Air Force Nurse Salary by State for 2025

by Imed Bouchrika, Phd

Co-Founder and Chief Data Scientist

Share

How much does an Air Force nurse make?

Air Force nurse pay is anchored to officer base-pay tables and time in service. We’ll evaluate it alongside civilian benchmarks to understand overall value. The key context is that civilian registered nurses posted a national median of $93,600 in May 2024 (Bureau of Labor Statistics, 2025), while commissioned officer pay follows standardized Department of Defense charts across all branches.

How does an Air Force nurse salary compare with a civilian nurse salary?

Air Force compensation is structured differently than hospital paychecks, so the comparison starts with base pay and a clear benchmark.

• Civilian Median Benchmark: Registered nurses earned a national median of $93,600, a useful figure we’ll use as a reference to evaluate military pay.
• Officer Entry Point: Second lieutenants (O-1) earn $3,998.40–$4,161.90 per month depending on years of service, which equates to roughly $47,981–$49,943 annually before any additions.
• Early Grade Step: First lieutenants (O-2) begin at $4,606.80 per month and step higher with additional service, establishing a quick progression from entry base pay.
• Secondary Estimates: Career websites that rely on user-submitted data report Air Force nurses earning an average of about $70,859 annually, with some reporting totals up to $156,000. These are not official figures but reflect estimated total compensation once allowances and specialty pay are factored in.

For context, the wide pay gap mirrors career comparisons seen outside healthcare, such as examining average GMAT scores for top business schools to assess long-term ROI.

How does an Air Force nurse salary compare with an Army or Navy nurse salary?

Because all services use the same officer pay chart, differences are not in base pay but in context.

• Base-Pay Parity: An O-1 or O-2 earns the same base amount in the Air Force, Army, or Navy, since the chart is Department of Defense–wide.
• Role Utilization: Assignments and utilization can shape total compensation trajectories, which is why comparisons across branches emphasize the common pay table first.
• Secondary Estimates: Aggregated salary sites report Army nurses averaging $67,236 with upper ranges up to $176,500, Navy nurses averaging $67,436 with maximums near $142,500, and Air Force nurses averaging $70,859 with maximums up to $156,000.
• Interpreting Variation: Small observed differences across services usually reflect utilization patterns, duty station dynamics, and allowances rather than different pay rules.

In short, civilian pay sits higher at entry on base figures, while officer pay is standardized and progresses predictably with grade and time in service. Unofficial averages from secondary sites suggest Air Force nurses may trend slightly higher than Army or Navy peers, but meaningful comparisons start with the base-pay framework and then consider allowances and incentives.

What is the average Air Force nurse salary by state?

The salary of an Air Force nurse follows the Department of Defense’s officer pay tables, which set identical base pay nationwide. Yet the total average pay changes with the Basic Allowance for Housing (BAH), which varies by location, and with state tax policies on military income. Together, these factors explain why an Air Force nurse earns more in some states than others.

The following averages combine 2025 O-2 base pay with dependent BAH estimates for representative duty stations. Figures are rounded annual totals to show how much an Air Force nurse can expect in each state.

• California (Travis AFB): Average pay about $110,000–$115,000, reflecting high housing allowances on top of officer base pay.
• New York (Long Island): Average pay near $105,000–$110,000, among the top locations nationally.
• Maryland/DC Metro: Average pay around $100,000–$105,000, boosted by higher BAH rates close to Washington, DC.
• Virginia (Hampton Roads): Average pay about $95,000–$100,000, reflecting strong housing adjustments in this region.
• Washington (Seattle Area): Average pay around $93,000–$98,000, shaped by high-cost housing markets.
• Nevada (Las Vegas/Nellis AFB): Average pay about $90,000–$95,000, with solid BAH additions.
• Colorado (Denver/Colorado Springs): Average pay around $85,000–$90,000, reflecting both cost of living and demand.
• Texas (San Antonio): Average pay near $80,000–$85,000, moderate compared to coastal states.
• Florida (Tampa/MacDill AFB): Average pay about $78,000–$82,000, with smaller housing allowances in most metro areas.
• Ohio (Wright-Patterson AFB): Average pay near $75,000–$78,000, lower overall but supported by no state tax on military income.
• North Carolina (Seymour Johnson AFB): Average pay about $74,000–$77,000, reflecting lower housing costs and state taxes.

