GNA Salary 2026 June — How Much Do Geriatric Nursing Assistants Make?

Average GNA Salary in 2026

Geriatric Nursing Assistants earn between $15 and $22 per hour in most markets, translating to roughly $31,200–$45,760 annually for full-time work. The Bureau of Labor Statistics reports the median nursing assistant wage nationally at $17.87/hour ($37,170/year), and GNAs — with their specialized elder care training — typically fall at the midpoint or slightly above that figure depending on setting and geography.

That national median masks significant variation. A GNA working in a unionized nursing home in the Baltimore-Washington corridor may earn $19–$22/hour. A newly certified GNA at a rural Maryland SNF might start at $15–$16. The credential itself doesn't guarantee a premium — facility type, ownership model (nonprofit vs. for-profit), and local labor market conditions drive most of the wage spread.

Per-diem and agency GNA positions pay $3–$5/hour more than staff positions, but come without benefits. For GNAs without dependents who want to maximize hourly earnings, per-diem work in high-demand metro markets can push take-home well above $40,000 annually. The trade-off is schedule unpredictability and no paid time off or health coverage. Most GNAs starting out take a staff position for stability, then transition to per-diem work once they've built experience and connections in the local market.

Overtime is another income lever. Long-term care facilities chronically short-staffed — especially on night and weekend shifts — routinely offer overtime to reliable GNAs. A GNA working 10–15 hours of overtime weekly at time-and-a-half can push annual earnings $8,000–$12,000 above base salary. Facilities with union contracts cap overtime availability, but non-union private facilities often encourage it.

GNA Salary by State

Because GNA certification is a Maryland-specific credential, most salary benchmarking focuses on Maryland. The range within the state varies by county and facility type. Montgomery County and Prince George's County facilities, serving the Washington DC metro area, consistently pay $1–$3/hour above Western Maryland or rural Eastern Shore facilities. Cost of living accounts for most of this gap — a $19/hr GNA wage in Rockville doesn't stretch as far as $16/hr in Hagerstown.

For GNAs who relocate or work in states without a formal GNA credential, the equivalent is CNA work in a long-term care or SNF setting. States with the strongest nursing assistant wages outside Maryland include Connecticut ($19.12/hr median), Alaska ($21.08/hr), New York ($18.44/hr), and California ($18.56/hr). Texas, Florida, and Southeastern states cluster lower at $14–$16/hr. These differences track closely with state minimum wages and union penetration in the long-term care sector.

Washington DC itself — adjacent to Maryland — pays some of the highest GNA-equivalent wages in the country, with skilled nursing facilities averaging $21–$24/hr for experienced aides. DC's living wage requirements and strong hospital system create upward pressure on all healthcare worker wages. GNAs with Maryland credentials working in DC facilities face no additional licensing hurdles — the competency is transferable even if the GNA title isn't formally recognized outside Maryland.

Remote or travel GNA work is uncommon — elder care requires in-person presence. However, travel nursing companies do place traveling nursing assistants in high-need regions on 13-week contracts. Travel placements typically offer housing stipends plus $18–$24/hour hourly, making them a viable option for GNAs with flexible schedules. Facilities in rural areas facing severe staffing shortages actively recruit travel aides, sometimes at rates that exceed what urban staff positions pay.

How Experience Affects GNA Salary

Experience is the single largest driver of GNA pay increases within a facility. Most long-term care employers use step increases tied to years of service — typically $0.25–$0.75/hour per year for the first five years. After five years, raises tend to flatten unless you take on a charge aide role or move to a higher-acuity unit like memory care.

Beyond hourly wages, experienced GNAs often access non-salary compensation that new hires don't. Tuition reimbursement programs — commonly $2,500–$5,000/year toward LPN or RN programs via cna classes — effectively raise total compensation significantly. Shift differentials for evenings ($0.50–$1.50/hr), nights ($1.00–$2.50/hr), and weekends ($1.00–$2.00/hr) compound over a year into thousands of additional dollars. A GNA working a 7pm–7am weekend schedule can earn $4–$6/hr more than a daytime Monday–Friday rate at the same base pay.

The most reliable path to salary growth as a GNA is moving into a charge aide or lead GNA position. These roles add $1–$2/hr and include supervisory responsibilities over other aides during a shift. Many facilities create these informal leadership roles specifically to retain experienced GNAs without promoting them out of direct care. For GNAs pursuing nursing licensure, the experience and tuition benefits make the GNA role a financially strategic stepping stone rather than a permanent ceiling.

Certifications beyond basic GNA status also affect earnings. Dementia care certifications like the Alzheimer's Association's CADDCT can add $0.50–$1.50/hr at facilities with dedicated memory care units. Restorative aide certification, which involves additional training in range-of-motion exercises and rehabilitation support, similarly commands a small premium in facilities emphasizing restorative nursing programs. These add-on credentials cost $100–$300 to obtain and can be recovered in a few months of higher pay.

Benefits as Part of Total Compensation

Hourly rate alone understates total GNA compensation at employer-sponsored facilities. Full-time GNA positions at large nursing home chains and hospital-affiliated SNFs typically include health insurance (employer covering 60–80% of premium), dental, vision, 401(k) with 3–4% match, and paid time off accruing at 10–15 days per year. At current healthcare insurance costs, employer-sponsored health coverage alone adds $5,000–$8,000 in annual value on top of wages. When evaluating a GNA job offer, comparing total compensation — not just hourly rate — gives a more accurate picture of true earnings.

GNA vs CNA Salary: Is the Extra Certification Worth It?

In Maryland, the answer is straightforward: GNA certification is required for nursing home work, so the salary comparison is moot — you need it to get hired. Outside Maryland, the question becomes whether voluntarily pursuing GNA-equivalent training (dementia certification, restorative aide courses) translates to higher pay. The evidence suggests it does, particularly in facilities that have formalized tiered aide compensation.

CNAs and GNAs in Maryland doing the same job at the same facility typically earn the same hourly rate. The GNA credential is a hiring floor, not a pay premium on top of CNA wages. Where GNA training pays off is in access to higher-acuity, better-compensating positions — memory care units, specialized dementia facilities, and larger SNFs with structured career ladders that CNAs without geriatric training don't qualify for.

For CNAs outside Maryland weighing whether to pursue dementia care or restorative aide certifications, the ROI calculation comes down to your specific employer. Ask directly: does this facility pay differently for certified dementia care specialists? Many regional nursing home chains have formalized this. If your employer doesn't pay a differential, the certification still adds resume value for future job searches — facilities that do pay premiums are disproportionately the ones paying better wages overall, so the certification helps you access that tier of employer.

Bottom line: GNA salary sits between 1,000 and 6,000 for most full-time workers in 2026, with experienced urban aides in high-demand markets reaching 8,000–2,000 when overtime and differentials are included. The certification pays off through access to better positions and employer-sponsored advancement opportunities more than through a direct hourly premium over uncertified aides. For anyone serious about a long-term career in elder care, the GNA credential is the right starting point.