Obgyn pay ranges wide, with U.S. wage data near $279k a year and many full-time roles landing higher once call and bonuses are added.
Salary talk around OB/GYN can get messy fast. People mix up three numbers: national wage data, the base salary printed in a contract, and total pay after call, production, and bonuses.
This article separates those layers and shows what to check so you can compare offers without guessing.
How Much Do An Obgyn Make? In The U.S. Right Now
A solid public starting point is the Bureau of Labor Statistics Occupational Employment and Wage Statistics (OEWS). In its May 2023 release for obstetricians and gynecologists, the mean annual wage is $278,660. The median is listed as $239,200+, meaning the midpoint is at or above the reporting cap on that table.
That doesn’t mean most OB/GYNs earn “only” $239,200. It means the dataset can’t show the exact middle number once it passes the cap. So treat BLS as your baseline anchor, then use real offer terms to build a range.
| Benchmark | What It Captures | Typical Figure |
|---|---|---|
| BLS OEWS mean wage (May 2023) | Nationwide average wage estimate | $278,660/year |
| BLS OEWS 10th percentile (May 2023) | Lower-end wage point in national data | $89,850/year |
| BLS OEWS 25th percentile (May 2023) | Early-career or lower-paid roles in the dataset | $186,290/year |
| Offices of physicians (BLS industry slice) | Average wage in physician office settings | $288,180/year |
| General hospitals (BLS industry slice) | Average wage in hospital employment | $260,540/year |
| Top-paying state in BLS list (May 2023) | Highest published state annual mean wage | Washington: $364,060/year |
| Medscape OB/GYN Compensation Report 2025 | Survey-reported total pay (includes add-ons) | $337,000/year average |
| AMA summary of OB-GYN average salary (2022) | Snapshot figure cited for OB-GYN pay | $277,320/year |
Seeing different numbers side by side is normal. BLS is wage data. Surveys often reflect total pay, which can include bonuses and call stipends. Contracts can sit anywhere inside that spread.
What “Salary” Means On A Job Post
Base Salary
Base salary is the guaranteed amount, usually paid in equal checks. It often includes a “standard” set of clinic sessions and a default call expectation. Ask what “standard” means in plain terms: nights of call per month and weekends per quarter.
Total Pay
Total pay is what hits your bank account after the extras. Common add-ons are call stipends, delivery pay, wRVU bonuses, quality bonuses, and signing money. A job can look average on base pay and still finish high on total pay if the add-ons are steady.
Why BLS Can Feel Different From Offers
BLS blends regions and employer types. It also can’t show the exact median once pay clears the reporting cap. Use it for a grounded baseline, then compare your local market and your own contract terms.
Pay Factors That Move The Number
OB/GYN pay is shaped by where you work, what you do each week, and how your employer pays for that work.
State And Metro Pay
State averages can swing a lot. In the May 2023 BLS table, Washington ($364,060), Connecticut ($353,750), and Colorado ($353,190) appear near the top of the published state wage list. Bigger metros can post lower averages than you’d expect because the pay model mix is wider.
For a clean baseline you can cite during negotiations, use the BLS OEWS wage table for obstetricians and gynecologists and then check the metro lines that match your target city.
Practice Setting
In the BLS industry breakdown, offices of physicians show a higher mean wage than general hospitals. That can line up with more control over scheduling and volume in office-based work, while hospital employment can trade some pay for steadier hours and broader benefits.
Call And Coverage Needs
Call is often the biggest swing item. A contract may pay a flat stipend per night, a rate per 24-hour shift, or a “call included” base that only looks good until the group is short-staffed. Ask how often you get called in after hours, not just how many nights you’re on paper.
Production Pay
Many roles use work relative value units (wRVUs). You may get a salary guarantee for year one or two, then shift to a wRVU rate with a target. Two main questions: the target level, and the rate per wRVU once you pass it.
Collections models show up too. They can pay well in high-collections practices, but income can lag when billing or payer mix shifts.
Obgyn Salary By State And Practice Setting
If your main question is “how much do an obgyn make?” in a specific state, use a two-step check.
- Start with BLS wage lines. Pull the state and metro wage numbers that match your target area.
- Then read job posts through that lens. Separate base salary from total pay, then add in call terms.