While base pay is the same everywhere, total averages shift meaningfully once housing allowances and state taxes are factored in. High-cost states like California and New York yield six-figure averages, while Midwest and Southern states provide lower totals but often deliver more purchasing power due to tax relief and cost-of-living advantages.

For readers comparing other healthcare careers, it is helpful to note that alternative pathways, such as the fastest surgical tech associate's degree online, follow very different training and salary structures than Air Force nursing.

The following graph shows the top states by pay, using illustrative averages based on 2025 O-2 base pay plus housing allowances.

What types of special pay are available to an Air Force nurse?

Special and incentive pays are central to how the Air Force recognizes the demands placed on its nursing workforce. Unlike civilian hospitals, which primarily reward experience and certifications through salary increases, the military sets a fixed officer pay table. Special pay creates flexibility within that system, allowing the Air Force to target critical skills and retain expertise in fields where civilian competition is strongest.

The categories below outline the most common forms of special pay available to Air Force nurses in 2025, showing how they supplement base salaries.

• Board Certification Pay (BCP): Up to $8,000 per year for nurses who hold and maintain an approved professional certification.
• Incentive Pay (IP): $10,000–$20,000 per year for nurses in specialties such as critical care, emergency, perioperative, or flight nursing, with higher amounts for certain advanced practice roles.
• Retention Bonus (RB): $20,000–$60,000 annually for multiyear service agreements, especially for Certified Registered Nurse Anesthetists and mental health nurse practitioners.
• Health Professions Accession Bonus (AB): $30,000 for a 3-year obligation or $50,000 for a 4-year obligation for newly commissioned nurses.
• Hazardous Duty Incentive Pay (HDIP): $150–$250 per month for aeromedical evacuation aircrew nurses and $150 per month for non-crew hazardous assignments.
• Hostile Fire/Imminent Danger Pay (HFP/IDP): $225 per month for nurses serving in combat zones or other designated areas.
• Assignment or Hardship Pays (AIP/HDP): Up to $3,000 per month in assignment incentive pay for select missions, and $50–$150 per month in hardship duty pay depending on location.

Together, these pays provide more than just added income. They are a strategic tool for keeping highly trained nurses in uniform, offsetting the pull of civilian employers, and ensuring that the Air Force can staff specialties and missions that are vital but difficult to fill.

For perspective, just as intelligence careers emphasize the importance of CIA agent qualifications when assessing readiness, the Air Force uses special pay to ensure its nursing workforce remains prepared and competitive.

What are the top-paying cities for an Air Force nurse?

Cities with the highest reported pay for Air Force nurses are often those with high costs of living or remote locations that require additional incentives to attract and retain medical staff. The figures below come from aggregated job market data that blend civilian and military salaries, so they should be seen as estimates rather than official Department of Defense averages.

The following cities represent the ten highest-paying areas for Air Force nurses as of 2025.

• Nome, Alaska: About $55.18 per hour or $114,777 annually. Remote postings like Nome command the highest averages, reflecting both isolation and demand.
• Berkeley, California: Around $54.47 per hour or $113,291 annually. Proximity to major healthcare systems and Bay Area living costs elevate salaries here.
• Sitka, Alaska: Approximately $53.59 per hour or $111,463 annually. Like Nome, location-based challenges in Alaska contribute to higher pay levels.
• San Francisco, California: Roughly $52.41 per hour or $109,010 annually. Salaries here reflect the extreme housing costs in one of the nation’s most expensive cities.
• Santa Clara, California: About $52.24 per hour or $108,665 annually. The city sits at the heart of Silicon Valley, where cost of living drives pay upward.
• Sunnyvale, California: Around $52.21 per hour or $108,592 annually. Another Silicon Valley hub where salaries mirror the high local market.
• Livermore, California: Approximately $52.18 per hour or $108,530 annually. Though less urban than nearby cities, pay remains high due to Bay Area influences.
• San Jose, California: About $52.13 per hour or $108,438 annually. As the largest city in Silicon Valley, San Jose continues the trend of top regional compensation.
• Daly City, California: Roughly $51.55 per hour or $107,208 annually. Close proximity to San Francisco keeps averages among the nation’s highest.
• Santa Cruz, California: About $51.36 per hour or $106,835 annually. Coastal desirability and regional housing costs explain the strong pay averages here.

