign Labor Application Gateway, naming the SOC code, worksite address, job duties, requirements and requested wage level. The determination issued back is valid for a stated window and gives safe-harbor protection in a wage-and-hour investigation. Employers may instead rely on an independent authoritative wage survey that meets DOL methodology rules, or on a collective bargaining agreement rate. Any estimate produced here is for planning only and does not substitute for a determination.
Why does moving an H-1B worker to a different metropolitan area usually require a new LCA?
Prevailing wages are published by Metropolitan Statistical Area, so the same SOC code carries a different required wage in a different area of intended employment. Placing the worker at a worksite outside the areas listed on the certified LCA is a material change: the employer must obtain a new certified LCA for that location and, in most cases, file an amended H-1B petition before the move. Limited short-term placement rules can cover brief assignments, but they carry day limits and require the employer to keep paying the required wage plus travel costs.
How do the wage rules apply to benched, part-time or non-productive H-1B time?
The required wage must be paid from the time the worker enters employment, in the full amount and for the hours stated on the petition. Non-productive time caused by the employer, such as a lack of assigned project work, training, or waiting on a licence, must still be paid at the required rate; withholding pay during such periods, commonly called benching, is a wage violation. For a part-time petition the wage obligation is pro-rated to the hours or hour range specified, so the stated range should match what the worker actually works.
References
Reviewed for accuracy by Abdullah, Technical Content Specialist · Editorial policy
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