Top 10 States That Pay Special Education Teachers the Most in 2025

Special education professionals shoulder an exceptional level of responsibility; developing individualized education plans (IEPs), supporting students with disabilities, maintaining compliance with federal and state mandates, and often bridging the gap between families, therapists, and general education staff.

Despite these demands, compensation across the U.S. remains inconsistent and, in many states, far from equitable. In this report, we identify the top 10 highest-paying states for special education teachers in 2025, using verified data from:

• U.S. Bureau of Labor Statistics (2025)

• National Education Association (NEA) Rankings

• Economic Policy Institute Teacher Wage Index

• State Department of Education salary and shortage reports

We’ve also factored in cost of living, teacher demand, and statewide SPED program trends to help educators identify where the best professional and financial opportunities exist.

The Top 10 Highest-Paying States for Special Education Teachers in 2025

California

• Average Salary: $91,800

• Key Advantage: High state education funding and union protections

• Cost of Living: High

📊 According to BLS data, California leads the nation in median pay for both elementary and secondary special education roles. California’s special education system benefits from a mix of categorical funding, mandated support staff ratios, and robust union-backed protections. However, the high cost of living in cities like San Francisco and Los Angeles can erode take-home value unless supplemented by district stipends or housing allowances. Still, the state’s demand for credentialed SPED teachers remains one of the highest in the country.

New York

• Average Salary: $88,760

• Key Advantage: Strong legal infrastructure for special education services

• Cost of Living: High in NYC metro, moderate in upstate areas

📊 New York ranks among the highest in per-student funding for special education programs. The state offers competitive salaries paired with legally mandated caseload limits and access to specialized support staff. Educators licensed in New York are also supported by comprehensive mentorship initiatives and continuing education resources. Despite the high cost of living in metro areas, salary structures remain competitive in upstate districts as well.

Illinois

• Average Salary: $80,220

• Key Advantage: High demand for educators with LBS1 and PEL credentials

• Cost of Living: Moderate

📊 Illinois maintains one of the largest shortages of special educators across multiple certification areas (ISBE Shortage Report, 2024). Schools in both urban and rural areas are actively recruiting qualified SPED teachers, particularly those with Learning Behavior Specialist endorsements. Illinois also offers salary step structures that reward graduate-level credentials and prior experience, making it a viable long-term option for career-minded professionals.

Washington

• Average Salary: $85,360

• Key Advantage: Fully funded paraeducator support and tech-integrated instruction

• Cost of Living: Moderate to high

📊 Washington ranks among the top five states for special education wage competitiveness (EPI, 2025). With dedicated funding for inclusion support and behavioral services, Washington educators often find themselves with stronger infrastructure to support student needs. Additionally, the state has prioritized educator well-being through reduced administrative burdens and access to professional learning communities.

Connecticut

• Average Salary: $78,500

• Key Advantage: Smaller caseloads and early intervention emphasis

• Cost of Living: High in coastal towns, moderate inland

📊 Connecticut is one of the top states in per-capita education spending and SPED-specific resource allocation. Its commitment to data-informed instruction and early identification of disabilities means teachers often work with multidisciplinary teams. While salaries are high, so is the cost of living in certain regions, but inland school districts remain highly competitive in both compensation and quality of life.

Oregon

• Average Salary: $76,830

• Key Advantage: Progressive instructional models and strong mental health support

• Cost of Living: Moderate

📊 Oregon has steadily improved its student-to-special educator ratio, reducing caseload-related burnout. Many districts in Oregon utilize a trauma-informed framework and maintain statewide grants for behavioral supports. Professional autonomy is also widely respected, giving teachers room to innovate while staying compliant with IDEA requirements.

Maryland

• Average Salary: $75,100

• Key Advantage: Comprehensive inclusive education laws

• Cost of Living: High in D.C. suburbs, low to moderate elsewhere

📊 Maryland ranks in the top five for special educator retention over a three-year period (Learning Policy Institute, 2025). The state has invested in long-term reforms to reduce turnover in hard-to-staff schools and expand access to coaching and mentoring programs. Strong retirement packages and access to state-run professional development make Maryland an attractive option for educators seeking career stability.