For Air Force nurses, these figures show where their skills command the highest returns. The decision process is not unlike evaluating employment settings for SLP, where location and demand heavily influence compensation.

The following graph illustrates how these figures fit into the broader distribution of Air Force nurse pay, offering a clear view of where most salaries fall compared to the highest-paying locations.

What states have the lowest tax rates for an Air Force nurse?

State income tax is an important factor in how much of their salary an Air Force nurse can keep. While base pay is set nationally, take-home pay depends on whether a state taxes military income. Some states offer complete exemptions, while others apply only modest rates that still leave most earnings intact.

The following states provide the lowest income tax burdens for Air Force nurses in 2025.

• States with No Income Tax: Alaska, Florida, Nevada, South Dakota, Texas, Washington, and Wyoming all levy no personal income tax. For nurses stationed in these states, every dollar of military pay is free from state income tax, maximizing take-home pay.
• North Dakota: With top marginal rates between 1.10% and 2.90%, Air Force nurses at Minot or Grand Forks AFB face one of the lowest tax burdens among states that do levy income tax.
• Arizona: A flat tax of 2.5% applies to all residents, keeping obligations predictable and modest for nurses stationed at Davis-Monthan AFB.
• Indiana: Nurses in this state pay a flat rate of 3.05%, among the lowest in the Midwest.
• Louisiana: With a flat 3.0% rate, nurses assigned to bases in the region benefit from relatively low tax bills.
• Pennsylvania: The statewide rate is 3.07%, making it one of the more affordable tax environments in the Northeast.
• Ohio: Progressive rates capped near 3.5% apply to nurses at Wright-Patterson AFB, keeping state income tax relatively low.
• Iowa: With recent tax reforms, Iowa has moved to a flat rate of about 3.8%, still low compared with most states.

For Air Force nurses, these states represent opportunities to stretch earnings further. While pay scales remain consistent nationwide, living in a low-tax state ensures that more of that salary stays in a nurse’s pocket, directly increasing financial security and long-term savings potential.

In the same way that comparisons of the national certified medical assistant salary help students gauge career value, understanding how state taxes shape net pay helps Air Force nurses maximize financial security and long-term savings.

How much does a new Air Force nurse earn in their first year?

A newly commissioned Air Force nurse begins service at the rank of second lieutenant (O-1). In 2025, this equates to base pay of about $47,981 to $49,943 annually, depending on prior service or credit for advanced education. Unlike civilian paychecks, this figure is only the foundation of total earnings.

In their first year, nurses also receive tax-free allowances that significantly boost take-home pay. The Basic Allowance for Subsistence (BAS) adds about $320 per month, while the Basic Allowance for Housing (BAH) varies widely by duty station, averaging between $18,000 and $33,000 per year. These allowances are exempt from federal income tax, making them powerful additions to base pay.

Taken together, a new Air Force nurse’s first-year compensation typically reaches $70,000 or more when allowances are included. Those stationed in higher-cost cities, such as San Francisco or New York, may see totals well above that range, while nurses at bases in lower-cost states still benefit from steady officer pay and non-taxable income.

Starting salaries in the Air Force Nurse Corps are structured to provide stability from the outset, ensuring that new officers can support themselves while adjusting to the demands of military service. This early advantage is one reason some choose military nursing instead of becoming a nurse later in life, where starting salaries may feel less competitive compared to peers.

What career paths lead to the highest-paying nursing roles in the Air Force?

Air Force nurses who pursue advanced practice roles or critical specialties can earn far more than standard officer base pay. These career paths combine officer compensation with specialty pays and retention bonuses, reflecting the Air Force’s need to retain highly trained professionals.

The following options show how specialization translates into higher earnings.

• Certified Registered Nurse Anesthetist (CRNA): Salaries range from $87,000 to $138,000 annually, averaging about $110,000. Pay is elevated because CRNAs provide anesthesia services that are in short supply both in the civilian sector and the military.
• Psychiatric/Mental Health Nurse Practitioner (PMHNP): Averaging $117,134 per year, these nurses address growing mental health needs across the force. The specialty’s high demand explains its stronger compensation.
• Nurse Practitioner (General): At an average of $130,295 annually, or $62.64 per hour, Air Force nurse practitioners are among the top earners in uniform. Their broad scope of practice allows them to fill multiple gaps in primary and specialty care.

