OB-GYN Salary: Trends to Watch

The joy of delivering babies, developing lifelong connections with patients and their families, elevating the quality of women's healthcare, and earning a good salary. These are just a few of the reasons why OB-GYNs dedicate their lives and careers to this specialty.

Obstetrics and Gynecology can be a highly fulfilling field of care, and it's one in which salaries have steadily increased in recent years.

But how will the growing demand for OB-GYN care in the face of a shrinking OB-GYN workforce affect those salaries? How is the reversal of Roe v. Wade and other potential legal vulnerabilities impacting the profession? And what about those seeking to begin or further their OB-GYN careers while still maintaining work-life balance and a fair level of compensation?

At Provider Solutions & Development (PS&D), we're passionate about connecting with OB-GYNs throughout their career, whether that means exploring options or pursuing a specific role.

Let's examine salary trends, as well as the challenges and opportunities of the OB-GYN specialty.

Salary Comparisons and Factors Affecting OB-GYN Pay

First, the good news: Medscape's 2024 OB-GYN Compensation Report found that compensation for OB-GYNs increased by 4% from 2023 to 2024, averaging $352K annually.

In contrast, Critical Care, Orthopedic and Otolaryngology physicians saw their overall compensation decrease.

While this snapshot provides a positive outlook for OB-GYNs, the reality is the majority of physicians surveyed do not feel their pay is in alignment with their work demands, especially in comparison to their peers. In fact, only 42% of OB-GYNs surveyed expressed satisfaction with their pay.

Let's take a look at average annual earnings across medical specialties. OB-GYNs are near the lower end of the mid-range in terms of overall compensation.

This divide in earnings can feel frustrating for providers, given the great responsibilities of the job. But keep in mind that pay for the individual provider varies and is affected by numerous considerations, including experience, geographic location and sub-specialty.

How Location Affects OB-GYN Salaries

Where you choose to practice can have a big effect on your overall compensation. While cost-of-living varies, it's important to understand how pay can vary from state to state.

The top-paying states for OB-GYNs in 2024 were:

• Washington — $307K
• Colorado — $305K
• Delaware — $285K
• Illinois — $283K
• New York — $281K

The lowest-paying states for OB-GYNs in 2024 were:

• Iowa — $233K
• Mississippi — $232K
• Alabama — $231K
• Tennessee — $226K
• Utah — $226K

How Sub-Specialties Affect OB-GYN Salaries

According to data from Salary.com and Physicians Thrive, choosing an OB-GYN sub-specialty can result in very different salaries.

• Reproductive Endocrinologists — $462K
• Urogynecologists — $376K
• Gynecological Oncologists — $362K
• Maternal and Fetal Medicine physicians — $270K

How Experience Affects OB-GYN Salaries

New Graduates

Though the starting salary for a newly graduated OB-GYN is usually lower than the median salary for the field, newly graduated residents often earn a higher compensation compared to peers across other medical specialties. A newly licensed OB-GYN can expect to earn between $200-$220K per year, depending on geographical location and the type of practice.

Mid-Career

Of course, as experience is gained, so are salary bumps. OB-GYN physicians with five to nine years of experience earn, on average, $260K annually.

Years spent growing skills, tackling more complex cases and establishing trust with the community (in and outside of the practice) tend to result in a higher salary for OB-GYNs.

Senior Level

Senior-level providers — those with 10+ years of experience — can earn $320K+ per year on average. Typically, at this stage of an OB-GYN's career, they've established a reputation that garners a higher compensation package, one based on demand for their care, a larger patient panel and displays of leadership and authority that have been established within the practice.

This evolution, one based on time, experience and continuous professional development, is a natural progression for most careers. But what about other factors? What does the future hold for the field of Obstetrics and Gynecology, and how will these trends affect compensation?

OB-GYN Salaries: 5 Key Trends to Watch

Trend 1: The Number of OB-GYNs Will Drop as Demand for Care Rises

For years, experts have been warning us about the shortage of physicians in the United States, a shortage in direct conflict with our population's increasing demand for medical care.

According to The Health Resources and Services Administration, "the number of OB-GYNs is expected to decrease by 7%, while demand is projected to increase by 4% by 2030."

Why is the deficit particularly acute for OB-GYNs? There are several reasons, including:

• The OB-GYN workforce averages at 51 years of age, and they tend to retire around 59
• More and more OB-GYN residents are pursuing sub-specialties
• Finding providers for rural areas is difficult, leading to maternity deserts across the country
• Legal vulnerabilities, with OB-GYNs and general surgeons being the medical professionals considered most at risk for being sued. The reversal of Roe v. Wade also continues to complicate the profession.

Trend 2: OB Hospitalists, or Laborists, and Their Salaries, Will Continue To Increase

Generalist OB-GYNs with full-scope practices will continue to decrease, while OB Hospitalists (or Laborists) and Gynecologists who don't deliver babies, will increase, potentially resulting in higher salaries for OB Hospitalists and lower salaries for full-scope OB-GYNs.

The number of health systems using OB Hospitalist/Laborist models has grown considerably in recent years, and studies suggest that having dedicated Laborists can lead to better patient outcomes and decreased complications.

