Rehabilitation Therapy & Audiology salary guide

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Published BLS wages for this family. BLS OEWS May 2025.

Physical Therapist (PT, DPT) SOC 29-1123, Physical Therapists. direct match.
Physical Therapist Assistant (PTA) SOC 31-2021, Physical Therapist Assistants. direct match.
Occupational Therapist (OT, OTR/L) SOC 29-1122, Occupational Therapists. direct match.
Certified Occupational Therapy Assistant (COTA) SOC 31-2011, Occupational Therapy Assistants. direct match.
Speech-Language Pathologist (SLP, Speech Therapist) SOC 29-1127, Speech-Language Pathologists. direct match.
Speech-Language Pathology Assistant (SLPA) SOC 29-1129, Therapists, All Other. broader match.
SLP Clinical Fellow (SLP-CF) SOC 29-1127, Speech-Language Pathologists. broader match.
Certified Hand Therapist (CHT) SOC 29-1122, Occupational Therapists. broader match.
Audiologist (AuD) SOC 29-1181, Audiologists. direct match.
Recreational Therapist (CTRS) SOC 29-1125, Recreational Therapists. direct match.
Athletic Trainer (ATC, clinical and industrial) SOC 29-9091, Athletic Trainers. direct match.
Orthotist / Prosthetist (CO, CP, CPO) SOC 29-2091, Orthotists and Prosthetists. direct match.
Lead Physical Therapist SOC 29-1123, Physical Therapists. broader match.
Rehabilitation Supervisor SOC 11-9111, Medical and Health Services Managers. broader match.

What do rehab therapy and audiology hires do in a typical workday?

These clinicians split time between evaluations, treatment, progress checks, and charting. A PT may work on gait and transfers. An OT may train hand use and daily tasks. An SLP may treat speech, swallowing, or cognition. An audiologist may test hearing and fit devices.

The day changes by setting. Inpatient teams move between new referrals and discharge work. Outpatient teams often see repeat visits and home programs. Intake, authorization, and note volume can also shift what the role pays.

Which roles usually sit in different pay bands?

Pay often changes with scope, independence, and who makes the final clinical call. An audiologist usually sits in a different band than an assistant role. A CHT, SLP-CF, or lead PT may sit higher than a general staff clinician when the job asks for specialty skill or oversight.

Assistants and support roles are paid differently from licensed clinicians. The supervising therapist keeps the plan and final clinical judgment. A rehabilitation supervisor may also be paid for staffing, compliance review, and schedule control, not only treatment time.

What should we ask about credential and license details?

We should ask what license the person holds, where it is active, and whether any added credential changes the workday. A PT, OTR/L, AuD, CHT, or CTRS may each cover a different mix of visits and services. That changes how we write the role and set the pay range.

For new graduates or fellows, we should ask who supervises the work and who signs notes or plans. That keeps the opening clear before we make an offer. It also avoids later confusion about what the hire can do alone.

How do setting and schedule shape compensation?

Evening hours, weekend coverage, school calendars, home visits, and split locations can change pay. In rehab, cancellations, added visits, and discharge timing can reshape the day. We ask who absorbs that coverage and who adjusts the schedule.

Settings also change the mix of treatment and admin work. Some jobs are mostly hands-on care. Others add evals, device work, team huddles, and family or physician updates. That balance matters when we compare offers.

What parts of the day belong to the therapist, and what stays with the manager or owner?

The therapist owns the visit, the note, and the clinical choice within scope. The manager or owner sets the schedule, staffing mix, policies, and budget. If the role includes lead duties, we should spell out which decisions the hire can make alone.

We also ask who handles coverage changes, patient flow, and productivity targets. In many rehab jobs, those details shape the workday more than the title does. A clear split helps us judge pay more accurately.

What makes these openings harder to price than other healthcare roles?

These jobs mix direct care, referrals, team communication, and documentation. Two titles can sound similar but carry very different work. An SLP who treats swallowing and cognition is not the same as an SLPA. The same is true for OT and COTA pairs.

The clearer the scope, the better the pay discussion. We ask what a normal day looks like, who supervises whom, and which cases are expected. That gives us a practical range instead of a vague title guess.

What else should you ask about this edition?

How do we compare a PT, PTA, and lead PT when setting pay?

We compare who evaluates, who treats, and who signs off on the plan. A lead PT may coach staff or oversee schedules in addition to patient care. A PTA works under supervision, so the pay point is different from the licensed evaluator role.

What should we ask before hiring an SLP-CF?

We should ask who provides supervision and how often notes are reviewed. We should also ask which settings the fellow will cover and whether swallowing, school-age, or adult cases are included. That tells us whether the role fits the posting.

Does an audiology opening need a different interview than a rehab therapist role?

Yes, we should ask about hearing tests, hearing aid work, patient follow-up, and counseling. We should also ask who manages referrals and device-related tasks, since that changes the day and the value of the role.

How do we price assistant roles against licensed clinician roles?

We look at supervision, visit complexity, and who carries the final clinical call. Assistants support the plan, but they do not own the same level of independent judgment. That difference usually shows up in the offer before title does.