The abovementioned specializations aside, roles in critical care, emergency, flight nursing, and advanced practice also qualify for incentive and retention pays ranging from $10,000 to $60,000 annually. These targeted amounts keep experienced nurses in high-demand fields.

For nurses planning their careers, these figures show that advanced education and certification are direct pathways to the highest salaries in the Air Force—similar to how professionals weigh the best jobs for nurses with an MSN and MBA to maximize both leadership opportunities and earnings.

What advanced degrees can influence Air Force nurse salaries?

Advanced education opens direct paths to higher earnings for an Air Force nurse. Graduate preparation qualifies officers for advanced practice roles and accelerates promotions, both of which raise total compensation well above entry-level pay.

The following examples show how degrees translate into higher pay compared to a new O-1 nurse’s first-year earnings of about $70,000.

• Master of Science in Nursing (MSN): Required for nurse practitioner roles, which average $130,295 annually or $62.64 per hour. This represents an 86% increase over entry-level earnings.
• Doctor of Nursing Practice (DNP): While not tied to a specific bonus, a DNP supports promotion to field-grade ranks such as major (O-4). At this level, DFAS pay tables show annual base pay plus allowances exceeding $120,000, or a 71% increase compared with first-year compensation.
• Certified Registered Nurse Anesthetist (CRNA) Program: Graduate anesthesia preparation leads to CRNA roles earning $87,000–$138,000 annually, averaging about $110,000, or a 57% increase over O-1 earnings.
• Psychiatric/Mental Health Nurse Practitioner (PMHNP) Programs: Nurses completing this track average $117,134 annually, equal to a 67% increase compared with a new officer’s first year.
• Dual-Degree Programs (MSN/MPH or MSN/MBA): These programs enhance promotion potential to senior officer ranks. At O-5 and above, DFAS tables show annual pay exceeding $135,000, which is nearly a 100% increase from initial earnings.

For Air Force nurses, advanced degrees are more than academic achievements. They are direct drivers of salary growth, enabling both specialty incentive pays and faster advancement through officer ranks.

Just as civilian pathways like accelerated EMT to RN bridge programs online highlight how education changes earning potential, graduate preparation in the Air Force provides one of the most reliable routes to higher pay and leadership opportunities.

What industry certifications can affect Air Force nurse salaries?

Certifications provide an Air Force nurse with formal recognition of specialized skills that are directly relevant to assignments, deployment readiness, and eligibility for incentive pay programs. Unlike degrees, these credentials are shorter to obtain but carry significant weight in career advancement within the Nurse Corps.

The following certifications are particularly valuable for Air Force nurses.

• Critical Care Registered Nurse (CCRN): Issued by the American Association of Critical-Care Nurses (AACN). This certification supports placement in intensive care units across Air Force hospitals, where incentive pays are available for critical care specialists.
• Certified Emergency Nurse (CEN): Administered by the Board of Certification for Emergency Nursing (BCEN). Holding this credential strengthens eligibility for emergency department assignments, which are often prioritized for deployment and linked to higher retention bonuses.
• Certified Nurse Operating Room (CNOR): Offered by the Competency & Credentialing Institute (CCI). Perioperative nurses with this certification are better positioned for surgical team leadership roles in Air Force medical centers.
• Certified Flight Registered Nurse (CFRN): Provided by BCEN. Required for aeromedical evacuation duties, this certification is directly tied to qualifying for Hazardous Duty Incentive Pay while on flight status.
• Trauma Nursing Core Course (TNCC): Delivered by the Emergency Nurses Association (ENA). Completion is frequently required for trauma assignments, especially in combat support hospitals or deployment teams.
• Advanced Cardiac Life Support (ACLS) and Pediatric Advanced Life Support (PALS): Taught by the American Heart Association (AHA). These certifications are mandatory for many Air Force clinical roles, ensuring readiness for advanced interventions in both adult and pediatric emergencies.

