What is a prevailing wage in the H-1B context?

The prevailing wage is the minimum salary an employer must offer an H-1B worker, determined by the DOL based on the occupation, skill level, and work location. It is based on BLS Occupational Employment and Wage Statistics (OEWS) data. There are four wage levels: Level I (entry, 17th percentile), Level II (qualified, 34th percentile), Level III (experienced, 50th percentile), and Level IV (fully competent, 67th percentile). Employers must pay at least the prevailing wage or the actual wage paid to similar employees, whichever is higher.

Why do some H-1B salaries seem low for the occupation?

Many LCAs are filed at Wage Level I (entry level, 17th percentile), which is the minimum prevailing wage. This does not necessarily mean the worker is underpaid, Level I is appropriate for entry-level positions. However, critics argue that some employers systematically classify positions at lower wage levels to reduce labor costs. When evaluating salary data, pay attention to the wage level alongside the dollar amount, a Level I salary in an expensive metro may be significantly below market for experienced workers.

How accurate is the salary data in H-1B LCA filings?

LCA salary data represents what the employer filed with the DOL at the time of the application, it is a legal attestation subject to audit. However, LCA filings are submitted before the H-1B petition is approved, and some filings may never result in an actual hire. The filed salary may also differ from total compensation (which can include bonuses, equity, and benefits not captured in the LCA). For the most complete picture, use LCA data for base salary benchmarking and supplement with total compensation data from other sources.

Guide

Using H-1B Salary Data for Negotiation

Q: Can I use H-1B LCA data to negotiate my salary?

Yes, with caveats. LCA filings show the salary an employer offered for a specific H-1B position, including the prevailing wage determination and the actual offered wage. This data is useful for benchmarking what employers pay for similar roles in your occupation and location. However, LCA salaries represent filed offers, not final compensation, they may not include bonuses, stock options, or other components. Use LCA data as one input alongside sites like Glassdoor, Levels.fyi, and the BLS OES survey.

How to use LCA records to benchmark salaries, what prevailing wages mean, and the practical limits of this data for compensation research.

PlainVisa Editorial Published April 6, 2026 Updated July 6, 2026

What LCA records reveal about employer pay practices, how to read prevailing wage levels, and the practical limits of this data for salary benchmarking.

Key Takeaway

LCA salary data is one of the most transparent windows into what employers actually pay for specific roles and locations. But it shows filed base salaries only, not total compensation. Use it to establish a baseline, then layer in equity, bonus, and benefits data from other sources. The wage level (I-IV) is as important as the dollar amount for understanding where a salary falls relative to market.

Why LCA Data Is Valuable for Salary Research

Most salary data on the internet is self-reported, employees voluntarily share their compensation on platforms like Glassdoor or Levels.fyi. This data is useful but subject to selection bias (higher earners may be more likely to report) and verification challenges.

H-1B LCA data is different. Every employer that sponsors an H-1B worker must file a Labor Condition Application with the Department of Labor, attesting to the salary offered. This filing is a legal document subject to government audit. PlainVisa processes millions of these LCA records from DOL disclosure files, making it possible to see what specific employers pay for specific occupations in specific locations.

Understanding Prevailing Wage Levels

Every LCA includes two salary figures: the offered wage and the prevailing wage. Understanding prevailing wages is essential for interpreting the data correctly.

What it tells you: The prevailing wage is set by the DOL based on BLS wage survey data for the specific occupation, skill level, and geographic area. There are four levels: Level I (entry, approximately 17th percentile of wages for that occupation in that area), Level II (qualified, 34th percentile), Level III (experienced, 50th percentile), and Level IV (fully competent, 67th percentile). The employer must pay at least the prevailing wage or the actual wage paid to similarly employed workers, whichever is higher.

What it doesn't tell you: The wage level assignment is chosen by the employer, not independently verified at the filing stage. Critics argue that many employers classify positions at lower wage levels than the actual job duties would warrant. A "senior software engineer" position filed at Level I is paying at the 17th percentile for that occupation, which may be well below what the role would command for a U.S. worker with equivalent experience.

How to use it: When researching salaries on PlainVisa employer pages, look at both the offered wage and the wage level. Compare Level III and IV filings (experienced and senior) for a more accurate benchmark of what experienced professionals earn. Use Level I data cautiously, it represents entry-level positioning, which may or may not match the actual role.

Practical Steps for Salary Benchmarking

Step 1, Search by employer. Look up your current or prospective employer on PlainVisa. Review the salary range across different occupations and wage levels they file for.

Step 2, Compare across employers for the same role. Use the employer comparison tool or occupation pages to see how different employers pay for the same occupation code in the same metro area.

Step 3, Filter by wage level. Focus on Level III-IV filings for experienced-professional benchmarks. Level I-II filings represent entry-level and early-career compensation.

Step 4, Supplement with total compensation data. LCA data shows base salary only. For tech roles especially, equity and bonuses can add 20-50% or more. Use Levels.fyi, Glassdoor, or H1BData alongside PlainVisa for a complete picture.

Frequently Asked Questions

Can I use H-1B LCA data to negotiate my salary?

Yes, with caveats. LCA data shows filed base salaries, useful for benchmarking but may not include bonuses, stock, or benefits. Use as one input alongside other compensation sources.

What is a prevailing wage?

The DOL-determined minimum salary for an H-1B position based on occupation, skill level, and location. Four levels: I (17th percentile), II (34th), III (50th), IV (67th). Employers must pay at least the prevailing or actual wage, whichever is higher.

Why do some H-1B salaries seem low?

Many LCAs are filed at Wage Level I (entry), the minimum prevailing wage. This may reflect genuinely entry-level positions or employer strategy to minimize costs. Pay attention to wage level alongside dollar amount.

How accurate is H-1B salary data?

LCA filings are legal attestations subject to audit, making the base salary data reliable. However, filings may not result in actual hires, and total compensation (bonuses, equity) is not captured.

Sources: DOL Employment and Training Administration, Foreign Labor Certification Performance Data; BLS, Occupational Employment and Wage Statistics.

Last updated: April 2026

Compiled byPlainVisa Editorial, H-1B Visa Editorial Team

Every figure on PlainVisa is rendered directly from federal source data, no number is typed in by an editor. This page draws directly on federal source data, no figure is typed in by an editor. See our editorial standards & corrections policy, the methodology behind these numbers, or report a data error.