Durham-Chapel Hill, NC Salaries

The Durham-Chapel Hill, NC Metropolitan Statistical Area is tracked by BLS Occupational Employment and Wage Statistics across 453 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 $187,106 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 Durham-Chapel Hill, NC sits at 97.6, meaning the local price level is 2% below the national average for rent, groceries, services, and transportation combined.

At the top of the Durham-Chapel Hill, NC ranking, Chief Executives pays a median of $381,330 across 140 local workers. Second-ranked is Physicians, Pathologists at $272,300, followed by Family Medicine Physicians at $220,840. At the bottom of the reported-occupation range, Motor Vehicle Operators, All Other pays $29,900. 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 Durham-Chapel Hill, NC converts to $191,762 of purchasing power in a national-average-cost city, the paycheck you take home here buys more than the same nominal amount would in high-cost metros.

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 Durham-Chapel Hill, NC 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 Durham-Chapel Hill, NC 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.