Unlike rank-based pay increases that occur automatically with time in service, certifications give Air Force nurses a way to distinguish themselves early and qualify for specialized roles that carry added incentives. They serve as a competitive edge, ensuring that nurses with the right credentials are considered first for assignments that bring higher compensation and greater responsibility.

What is the outlook for Air Force nurse salaries in the future?

Air Force nurse salaries are expected to remain competitive over the next decade. The Bureau of Labor Statistics (BLS) projects that employment of registered nurses will grow 6% from 2022 to 2032, faster than the average for all occupations. This national demand increases pressure on the Air Force to offer bonuses and incentives that retain skilled nurses.

Military pay raises also add to the positive outlook. The National Defense Authorization Act sets annual adjustments, and in 2025, active-duty service members are receiving a 4.5% raise. These yearly increases generally keep military pay on pace with or ahead of inflation.

Specialty demand plays a major role as well. Fields such as mental health, anesthesia, and critical care face shortages nationwide, and the Air Force has targeted these areas with high retention bonuses. Advanced practice nurses in these specialties are likely to see continued strong earnings.

Overall, the salary outlook for Air Force nurses is stable and upward. Base pay will continue to follow officer tables, but growth in healthcare demand and the continuation of incentive programs point to steady increases in total compensation.

Much like civilian career guides such as how to become a police officer show how structured systems shape pay and progression, the Air Force relies on demand-driven incentives and annual raises to secure its nursing workforce.

Other Things You Should Know About Air Force Nurse Salaries

Does an Air Force nurse earn more when deployed overseas?

Base pay for Air Force nurses does not change with deployment, but overseas service often adds extra entitlements that increase take-home pay:

• Hostile Fire/Imminent Danger Pay (HFP/IDP): $225 per month while serving in designated zones.
• Family Separation Allowance (FSA): $250 per month when deployment keeps a nurse away from dependents for more than 30 days.
• Hardship Duty Pay (HDP): $50 to $150 per month depending on the location and conditions of the assignment.
• Combat Zone Tax Exclusion (CZTE): Exempts base pay from federal income tax while serving in combat-designated areas.

Which international postings are the most financially rewarding?

Financial rewards from international postings of an Air Force nurse come primarily from allowances, not from base pay, which remains the same worldwide.

The most financially rewarding postings tend to be in regions with higher living expenses or hardship designations.

• Japan (Yokota, Kadena, Misawa): Overseas Housing Allowance (OHA) and Cost of Living Allowance (COLA) raise total compensation in high-cost areas like Tokyo and Okinawa.
• South Korea (Osan, Kunsan): Nurses often receive COLA and Hardship Duty Pay, reflecting the unique demands of serving near the Korean Demilitarized Zone.
• Germany (Ramstein, Landstuhl): OHA and COLA combine with access to advanced medical centers, making Germany one of the more financially advantageous European postings.
• Italy (Aviano): OHA offsets high housing costs, and COLA provides additional support for day-to-day expenses.
• Middle East (Qatar, Kuwait): Assignments may include Hardship Duty Pay and tax exclusions, though these postings are typically unaccompanied.

Are rural duty stations more financially advantageous than urban ones?

Rural duty stations are not always more financially rewarding than urban postings, since base pay remains identical across the Air Force. The real difference comes from housing allowances. Basic Allowance for Housing (BAH) is tied to local rental markets, so nurses at urban bases like San Francisco or Washington, D.C. receive larger payments than those at rural bases.

That said, rural stations may still offer indirect financial advantages. Lower living costs in smaller communities often mean that a nurse’s BAH stretches further, reducing out-of-pocket expenses. While the monthly allowance may be lower, the ability to save more can make rural assignments financially attractive in practice.

What other benefits are available for an Air Force nurse?

Beyond salary and allowances, Air Force nurses receive benefits that provide financial security and professional growth. These range from healthcare and retirement to education and paid leave.

Key benefits for Air Force nurses include:

• Comprehensive Healthcare: Medical and dental coverage for nurses and their families.
• Retirement Plans: Access to the Blended Retirement System with government matching contributions.
• Education Support: Tuition assistance and eligibility for the Post-9/11 GI Bill.
• Leave Benefits: 30 days of paid leave annually, plus federal holidays.
• Life Insurance: Low-cost Servicemembers’ Group Life Insurance (SGLI) coverage.