Law Enforcement Careers

Police Officer Salary by State in 2026: Complete Pay Guide With Rankings, Benefits, and Career Growth Data

From California’s $111,630 mean salary to Mississippi’s $45,450, police officer pay varies dramatically by state. Here’s the data every officer and recruit needs — plus what departments should budget for badges, equipment, and retention.

National Police Salary Overview 2026

The Bureau of Labor Statistics’ most recent Occupational Employment and Wage Statistics (OEWS) survey, released with May 2024 data, provides the most authoritative picture of police officer compensation in the United States. Here’s what the numbers show for the 666,990 police and sheriff’s patrol officers working across the country.

The national mean annual salary for patrol officers stands at $79,320, which translates to approximately $38.14 per hour. But that average masks enormous variation. When you include all police and detectives — a broader category encompassing 826,800 workers — the BLS reports a median annual wage of $77,270, with the lowest 10% earning under $48,230 and the top 10% surpassing $120,460. Additional real-time data sources like ZipRecruiter report a current average of $75,521 (as of February 2026), while Indeed shows $70,755 and Glassdoor reports $70,751, reflecting different survey methodologies and reporting populations.

For departments budgeting for new officers — including everything from patrol badges and equipment to training and salary — these figures provide the baseline. Interestingly, police compensation often outpaces what security officers earn across the same states, making lateral moves from private security into sworn law enforcement financially attractive. Departments that understand how they stack up against both neighboring agencies and the broader security industry can position themselves more effectively in a competitive hiring market. But as we’ll see, location changes everything.

Top 10 Highest-Paying States for Police Officers

California dominates police officer compensation by a wide margin, paying 41% above the national mean. But several other states — many with high costs of living, strong police unions, or critical staffing needs — also offer salaries well above average. Here are the top 10 based on BLS mean annual wage data.

A notable finding from the SafeHome.org analysis is that Alaska’s officers enjoy the highest wage premium compared to their state’s average worker — earning 42% more than the typical Alaskan employee. Departments in high-paying states investing in quality badge design and manufacturing often find that professional-grade credentials complement competitive compensation packages in attracting top candidates. Whether you’re searching for a specific police officer badge style or browsing options for cop badges that match your department’s tradition, the investment signals organizational pride that recruits notice.

Lowest-Paying States and the Staffing Crisis Connection

At the other end of the spectrum, several states pay patrol officers well below the national average — and unsurprisingly, many of these same states are experiencing the most severe police staffing shortages. According to the 2024 IACP survey, more than 70% of agencies reported that recruitment is more difficult now compared to five years ago, with departments averaging just 91% of their authorized staffing levels.

The five lowest-paying states for police officers are Mississippi ($45,450), Louisiana ($48,990), Arkansas ($49,220), West Virginia ($49,860), and Alabama ($50,120). In every case, these salaries fall more than 35% below the national mean. Louisiana’s situation is particularly stark: Governor Jeff Landry declared a state of emergency in February 2024 citing a 47% increase in officer resignations since 2019 and 1,800 vacant sheriff’s deputy positions. Meanwhile, even some departments in higher-cost states face challenges — Long Beach, California reported its worst staffing crisis in 25 years in April 2024 despite the state’s top-tier salaries.

For departments struggling with recruitment in lower-paying states, investing in professional-grade custom badges and high-quality equipment can be a meaningful differentiator when salary alone cannot compete with neighboring jurisdictions. Sheriff’s offices in these regions have found that upgrading to custom sheriff badges boosts department morale, while police chiefs looking for police badges for sale from reputable manufacturers report that badge quality factors into officer satisfaction surveys. Officers consistently report that the quality of their department-issued badges and gear signals organizational pride and professionalism — factors that influence both recruitment decisions and long-term retention.

Salary by Rank: Patrol Officer to Police Lieutenant

Promotions represent the fastest path to higher earnings in law enforcement. Each step up the chain of command brings distinct responsibilities, a new rank-specific badge, and substantially increased compensation. According to combined BLS and Salary.com data, here’s how the rank structure translates to pay.