Alaska

• Average Salary: $74,900

• Key Advantage: Substantial rural bonuses and state-funded housing stipends

• Cost of Living: High, but often offset by allowances

📊 Alaska leads the U.S. in rural special education teacher recruitment and retention incentives. SPED teachers in Alaska are often placed in remote communities, but those roles come with some of the nation’s most aggressive support packages. Year-round salary contracts, isolation stipends, and fully covered moving expenses make this a highly lucrative, but logistically demanding opportunity.

Massachusetts

• Average Salary: $74,000

• Key Advantage: Access to top-tier training programs and low student-to-teacher ratios

• Cost of Living: High

📊 Massachusetts consistently exceeds national averages in per-pupil spending and SPED service delivery quality. The state has a strong accountability framework and professional support systems that prioritize compliance, student growth, and instructional equity. Districts also tend to invest in assistive technology and collaborative staffing models, making workloads more manageable despite the elevated cost of living.

Georgia

• Average Salary: $72,200

• Key Advantage: Low cost of living and high availability of SPED positions

• Cost of Living: Low

📊 Georgia ranks among the top three states for salary-to-cost-of-living ratio for special educators (Clarifi Staffing analysis, 2025). The state has experienced continued shortages in high-incidence and low-incidence special education classrooms. As a result, many districts offer competitive starting salaries, expedited hiring, and retention bonuses, especially in suburban and rural counties.

Considerations Beyond Salary

While compensation is a key driver for relocation or career transitions, there are other essential factors special educators should weigh when comparing states or districts:

• Student-to-teacher ratios: A high salary may not mean much if you're managing a caseload of 90+ students with no co-teacher or para support.

• Availability of behavior teams or paraprofessionals: Access to trained support staff can dramatically reduce burnout and improve student outcomes.

• Administrative and peer support: Districts that provide mentorship, collaborative planning periods, and structured feedback tend to have higher retention rates.

• Caseload management tools: Digital platforms for data tracking and IEP management can streamline your workflow and improve compliance.

• Relocation assistance or licensure reciprocity: States vary in how they handle out-of-state certification. Understanding reciprocity policies can shorten your transition timeline significantly. When working with Clarifi Staffing, we assist with relocation costs, license process and reimburse the fees for obtaining a new teaching license or SPED endorsement in your destination state.

Contract vs Direct Placements

Another factor worth considering is the employment model. Some educators prefer the stability and benefits of direct district employment, while others are turning to educational staffing agencies for greater flexibility, higher hourly pay, and quicker access to opportunities. Contract positions can be especially appealing in states with high demand, as they often come with streamlined onboarding, reduced administrative overhead, and the ability to change settings without losing career momentum.

In certain states on this list, especially Georgia, Illinois, and Oregon, school districts regularly work with staffing agencies to address shortages, giving educators the opportunity to negotiate more favorable terms without being locked into a single school site.

The demand for qualified special education teachers is high across the country, but where you choose to work can have a significant impact on your career longevity, income potential, and day-to-day quality of life. Whether you're an early-career educator looking for the best place to build experience or a seasoned teacher considering a strategic relocation, knowing where the top-paying opportunities are, and what each state truly offers, can help you make informed decisions.

The states listed above reflect not just competitive base salaries, but broader commitments to supporting special education professionals in the classroom and beyond.

Ready to Explore Your Options?

If you're actively job hunting or simply curious about relocation opportunities, now is the time to explore your options. Keep an eye on your state’s shortage reports, certification requirements, and incentive programs. Many high-paying districts also offer signing bonuses, tuition reimbursement, and hybrid teaching models to attract SPED professionals.

📍 Stay informed and explore special education job openings in top-paying states at www.clarifistaffing.com