Rural offers can be higher when a hospital is trying to keep a labor-and-delivery unit staffed. The trade is often heavier call and fewer nearby colleagues to share coverage. Dense metros can pay less on base while offering more predictable group structures, like laborist shifts or larger call pools.
Contract Lines That Change Take-Home Pay
Two offers can share the same headline salary and still feel nothing alike. These contract lines are where the gap comes from.
Call Pay Details
Look for the exact call rate and what counts as call. Is it home call or in-house? Does the stipend change for holidays? What happens when you pick up an extra weekend because someone is out?
Malpractice And Tail Coverage
OB/GYN malpractice can be expensive, and tail coverage can be a large one-time cost when you leave. If the policy is claims-made, confirm in writing who pays the tail and when. That single line can flip the math of an offer.
Benefits That Are Real Cash
Retirement match, health insurance, CME funds, licensing fees, and paid leave can add up quickly. Put a dollar estimate next to each benefit so you can compare total compensation, not just salary.
What To Clarify Before You Sign
Before you sign, ask for three plain documents: a sample call calendar, a written bonus formula, and the group’s last 12 months of delivery volume. If they won’t share exact numbers, ask for ranges and get them in writing.
Also ask who is on backup when a case turns complex: anesthesia coverage after hours, NICU level, maternal-fetal medicine availability, and whether you’re expected to transfer patients on your own. These details don’t just change stress. They change how often you’re awake at night.
| Pay Lever | How It Shows Up | What To Check |
|---|---|---|
| Call stipend | Flat pay per night or weekend | Rate, frequency, extra pay when short-staffed |
| Delivery pay | Per-delivery or per-C-section add-on | What counts, payout timing, caps |
| wRVU bonus | Bonus above a target | Target, rate per wRVU, reset rules |
| Signing money | Upfront payment | Repayment terms, vesting schedule |
| Loan repayment | Annual payment toward loans | Service term, tax handling, clawbacks |
| Tail coverage | One-time insurance cost on exit | Who pays, prorating, timing |
| Non-compete | Limits where you can work after leaving | Radius, duration, carve-outs |
For a second reputable reference point, the AMA OB-GYN specialty page lists an average salary figure and links to career details.
Career Stage Pay Patterns
Resident pay is set by training hospitals, so it stays in a narrow band. Attending pay spreads out quickly because call, production, and geography start to diverge.
First Attending Job
Early contracts often include a guarantee period. Check how production targets are ramped. A fair ramp lets you build volume without losing bonus pay before your panel is established.
Established Practice
Once volume is stable, production pay can raise earnings, but it can also punish time off if targets aren’t prorated. If you plan part-time work or parental leave, ask how targets and call are adjusted.
Role Choices Inside OB/GYN
Not every OB/GYN practices the same mix, and pay follows the mix.
General OB/GYN
Generalists blend clinic, surgery, and deliveries. Call and delivery volume often drive the add-ons that lift total pay.
Gynecology-Heavy Work
Fewer deliveries can mean less call and more predictable hours. Income can still stay strong when surgery volume is steady and the wRVU model rewards operative work.
Laborist Or Hospitalist Roles
Laborist jobs tend to pay by shift. Ask how night shifts are weighted, how weekends rotate, and whether you can keep your schedule stable across the year.
Quick Offer Comparison Math
Use a simple tally to compare offers in minutes.
- Write base pay.
- Add guaranteed money. Signing, relocation, loan repayment, spread across the service term.
- Add expected call pay. Use the real schedule.
- Add expected bonus pay. Ask for recent group averages if available.
- Subtract expected costs. Tail coverage, extra commuting, higher insurance costs.
Then ask the question that decides your week: how often will you be in the hospital overnight?
Checklist For Answering “How Much Do An Obgyn Make?” For Your Plan
If you’re still asking, “how much do an obgyn make?” after reading the benchmarks, the missing piece is usually your target role and your call tolerance. Use this list to build your own range.
- Pull your state and metro wage lines from BLS.
- Pick your role: general OB/GYN, gynecology-heavy, laborist, or academic.
- Write your call target: nights per month, weekends per quarter, holiday rotation.
- List pay add-ons you’ll count: call stipend, delivery pay, wRVU bonus.
- List contract costs: tail coverage rules and non-compete limits.
- Compare offers with one worksheet: base + add-ons − costs.
Once those pieces are on paper, the answer stops being a rumor and starts being a range you can defend. Keep notes, then run the math again after each interview.