Most morticians don’t negotiate their salary. The field has a culture of deference — you’re grateful for the job, the hours are hard, and asking for more feels uncomfortable in a profession built around service. That reluctance is expensive.
The BLS data shows a $35,670 gap between P25 ($38,470) and P75 ($67,140) for morticians in the same occupation. Much of that gap isn’t experience — it’s negotiation, location choice, and knowing what the market actually pays.
2-Minute Version
- The middle 50% of morticians earn between $38,470 and $67,140 — a $28,670 range within the same occupation
- Most of the experience-based pay increase comes from bonuses and profit-sharing, not base salary bumps — negotiate those components explicitly
- The strongest negotiating leverage: a competing offer, state-level BLS data showing you’re below market, or a specific skill premium (restorative art, grief counseling certification)
- Best time to negotiate: at job offer stage, or after completing your first year with documented case volume
Know Your Number Before You Negotiate
Negotiating without data is guessing. Use BLS OEWS May 2024 data to establish your market rate:
National benchmarks (SOC 39-4031)
| Percentile | Annual | What It Means |
|---|---|---|
| P25 | $38,470 | Early career, low-wage states |
| Median | $49,800 | Typical working mortician |
| P75 | $67,140 | Experienced, higher-wage states |
| P90 | $85,940 | Senior, management-track, top states |
Your target: If you have 2+ years of experience and are being offered below the median for your state, you have a clear, data-backed case for more.
State-level benchmarks matter more
National medians are less useful than your state’s median. If you’re in New York, the median is $62,590 — not $49,800. If you’re in Ohio, it’s $49,360. Use your state’s number as the floor, not the national figure.
Key state medians for reference:
- Delaware: $80,290 | Minnesota: $76,490 | Iowa: $63,770
- New York: $62,590 | Illinois: $60,680 | Pennsylvania: $55,940
- National: $49,800 | Ohio: $49,360 | California: $47,170
- Texas: $36,760 | Arkansas: $35,970
→ Full 50-state data: Mortician Salary by State
When to Negotiate
At the job offer stage (highest leverage)
This is when you have the most power. The employer has already decided they want you — the cost of restarting the search is real. Most offers have room to move, especially on total compensation.
What to ask for:
- Base salary at or above the state median for your experience level
- Signing bonus if relocation is involved
- Defined bonus structure (not “we’ll see how it goes”)
- Clear timeline for first salary review (6 months, not 12)
After your first year (performance leverage)
If you didn’t negotiate at hire, the first annual review is your next best opportunity. Come with:
- Case volume you handled
- Any additional responsibilities taken on
- Comparison to state median (if you’re below it)
- Specific skills you’ve developed
When you have a competing offer (strongest leverage)
A competing offer is the single most effective negotiating tool. Even if you don’t want to leave, having an offer in hand gives you a number to negotiate against. Employers in tight labor markets (Iowa, Ohio, rural areas with high LQ) will often match or beat a competing offer to retain a licensed mortician.
What to Negotiate Beyond Base Salary
PayScale data shows that most of the experience-based pay increase for morticians comes from bonuses and profit-sharing, not base salary. This means negotiating total compensation — not just the hourly rate — is where the real money is.
Components to negotiate explicitly
| Component | Typical Range | What to Ask |
|---|---|---|
| Base salary | $40,000–$77,000 | At or above state median |
| Annual bonus | $502–$10,000 | Defined criteria, not discretionary |
| Profit sharing | $527–$3,000 | Percentage of funeral home revenue |
| On-call differential | Varies | Extra pay for after-hours calls |
| CE reimbursement | $500–$2,000/yr | Full reimbursement for required CE hours |
| License renewal fees | $100–$500/yr | Employer-paid |
| Health insurance | — | Confirm coverage level (76% of morticians have it) |
The on-call differential is often overlooked. If you’re required to be on-call nights and weekends, that has real value. Some employers pay a flat monthly stipend; others pay per call. If it’s not in your offer, ask.
Skill Premiums: What Increases Your Leverage
Salary.com data identifies specific skills that command pay premiums for morticians:
| Skill | Premium |
|---|---|
| Creativity (service design, memorial customization) | +18% |
| Communication | +9% |
| Continuous learning | +9% |
How to use this in negotiation:
If you have documented experience in personalized memorial design, you can cite the +18% creativity premium as justification for above-median pay. Frame it as: “I specialize in customized memorial services, which Salary.com data shows commands an 18% premium over the median.”