Entry-level recruits typically start during their academy training period earning $35,000 – $45,000 depending on the department. Once sworn in as patrol officers, the national mean jumps to $79,320. Officers who advance to detective or criminal investigator roles see a significant bump, with the BLS reporting a mean of $98,770 for detectives. First-line supervisors of police and detectives — typically sergeants and lieutenants — earn a mean of $103,570 nationally. Federal law enforcement roles such as U.S. Marshals can offer even higher pay under the LEO pay tables. At the top, Salary.com reports police lieutenants averaging $107,231. That represents a 35% increase from patrol officer to lieutenant, with the most significant jump occurring at the detective and sergeant transition points.

Beyond the Paycheck: Benefits, Overtime, and Equipment Allowances

Base salary tells only part of the compensation story for police officers. The BLS notes that most agencies provide extensive benefits including health insurance, pension plans with the option to retire younger than the typical retirement age, and uniform allowances. Equipment budgets for badge procurement and gear replacement are typically funded through departmental operating budgets separate from officer compensation.

Overtime is a major factor in total compensation. Paid overtime is common across virtually all departments, and in some high-demand jurisdictions, overtime can add 20 – 40% to base pay. In cities facing staffing shortages, mandatory overtime has become routine, with some officers logging 60 – 70 hour weeks. This creates a complicated dynamic: while individual officers earn more, the overtime costs strain department budgets and contribute to burnout that further exacerbates retention challenges.

Typical non-salary benefits include fully-funded health, dental, and vision insurance for officers and families; defined benefit pension plans (often 50 – 75% of salary after 20 – 25 years); annual uniform and equipment allowances ranging from $500 – $2,000; tuition reimbursement for continuing education; take-home vehicle programs; and life insurance at 1 – 2x annual salary. Some departments also provide housing stipends for officers who live within their jurisdiction. When evaluating compensation, officers carrying professionally manufactured badges and high-quality gear report higher job satisfaction scores, reinforcing that equipment quality is part of the overall compensation experience.

Cost-of-Living Adjusted Rankings: Where Your Dollar Goes Furthest

Raw salary figures can be misleading without accounting for regional cost of living. California may lead in gross pay at $111,630, but its extremely high housing and living costs significantly reduce purchasing power. When adjusted for cost of living, several mid-range states emerge as surprising winners for police officers seeking the best financial quality of life.

Alaska’s officers earn 42% more than the average Alaskan worker — the highest wage premium nationally — making it arguably the best-compensated police force relative to local economic conditions. Similarly, states like Texas and Arizona offer competitive law enforcement salaries paired with significantly lower living costs, creating strong effective compensation that attracts officers from higher-cost states. Georgia and Indiana offer above-average police salaries relative to their overall cost of living, making them increasingly attractive to officers willing to relocate.

For departments in cost-effective states competing for talent against higher-paying metros, every element of the compensation package matters. Agencies that invest in professionally personalized police badges, modern equipment, and strong retirement benefits can successfully recruit officers who might otherwise chase raw salary numbers in expensive coastal cities. Sheriff’s offices in these states have also discovered that choosing preferred badge types that reflect local traditions strengthens community identity and officer pride. The department that offers a custom-designed badge with genuine authority and craftsmanship signals an organization that values its officers beyond just the paycheck.

Job Outlook and Growth Projections Through 2034

The BLS projects overall employment of police and detectives to grow 3% from 2024 to 2034, roughly matching the average for all occupations. But that modest growth rate understates the true opportunity: approximately 62,200 openings for police and detectives are projected each year, driven primarily by retirements and officers transitioning to other careers rather than net new positions.

This creates a sustained demand environment where departments nationwide need a constant pipeline of qualified candidates. Oklahoma stands out with the largest recent employment increase at 33%, reflecting aggressive recruitment and retention efforts including expanded state trooper programs. Conversely, Maryland experienced the steepest decline at -27%, raising questions about whether compensation and working conditions in that state are sufficient to maintain adequate force levels.

For officers and recruits evaluating their career prospects, the data is clear: this profession offers stable, long-term employment with predictable advancement opportunities. Agencies that pair competitive salaries with professional-grade badge credentials, strong benefits, and positive organizational culture will be best positioned to attract the next generation of officers. Departments reviewing their badge ordering processes and equipment procurement as part of broader recruitment strategies are making smart investments in their hiring pipeline.

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