How much do ironworkers make in Texas in 2026?

The median ironworker in Texas earns $52,240 a year, which works out to roughly $25.12 an hour based on a standard 2,080-hour work year. That's the midpoint — half of Texas ironworkers report earning more, half less. The 25th percentile sits at $47,120 (~$22.65/hr), and the 75th percentile reaches $62,360 (~$29.98/hr). All figures come from the BLS Occupational Employment and Wage Statistics survey, May 2025.

That $15,240 spread between the 25th and 75th percentile tells you something important: experience and the type of work you land matter a lot in this trade. A newer ironworker connecting structural steel on a commercial build is likely somewhere in that lower quarter. A journeyman with several years on bridges, petrochemical plants, or high-rise work in the Dallas–Fort Worth or Houston metros is more likely pushing toward or past that 75th percentile figure.

Geography inside Texas moves the needle too. The Houston metro is the largest construction market in the state by volume, anchored by industrial, refinery, and LNG terminal work along the Gulf Coast. Dallas–Fort Worth is driven more by commercial and infrastructure steel. San Antonio and Austin have active markets as well, though they tend to run slightly lower on the wage scale than the two major metros. If you're willing to travel to where the work is — and many ironworkers do — you can consistently chase the better-paying projects rather than waiting for them to come to you.

Overtime is a real factor in what ironworkers actually take home. The BLS wage figures represent straight-time hourly rates and annual equivalents. On an active industrial shutdown or a fast-track structural job, 50- to 60-hour weeks are common, sometimes longer. An ironworker at the median rate of $25.12/hr who works 200 hours of overtime in a year at time-and-a-half adds roughly $7,500 to their annual take-home, pushing effective annual earnings well above what the BLS baseline shows. That's not guaranteed — it depends on the job and the season — but it's a realistic part of the picture for workers who stay busy.

Specialty work also affects pay within the trade. Reinforcing iron and rebar placers, ornamental ironworkers, and structural and bridge ironworkers are all grouped under the broader trade category, but the work differs significantly. Structural steel and bridge work on major infrastructure projects typically commands the highest pay. Rebar work on residential and light commercial foundations is on the lower end. If you have the skills and certifications to work structural steel at height, especially on petrochemical or industrial projects, you're positioned to earn at the top of the Texas range.

Apprenticeship is the standard path into the trade. Formal programs typically run three to four years and combine on-the-job training with classroom instruction covering rigging, welding, blueprint reading, and safety. Completion of an apprenticeship generally corresponds with a jump in both classification and pay rate. Some employers run their own training programs, particularly larger contractors handling refinery and industrial work in the Gulf Coast region.

Some Texas ironworkers work under collective bargaining agreements, which set wage scales and benefit packages through negotiated contracts. If you're covered by a union agreement, your pay schedule and benefit contributions are spelled out in that agreement — consult it directly for the specific rates that apply to your classification and area.

To push your pay toward the 75th percentile and beyond, the most direct levers are years of journeyman experience, specialty certifications (welding credentials in particular carry weight with industrial contractors), and a willingness to work the larger, more demanding projects that pay premium rates. OSHA 30 and fall protection training are baseline expectations on most commercial and industrial sites in Texas.

The BLS figures here represent employer-reported wage data and do not capture per diem, travel pay, or employer contributions to benefit funds, all of which can add meaningful value to a total compensation package on top of the base hourly rate.