Other skills that strengthen your position:
- Restorative art specialization — trauma cases, reconstruction work — commands premium pay at larger funeral homes
- Grief counseling certification (e.g., ADEC certification) — differentiates you for family-facing roles
- Bilingual capability — significant premium in markets with large Spanish-speaking populations (California, Texas, Florida)
- Pre-need sales experience — directly tied to revenue, easier to quantify
Negotiation Scripts
Script 1: Countering a low initial offer
“Thank you for the offer. Based on BLS data for [state], the median salary for licensed morticians is $[X]. Given my [X years] of experience and [specific skill], I was expecting something closer to $[target]. Is there flexibility to get to $[target] or closer to it?”
Script 2: Asking for a defined bonus structure
“I noticed the offer mentions a potential bonus but doesn’t specify the criteria. I’d like to understand what performance metrics determine the bonus amount, and whether we can put a floor and ceiling on it in writing.”
Script 3: Annual review negotiation
“I’ve handled [X] cases this year, including [specific difficult cases or skills]. The BLS median for [state] is $[X], and I’m currently at $[Y]. I’d like to discuss bringing my compensation in line with the market rate.”
Script 4: Responding to “that’s our standard rate”
“I understand you have a standard rate. I’m not asking you to make an exception — I’m asking whether the standard rate reflects current market data. BLS shows the median for this state is $[X]. If your standard rate is below that, I’d like to understand the path to reaching market rate and the timeline.”
Common Mistakes
Accepting the first number without asking. Employers expect negotiation. Not asking signals that you don’t know your market value — which affects how they treat you going forward.
Negotiating only base salary. As shown above, bonuses and profit-sharing are where the real gains are for experienced morticians. A $2,000 base increase is less valuable than a well-structured bonus that could pay $5,000–$10,000.
Using national data when state data is available. If you’re in New York and cite the national median of $49,800, you’re underselling yourself by $12,790. Always use your state’s BLS figure.
Waiting too long after hire. The longer you’re at a salary, the more it becomes the baseline. Negotiate early, and set a clear timeline for the first review.
Frequently Asked Questions
Is it normal to negotiate a mortician salary?
Yes, though the culture in funeral service is less negotiation-oriented than some industries. Employers expect it at the offer stage. The BLS data showing a $28,670 range between P25 and P75 within the same occupation confirms that pay varies significantly — and negotiation is one reason why.
What if the employer says the salary is fixed?
Ask about total compensation instead. If base salary is truly fixed, there may be flexibility on bonus structure, on-call pay, CE reimbursement, or signing bonus. “Fixed salary” rarely means “fixed total compensation.”
How much can I realistically negotiate?
At the offer stage, 5–15% above the initial offer is typical for most professional roles. For morticians, that translates to roughly $2,500–$7,500 on a $49,800 median offer. The bigger gains come from negotiating bonus structure and on-call differentials over time.
Should I disclose my current salary?
In states with salary history ban laws (California, New York, Illinois, and others), employers cannot ask for your salary history. Even where it’s legal, you’re not obligated to disclose. Focus the conversation on market rate data rather than your current pay.
Ready to Walk In With the Numbers?
This article covers the framework. The Mortician Salary Toolkit has the word-for-word scripts and the complete state data to back them up.
What the toolkit adds:
- 6 full verbal negotiation scripts (new offer, counter-offer, annual review, dual licensure, preneed, bilingual premium)
- 3 email templates — counter-offer, raise request, acceptance with conditions
- Responses to the 4 most common objections: “no budget,” “pay scale,” “not the right time,” “everyone gets the same”
- Complete 50-state BLS data in Excel + CSV — so you walk in knowing your state’s P25, median, and P75
One-time download, $24.99. See what’s included →
Data Sources
- BLS OEWS May 2024 — SOC 39-4031 salary percentiles by state
- PayScale — experience curve and total compensation components (111 responses, 2025)
- Salary.com — skills premium data (2026)
→ See also: How Much Do Morticians Make? | What Skills Increase a Mortician’s Salary? | How Experience Affects Mortician Pay | Mortician Salary by State