A silver lining for full-scope OB-GYNs? Practices, medical groups and health systems will compete for the best candidates, placing these professionals in prime negotiating positions that will likely result in steady salary growth in the coming years.

Trend 3: The Overturning of Roe v. Wade Is Affecting Pay, Demand and Need for Legal Protections

In 2022, the U.S. Supreme Court ended the federal right to abortion. In response, many states enacted full bans on the procedure, with several others enacting 6-, 12- and 18-week bans.

The decision has had a ripple effect throughout the profession, leaving many providers feeling constrained and fearful. Some have even chosen to leave full-ban states. In turn, the growth of maternity deserts continues to rise throughout the country, with an estimated 2.2 million women living without much-needed care and 4.7 million with limited access to OB-GYN care.

Experts fear that the decision will contribute to the rise of maternal deaths, physician burnout, litigation, providers relocating to "blue" states and a decrease in the number of medical students choosing OB-GYN residencies.

In response, some health systems have placed attorneys on-call to support providers in need of time-sensitive answers. When it comes to pay, this new landscape could reduce income for OB-GYNs in states with restrictive abortion bans, because of decreased patient volume, and fewer overall appointments and procedures. Conversely, it could lead to higher incomes for OB-GYNs in states where providers can provide full-spectrum reproductive care.

These legal changes will likely make the job search and job market for OB-GYNs more competitive in "blue" states, as more physicians vie for those jobs. OB-GYNs across the country may begin to seek out roles with built-in legal protections and appropriate training in a post-Roe world.

Protecting their mental health will continue to be a top job search consideration for OB-GYNs. High burnout was a reality before Roe was overturned, and OB-GYNs will need more than a good paycheck to create a life that works for them.

Trend 4: Non-Pay Job Factors Are Increasing in Importance

OB-GYNs may be poised to make more money, but they may not be as satisfied with their pay, because of high patient loads, a shrinking OB-GYN workforce and the current political climate.

Though the most rewarding part of a career as an OB-GYN is the relationships they form with their patients, the most difficult part is the long hours the profession requires. Because of this, money isn't the only thing that matters to OB-GYNs entering into or seeking to further their careers.

Non-compensation job factors are becoming just as important as pay for many OB-GYNs, and can include:

• Work-life balance and wellness
• Flexible scheduling
• A supportive team
• Strong advocacy by hospital administrators
• Teaching, mentoring or leadership opportunities

Dr. Audrey Moruzzi, who PS&D helped hire for Swedish health system, says she was looking for all of these elements during her OB-GYN job search.

She says she wanted "to find a supportive and positive team. When you're surrounded by people who love what they do, it creates a collaborative, enjoyable environment. Lastly, contributing to the education of residents is important to me, so I wanted to make sure wherever I worked had a teaching component. The job at Swedish meets all of my priorities."

Trend 5: Bonuses and Loan Forgiveness Are Key for Total Compensation

OB-GYNs are looking for a competitive salary, but they're also looking for compensation packages that address their personal, professional and financial needs, including:

• Student loan forgiveness
• Work-life balance protections
• Retirement planning
• Profit-sharing
• Bonuses or other financial incentives
• Malpractice insurance
• Relocation assistance

Though student loans might not seem critical in the abstract, today's graduates are often bearing steep financial burdens upon graduation. According to the Education Data Initiative, the average medical student graduates with $234,597 in debt, and that doesn't include undergraduate debt. In fact, between 1998 and 2019, average medical school debt increased by 45%.

This kind of financial strain influences where OB-GYNs choose to work. In the OB-GYN job search, loan forgiveness benefits, legal protections and bonuses are playing a bigger role.

According to the American Medical Association, the average signing bonus for OB-GYNs was $38,281 between 2023 and 2024. These kinds of financial incentives can help bridge the gap between OB-GYN salaries and other higher-paying medical specialties.

OB-GYN Salary Trends: Key Takeaways

Though healthcare as a whole faces physician shortage challenges, a brighter future for OB-GYNs and the communities they serve is possible. Projections show:

• OB-GYN salaries are steadily rising.
• Factors like location, sub-specialty and experience will continue to affect pay.
• While salaries are rising, so are challenges related to resources and legal complications.
• Job factors beyond salary — work-life balance, advocacy, flexible scheduling, student loan relief and bonuses — can lead to greater career satisfaction.

Given these projections, job seekers may want to look for employers that offer legal resources, creative compensation packages, scheduling options and demonstrated advocacy for their OB-GYN providers.

The physician shortage is a challenge, but it also presents unique opportunities for practicing OB-GYNs, no matter what stage of your career they are in. The right recruitment partner can help navigate through industry noise and connect job seekers with OB-GYN roles that align with their goals and values.

Ready for Your Next OB-GYN Opportunity? PS&D Can Help.

Provider Solutions & Development is different from other physician recruitment firms — we don't have quotas, and we don't work on commission. Our goal is to get to know you, so we can help you find an OB-GYN role where you'll be happy, both on and off the job.

Founded and owned by Providence, PS&D recruits for hundreds of jobs within its seven-state footprint, in addition to roles for dozens of other partners across the country. We've helped thousands of providers find their next OB-GYN opportunity. Let's find your next step together — reach out today.