Hourly vs. Salary BCBA Jobs: Which Should You Choose?
- Ashleigh Evans (BCBA)
- Sep 10
- 7 min read
As a Board Certified Behavior Analyst (BCBA), you’ll be faced with the decision of whether to pursue a salaried position or an hourly role. Each option comes with its own set of benefits and drawbacks. Ultimately, the best choice depends on your personal and professional priorities. Understanding the differences can help you select the role that aligns with your career goals, work-life balance, and financial needs. Let’s break it all down.
Hourly BCBA Positions: Pros & Cons
For BCBAs who value flexibility, hourly positions can be a more appealing option in some cases. In an hourly position, you’re paid only for the hours you work, which can present both opportunities and challenges.
Pros
Flexibility: Hourly roles may offer more scheduling flexibility, particularly if you work with an organization that allows you to pick your own clients and hours.
Overtime Pay: With hourly, you’re compensated with overtime pay for hours worked beyond 40 per week.
Ability to Work Multiple Jobs: Some analysts take on multiple hourly positions, which can increase income potential and provide diverse professional experiences.
Transparency: You’re paid for every hour worked, which can feel more straightforward if you value a direct connection between time and pay. It’s important to note that some companies only pay BCBAs for billable time, leaving them to attend meetings and do necessary admin work off the clock. However, this is not compliant with federal labor laws.
Cons
Variable Income: Your paycheck is likely to fluctuate due to cancellations and caseload changes, which can make budgeting more challenging. Additionally, hourly roles often pay a higher rate for billable time and a much lower non-billable rate for administrative work. As previously highlighted, some companies don't pay for non-billable hours at all (See the transparency point above).
Limited Benefits: Some hourly roles don’t offer the same level of benefits (healthcare, retirement, paid time off) as salaried positions, particularly if you’re an hourly part-time employee.
Potential for Misclassification: When discussing hourly positions, it’s important to differentiate between W2 and 1099 work. Some ABA providers incorrectly classify hourly BCBAs as 1099 independent contractors, which can have implications for taxes, benefits, and legal protections.
Hourly Interview Tips
You may want to ask potential employers the following questions before accepting a new hourly role.
Do the billable and non-billable pay rates differ?
Are there opportunities for bonuses?
What benefits are offered?
How would I be classified (W2 or 1099)? If 1099, does the position pass the 6-factor test for classification as a contractor?
How many hours can you provide?
What’s your average client cancellation rate?
Salaried BCBA Roles: Pros and Cons
Salaried BCBA positions offer a level of stability that can be appealing for those looking for more predictability in their income and benefits. Nonetheless, fixed salaries can also mean limited opportunities to advance pay, as well as expectations that can impact work-life balance.
Pros
Predictable Pay: As a salaried employee, you always know exactly what to expect on your paycheck. This stability can be beneficial for budgeting. Whether you worked a full 40 hours or had cancellations that dropped you down to 32, your check won’t change.
Benefits: Salaried roles often come with a more robust benefits package, including paid time off, health insurance, retirement contributions, and professional development opportunities.
Cons
No Pay for Extra Hours: If your workload increases and you work more than 40 hours in a given week, your pay remains the same.
Less Flexibility: Salaried roles usually expect specific availability during working hours. If you’re interested in a salaried role but also need flexibility, in-home therapy may be a better option than clinic-based.
Salary Interview Tips
When interviewing for a salaried BCBA position, it’s important to understand not just the base pay but also the expectations and total compensation package. You may want to ask the following questions before accepting a salaried role.
What is the expected number of weekly hours?
What hours of availability would you need from me?
Is there any flexibility in the schedule?
What benefits are offered?
Is there room for raises or bonuses based on performance?
Factors to Consider
If you’re trying to decide whether to search for hourly or salaried BCBA positions, ask yourself the following questions.
Do you prefer a predictable schedule or are you seeking flexibility?
Are you comfortable with variable pay, or do you need a fixed salary?
How important are benefits like health insurance, paid time off, and retirement contributions?
Are you seeking opportunities for professional growth, leadership, or advancement?
How do your personal commitments affect your work preferences?
How would the hourly rate at the estimated number of working hours compare to a salary? (We’ll explore this further in the next section)
Don’t forget, it’s not exactly black and white. Not every hourly position will operate the same as others. The same goes for salaried roles. It’s best to gain clarity from potential employers to ensure an understanding of how the company functions and the expectations they’d have of you.
