The Detroit-Warren-Dearborn, MI Metropolitan Statistical Area is tracked by BLS Occupational Employment and Wage Statistics across 669 occupations in the May 2025 release — each representing a distinct SOC code where local employment is large enough to report without triggering confidentiality suppression. Averaging the top-ranked occupation medians gives roughly $225,225 per year, a rough midpoint that helps you compare this metro to peer cities and the national picture. The BEA Regional Price Parity index for Detroit-Warren-Dearborn, MI sits at 100.3, meaning the local price level is 0% above the national average for rent, groceries, services, and transportation combined.

At the top of the Detroit-Warren-Dearborn, MI ranking, Surgeons, All Other pays a median of $561,070 across 160 local workers. Second-ranked is Emergency Medicine Physicians at $447,750, followed by Airline Pilots, Copilots, and Flight Engineers at $428,570. At the bottom of the reported-occupation range, Locker Room, Coatroom, and Dressing Room Attendants pays $29,890. This spread between top-specialist and entry-service pay is characteristic of U.S. metro labor markets, though the specific ratio varies by metro economic base. Critically, nominal pay in Detroit-Warren-Dearborn, MI converts to $224,556 of purchasing power in a national-average-cost city — the paycheck you take home here buys less than the same nominal amount would elsewhere.

Metro medians reflect where the job is located, not where you live — relevant if you plan to commute across MSA boundaries. BLS defines metro areas using OMB's MSA delineations, so Detroit-Warren-Dearborn, MI spans the central city plus economically integrated surrounding counties. When using this page, drill into individual occupation rows to see percentile spread (the top 10% often earns 2× or more than the median) and compare against the occupation's national profile to see whether Detroit-Warren-Dearborn, MI pays a premium or discount for that specific role. Remember that OEWS wages capture base pay only — health benefits, retirement contributions, bonuses, overtime, and equity compensation can add 20-40% to real total compensation, and that gap often skews larger in high-cost metros where employers load non-wage benefits to remain competitive.