Source: SalaryDr salary data for Allergy & Immunology (N=30 verified submissions, updated March 10, 2026, data as of 2026-03-10). URL: https://www.salarydr.com
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Data-driven answers for Allergy & Immunology
The median physician salary is $365,000 in 2026 in Allergy & Immunology, based on 30 verified salary submissions on SalaryDr. The average physician salary is $363,356, with compensation varying significantly based on specialty, location, experience, and practice setting.
The median base salary for physicians in Allergy & Immunology is $297,500, with median bonuses and incentives adding $70,000. Total compensation ($365,000 median) includes base salary, productivity bonuses, signing bonuses, call pay, and other incentives.
Physicians in Allergy & Immunology work an average of 41 hours per week, based on 30 verified submissions. This includes clinical hours, administrative duties, charting, and call responsibilities. Work hours vary significantly by specialty and practice setting.
Physicians in Allergy & Immunology report 84% satisfaction with their careers, and 93% would choose their specialty again. Satisfaction varies by practice setting, work-life balance, and compensation relative to workload.
Private practice physicians typically earn 15-30% more than hospital-employed counterparts, though with greater income variability and business risk. Based on SalaryDr data, practice owners and partners often reach the top 10% of earners in their specialty. However, employed positions offer more predictable income, benefits, and less administrative burden.
New physicians starting their careers earn $250,000-$350,000 in their first year, depending on specialty and location. Many employers offer signing bonuses of $20,000-$50,000+, relocation assistance, and loan repayment programs. Salaries increase significantly within the first 3-5 years of practice.
1099/locums physicians earn higher gross pay (often 20-40% more per day) but must pay self-employment tax, purchase their own benefits, and manage malpractice tail coverage. W-2 employees receive lower gross pay but benefit from employer-paid taxes, health insurance, retirement matching, and PTO. The net advantage depends on individual circumstances and hours worked.
A competitive RVU rate depends on specialty, with most physicians earning $45-$65 per work RVU (wRVU). Primary care typically sees $50-$60/wRVU, while surgical specialties may see $35-$55/wRVU with higher volume. The total RVU value includes your base guarantee, so compare total compensation per wRVU rather than bonus rate alone.
A physician earning $365,000 gross typically takes home $226,300-$262,800 after federal taxes, state taxes (varies 0-13%), and deductions. High-income strategies like maximizing 401(k), HSA, backdoor Roth IRA, and practice-specific deductions can improve take-home significantly.
SalaryDr salary data comes from 30 anonymous submissions from verified physicians across the United States. Each submission includes total compensation, base salary, bonuses, specialty, location, practice setting, and years of experience. Data is updated in real-time and outliers are handled statistically to ensure accuracy.
Yes. Most physicians leave $20,000–$50,000 on the table by accepting their initial offer. Based on SalaryDr data from 30 salary submissions, physicians who negotiate earn 15–20% more in total compensation. Employers expect negotiation — hospitals have trained professionals negotiating every contract. Having real compensation data and expert negotiation guidance gives you the leverage to secure what you’re actually worth.
Start by comparing your offer to real compensation data on SalaryDr — the median physician salary is $365,000 based on 30 verified submissions, but this varies dramatically by specialty, location, and practice setting. Key metrics to benchmark include base salary, RVU rates, signing bonus, call pay, and benefits. For a comprehensive assessment, a strategy call with a physician negotiation expert can identify exactly where your offer falls relative to market and what specific terms can be improved.
Nearly every component of a physician employment contract is negotiable, not just base salary. Key negotiable terms include base salary guarantees, RVU rates and thresholds, signing bonuses ($20K–$100K+), relocation packages, CME allowances, call pay and frequency, partnership track and timeline, tail coverage for malpractice, loan repayment assistance, non-compete clauses (radius and duration), PTO and sabbatical, and early termination terms. Many physicians focus only on base salary, but the total package difference from negotiating comprehensively can exceed $100,000 in value.
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