How much do hazardous materials removal workers make in California in 2026?

Hazardous materials removal workers in California earn a median of $56,120 per year, which works out to roughly $26.98 per hour based on a standard 2,080-hour work year. That figure sits in the middle of the pack — half of workers in this trade earn more, half earn less.

The bottom quarter of earners — workers at the 25th percentile — take home around $47,180 annually, or about $22.68 per hour. That's typically where you'll find newer workers who are still building their certifications, completing on-the-job training hours, or working for smaller contractors on lower-complexity removal projects. The top quarter — the 75th percentile — earns $67,540 or more per year, roughly $32.47 an hour. Those workers tend to carry multiple certifications, have years of verified field hours, and often work on larger public-sector or industrial contracts where the scope of hazardous material is more complex.

The spread between the 25th and 75th percentile is about $20,360 annually. That's not a small gap. It tells you this trade rewards experience and credentials in a real, measurable way. If you're sitting near the entry level today, there's a clear ceiling to aim at — and concrete steps to get there.

California is one of the more active states for hazmat removal work. Older commercial and residential building stock means ongoing asbestos and lead abatement demand. Industrial sites, ports, and infrastructure work add layers of opportunity for workers certified in soil remediation, chemical cleanup, or radioactive materials handling. Los Angeles, the Bay Area, and the Sacramento Valley all generate steady demand. Coastal and metro markets tend to pay toward the higher end of the range because projects are larger, more complex, and subject to stricter Cal/OSHA oversight — which itself requires contractors to employ properly credentialed workers.

Certification is the single biggest lever for moving your pay. California requires specific training and certification for asbestos-related work through the Division of Occupational Safety and Health (Cal/OSHA). Lead abatement work requires certification through the California Department of Public Health. Workers who hold both asbestos and lead certifications — and who add endorsements for confined space entry, HAZWOPER 40-hour, or mold remediation — are markedly more useful to contractors and can negotiate accordingly. HAZWOPER certification (required under OSHA 29 CFR 1910.120 for workers at hazardous waste sites) is not optional on most industrial or government contracts; holding it puts you in a smaller pool of eligible workers.

Overtime is real in this trade and can push annual take-home well above the BLS figures. BLS OEWS data captures base wages — it does not include overtime pay, hazard pay differentials, or per diem allowances. Workers on emergency response or site remediation contracts can regularly hit 50- to 60-hour weeks during active cleanup phases. At the median rate of $26.98 per hour, every hour of overtime at 1.5x adds about $40. A stretch of four weeks at 10 hours of overtime per week adds roughly $1,600 to your check — real money that the annual median figure won't show you.

Some workers in this trade may be covered by a collective bargaining agreement — check with your local for current rates.

Geography within California matters. A worker based in the Central Valley may find fewer large-scale industrial projects than one working in the greater Los Angeles Basin or around San Francisco Bay, but cost of living differences can offset some of that wage gap. Workers willing to travel to project sites — especially on environmental cleanup contracts that last weeks or months — often earn more because they can access the full range of contracts statewide rather than competing only in their immediate area.

The data here comes from the Bureau of Labor Statistics Occupational Employment and Wage Statistics (OEWS) survey, released May 2025. BLS samples employers across industries and averages wages over a survey period, so it reflects what workers are actually earning at scale — not job postings or self-reported figures. It does not capture bonuses, overtime, per diem, or benefits. Use the percentile range as a baseline, not a ceiling.