For OB/GYNs, compensation is only one part of a complex equation that includes work-life balance, autonomy, and the ability to practice medicine on your own terms. Still, physician salary remains a key factor—especially for those evaluating new roles, negotiating contracts, or considering alternatives to traditional practice models. So, how much does an OB/GYN make? And what are the earning possibilities beyond the averages?

Let’s break down the latest salary data, explore the factors that shape your earning potential, and discuss how locum tenens may offer both financial and lifestyle advantages for OB/GYNs seeking flexibility.

OB/GYN Salary Trends: What the Data Shows

According to the U.S. Bureau of Labor Statistics (BLS), the average annual salary for OB/GYNs was $281,130 in 2024. This figure reflects base compensation across settings and experience levels but doesn’t always capture total income—especially when bonuses, overtime, or secondary earnings come into play.

Medscape’s 2025 Physician Compensation Report offers a broader view. Based on survey responses from thousands of physicians across specialties, it places the average total compensation for OB/GYNs at $372,000, marking a 6% year-over-year increase. Note that these are reported salaries, so income could include bonuses or profit sharing.

While average salary varies significantly based on geography, subspecialty, and employer type, the general trend is upward—especially in high-demand areas, hospitalist roles, or practice environments that require urgent availability or extended call.

OB/GYN Salary Range and National Averages

Understanding your earning potential starts with knowing the full picture—not just the median, but the range. According to available data, OB/GYN salaries in the U.S. fall within a wide range depending on a variety of factors, including geography, experience, and role type.

The national average salary for OB/GYNs is currently reported at $281,130 by the BLS. However, Medscape’s figure of $372,000 reflects total compensation across work settings and schedules. Salaries may begin in the low $200,000s for early-career physicians and exceed $400,000 for top earners, particularly those working in underserved markets, weekend coverage, or specialized clinical settings.

Locum tenens work also contributes to this broader salary range. Hourly rates—especially for urgent or hard-to-staff roles—may lead to compensation that surpasses traditional employment models. Though these roles vary widely, they allow OB/GYNs to align their earning potential with their availability and interests.

What Influences OB/GYN Earnings?

Averages don’t tell the whole story. Your compensation as an OB/GYN can be influenced by:

Geography

Salaries tend to be higher in rural or underserved markets where recruitment is more difficult. Cost of living, malpractice rates, and local demand also shape regional pay ranges.

Work Setting

Hospital-employed OB/GYNs may receive more predictable base salaries and benefits, while private practice physicians can often earn more through production bonuses or partnership. Ambulatory surgery centers and OB hospitalist programs offer different financial structures altogether.

Experience Level

As with most specialties, compensation tends to increase with years in practice. However, newer OB/GYNs who are open to moonlighting with locum side gigs may find additional earning opportunities early in their careers.

Schedule and Call Requirements

The more flexible and available you are for call, weekends, or overnight shifts, the more valuable your time may become—especially for health systems with limited coverage.

Exploring the Earning Potential of Locum Tenens

While many OB/GYNs follow traditional employment paths, others are exploring locum tenens—short-term or contract assignments that allow providers to fill staffing gaps where they’re needed most. The appeal isn’t just flexibility—it’s also earning potential.

• Some locum tenens OB/GYN roles have been reported at rates approaching $200 per hour
• Over the course of a full-time schedule (e.g., 40 hours/week), this could exceed $400,000 annually—though this depends entirely on provider availability, assignment type, and duration
• Locum tenens pay is typically based on time worked, so compensation more closely reflects actual clinical hours

Providers often use locums in different ways:

• Moonlighting on weekends or during time off from a permanent role
• Filling career gaps between full-time jobs, fellowships, or relocation
• Transitioning to semi-retirement while staying clinically active
• Exploring new regions or care models without long-term commitment

While locum providers typically manage their own benefits and insurance, the hourly rates and schedule flexibility offer an appealing level of autonomy—especially in today’s healthcare environment.

Practice Environment and the Rise of Side Gigs

Your OB/GYN salary is shaped not only by what you do—but where and how you choose to practice. A hospital-employed OB/GYN may receive a competitive salary with benefits and predictable hours, while private practitioners often tie earnings to productivity, patient volume, or ownership structures.

In recent years, many OB/GYNs have opted for hybrid career models—blending permanent positions with side gigs in locum tenens. These assignments allow providers to supplement income, explore different practice environments, and reduce burnout by choosing when and where to work.

High salaries don’t always require a full-time commitment. Weekend hospital coverage, maternity leave backfill, or short-term rural placements can yield meaningful income in just a few days' work—especially when locum tenens assignments are used strategically.

Locum tenens offer a flexible way to stay clinically active, grow your earnings, and test-drive different work settings without long-term risk. For early-career OB/GYNs, they’re also a way to accelerate debt repayment or save toward major financial milestones.

Benefits Beyond Compensation

OB/GYNs considering career moves often weigh compensation against other equally important factors:

• Control over schedule
• Freedom to take breaks or shift priorities
• Reduced administrative overhead
• Exposure to new facilities, teams, and patient populations
• The ability to work where you’re most needed

Locum tenens doesn’t have to be a permanent change. But for many physicians—especially those navigating burnout or major life transitions—it can be a meaningful alternative.

What’s Right for You?

Whether you’re comparing offers, planning for future flexibility, or simply curious about what’s possible, it’s worth taking stock of your goals. The OB/GYN salary landscape is shifting alongside changes in workforce demographics, patient demand, and practice models. Whether you choose a smaller clinic or be part of a larger healthcare system, there are ample opportunities and career resources to make a difference in women’s health.

If you value:

• Greater earning transparency
• Flexibility in your schedule and lifestyle
• Opportunities to serve high-need areas
• Control over your career path

Then locum tenens may be worth exploring—either full-time or in parallel with other commitments. Many doctors practice full time and collect a few locum side gigs to boost their earning potential. While salaries vary based on a number of factors, you can calculate extra hours worked and generate income significantly higher than the national average.

Ready to Explore New Possibilities?

At Caliber, we match OB/GYNs with flexible locum tenens assignments across the country. Whether you’re looking for full-time opportunities, supplemental income, or a new adventure, we can help you find work that fits your lifestyle, values, and income goals. Because how much an OB/GYN makes matters—but so does how you work, and why.