Choosing practical nursing as a career involves more than checking one national figure. Pay can change with location, workplace, schedule, experience, and benefits, so a useful salary review should show both the broad picture and the details that shape an individual offer.
Licensed practical nurses and licensed vocational nurses are the same occupation under different state titles. LPN is used in most states, while LVN is commonly used in California and Texas. Their responsibilities are nearly identical, although state law, employer policy, training, and supervision rules can affect permitted duties.
The May 2025 national median annual wage was $64,400, equal to $30.96 per hour. The median is the midpoint: half of workers earned more and half earned less. The bottom 10 percent earned less than $49,740 annually, or about $23.91 per hour, while the upper 10 percent earned more than $83,440, or about $40.12 per hour. The middle half earned approximately $59,000 to $76,030 per year.
These figures assume full-time employment and are not promises of individual earnings. A national mean wage was also reported at about $64,400, but mean and median figures are different measures. The median can be easier to use for salary comparisons because unusually high or low wages have less influence on it.
Location plays a major role in LPN and LVN pay. In Washington, the median annual wage was $83,150, with reported low and high figures of $64,230 and $100,950. Illinois reported a $75,000 median, with a range from $58,880 to $89,810. Maine reported a $73,200 median, with figures of $56,160 and $82,600.
Hawaii reported a $71,140 median, with a reported range of $59,620 to $88,340. Indiana had a $65,720 median, while Arkansas had a $56,620 median. Wage comparisons become more meaningful when paired with housing, transportation, taxes, and other local expenses. A higher wage does not automatically provide greater financial flexibility if living costs are also higher.
The care setting can affect compensation. In May 2025, government organizations other than state and local education and hospitals reported a median annual wage of $68,970. Nursing and residential care facilities reported $68,020. Home healthcare services reported $63,580, hospitals reported $61,160, and physicians' offices reported $59,520.
Nursing and residential care facilities accounted for 37 percent of employment in the 2025 employment profile. Hospitals accounted for 16 percent, home healthcare services for 12 percent, physicians' offices for 11 percent, and government organizations outside state and local education and hospitals for 6 percent.
LPNs and LVNs may also work in rehabilitation centers, outpatient clinics, assisted-living communities, group homes, correctional facilities, and private residences. Home-health positions can involve travel between patients' homes. Schedules may include nights, weekends, holidays, or shifts longer than eight hours.
Common responsibilities include checking vital signs, providing basic care and comfort, changing bandages, assisting with bathing or dressing, discussing care with patients, documenting services, maintaining health records, collecting samples, and reporting concerns to registered nurses, advanced practice nurses, or physicians.
In some states, appropriately trained LPNs and LVNs may administer medication or start intravenous drips. The degree of direct supervision varies by state. Employer policy, training, credentials, and the care environment can also shape daily responsibilities.
Becoming an LPN or LVN generally requires an approved practical nursing program, which typically takes about one year. Community colleges, technical schools, vocational schools, and some high schools offer these programs. Coursework commonly covers nursing fundamentals, anatomy and physiology, pharmacology, and supervised clinical experience.
After program completion, candidates must pass the required licensing examination and satisfy state board of nursing requirements. Licensing rules, scope of practice, renewal requirements, and permitted procedures differ by state. Some employers also require or prefer current cardiopulmonary resuscitation or basic life support certification.
Optional certifications can support work in areas such as gerontology, wound care, and intravenous therapy, but certification does not replace a state license. Experienced LPNs and LVNs may move into supervisory roles or pursue an LPN-to-RN pathway, which can expand duties and earning potential.
Employment is projected to grow 3 percent from 2025 through 2035, approximately as fast as the average for all occupations. About 51,800 openings are projected each year during that period. Many openings are expected to come from replacement needs as workers retire, leave the labor force, or move to other occupations.
When comparing an opportunity, salary is only one part of the decision. BLS wage estimates represent straight-time pay and may not include overtime, bonuses, shift differentials, travel assignments, employer-paid health insurance, retirement contributions, paid leave, or tuition assistance. Experience, specialty training, union representation, facility type, schedule, and location can also affect actual earnings.
A practical comparison should examine the local wage range, workplace setting, expected shifts, licensing requirements, benefits, advancement opportunities, and cost of living. Reviewing these factors together gives a clearer picture than relying on a national median alone.
LPN and LVN pay varies widely by state, employer, care setting, schedule, and experience. The May 2025 national median was $64,400, but local conditions can move an offer well above or below that figure. Careful evaluation of wages, benefits, licensing expectations, working hours, and living costs can support a sound career decision.
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