Calculating Hourly vs. Salary Pay
It can be challenging to determine whether an hourly or salaried position is more financially beneficial. For example, when comparing a salary of $80,000 versus an hourly rate of $60, most people’s first reaction is to assume that the hourly rate is a better deal. If you worked 40 hours/week, 52 weeks/year at $60/hour, you’re looking at $124,800—nearly $50,000 more than the salaried role. Unfortunately, it’s rarely that straightforward in the ABA field, and it’s important to consider the nuances before making a decision..
Many hourly roles don’t offer 40 hours per week, especially at the billable rate. More often, you might find a situation where you’re working fewer hours or spending unpaid time on tasks like programming, documentation, meetings, or travel.
Here’s a quick example. If you bill 25 hours/week at $60/hour, 52 weeks/year, that brings you to $78,000. Let’s say the company misclassifies you or illegally requires you to do unpaid admin work, so you’re only getting paid for billable hours. In that case, you may be doing the same amount of work for roughly the same amount of pay as the salaried role.
Here are a few key points to consider when calculating pay:
For Hourly Positions:
Estimate your weekly hours: Consider your typical schedule. Break down the number of both billable and non-billable hours you’ll be working (if the company pays separate rates).
Multiply by your hourly rate(s): Multiply your average billable hours by your billable rate and multiply your average non-billable hours by your non-billable rate. Add these two numbers together for a baseline weekly income.
Factor in overtime: If you’ll be working over 40 hours, add potential extra hours to estimate total earnings.
Consider cancellations or variability: Anticipate the high likelihood of cancellations, schedule changes, and other variability that can reduce hours. Factor in any unpaid personal time off as well.
For Salaried Positions:
Start with the annual salary: This is the total amount you’ll earn in a year, regardless of hours worked.
Break down by week and hour: Divide the salary by 52 weeks to find your weekly pay. Divide that amount by 40 hours (or however many weekly hours you expect to work). That’s the amount you’re making per hour—whether you’re working billable hours or doing non-billable tasks.
Other Considerations:
Compare your total expected income, not just the base pay. Consider bonus pay and other incentives.
Include benefits in your calculations. Health insurance, paid time off, continuing education reimbursement, certification renewal reimbursement, and other benefits can add up.
Include work-life balance considerations in your evaluation of a role.
What’s Best in Your Current Season of Life?
At the end of the day, neither hourly nor salaried BCBA positions are inherently better. Ultimately, it comes down to what’s right for you in your current season of life and whether the company as a whole is a good fit. It’s worth remembering that your choice doesn’t have to be permanent. Many BCBAs shift between hourly and salaried positions at different stages of their careers, depending on their financial goals, family needs, or professional aspirations. The key is to evaluate not just the numbers, but also the lifestyle and opportunities each type of role provides, so you can make a decision that supports both your career and your well-being.
Searching for your next position? Explore open BCBA jobs on the ABA Job Board!
Frequently Asked Questions (FAQs)
Do you have to work over 40 hours as a salaried BCBA?
No. It’s a common misconception that accepting an hourly position means you’ll be overworked, putting in over 40 hours every week. However, this isn’t necessarily true. You don’t have to work 40+ hours a week as a salaried BCBA. It’s okay to set boundaries! That’s why it’s important to discuss expectations with potential employers during your interview. Make sure you understand the hour requirements for any role you’re considering, so there are no surprises.
Can companies refuse to pay BCBAs for non-billable time?
Generally, no. Per federal labor laws, all required hours worked must be paid. There are certain loopholes, such as classifying a BCBA as an independent contractor, in which a contract could stipulate only paying for billable hours. However, 1099 BCBA roles are frequently misclassified. Generally, no.
Is it true that you're not paid for non-billable hours in a salaried position?
No. Salaried positions offer a set annual rate that encompasses the hours you'll work, both billable and non-billable. Generally, salaried roles expect around 40 hours per week, though it will depend on the individual company. If you have a billable requirement of 25 hours/week, you can expect around 10-15 hours of non-billable work.
Is it better to be an hourly or salaried BCBA?
There's no one-size-fits-all answer for everyone. Hourly works best for some BCBAs, while others prefer a salary. It also comes down to the individual company and role, as well.
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