How much do sheet metal workers make in Wisconsin in 2026?

Sheet metal workers in Wisconsin earn a median of $77,760 per year, which works out to roughly $37.38 per hour based on a standard 2,080-hour work year. That number sits in the middle of a wide range — entry-level workers closer to the 25th percentile bring home around $50,350 annually ($24.21/hr), while experienced hands at the 75th percentile reach $97,320 ($46.79/hr). That's nearly a $47,000 spread from bottom to top, which tells you this trade rewards experience and specialization in a real way.

Source for all figures: BLS Occupational Employment and Wage Statistics (OEWS), May 2025.

The jump from the 25th to the median — about $27,410 per year — typically reflects the difference between someone in the first few years of their career versus a journeyman with a full ticket and a track record on the job. Once you cross the median and push toward the 75th percentile, you're usually looking at workers with a decade or more of experience, supervisory responsibilities, or specialized skills in areas like HVAC ductwork fabrication, architectural metals, industrial ventilation, or precision sheet metal for manufacturing.

Wisconsin's manufacturing base plays into this. The state has a significant concentration of food processing plants, paper mills, and heavy industrial facilities, all of which generate ongoing demand for sheet metal work beyond standard HVAC installation. Workers who can read fabrication drawings, operate CNC plasma cutters, or handle specialized coatings and gauges tend to command pay closer to that upper tier.

Geography within the state matters. The Milwaukee metro area and the Fox Valley corridor around Appleton and Green Bay tend to offer more consistent commercial and industrial work than rural counties, which can mean both higher base wages and more overtime availability. Madison's ongoing commercial construction activity also keeps demand steady. Workers in smaller markets may find themselves traveling more to chase the work, but that can translate into per diem and travel pay that doesn't show up in the BLS hourly rate.

Overtime is a real factor in this trade. During peak commercial construction seasons — typically spring through early fall in Wisconsin — 50- to 55-hour weeks are common on active job sites. At the median rate of $37.38/hr, a standard time-and-a-half overtime rate of $56.07/hr on those extra 10–15 hours weekly can add $22,000–$33,000 to annual take-home over a busy season. The BLS figure is a straight hourly wage and does not account for that overtime premium.

Apprenticeships typically run four to five years and involve a combination of on-the-job training and classroom instruction covering layout, fabrication, installation, and blueprint reading. Apprentice wages start below the 25th percentile and step up incrementally — most programs structure raises at six-month or annual intervals. By the time a worker completes the apprenticeship and earns journeyman status, their pay usually lands in the median range or just above it, depending on the employer and the local market.

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

To push pay toward the 75th percentile or beyond, the clearest levers are specialization, certification, and taking on lead or foreman roles. EPA 608 certification for refrigerant handling is a common add-on for workers in HVAC-heavy shops. Welding certifications, especially for stainless or aluminum, open doors at industrial and food-grade fabrication facilities where tolerances are tighter and pay reflects that. Foreman and shop supervisor positions typically carry salaries at or above the 75th percentile and often include benefits like health insurance, paid time off, and retirement contributions that the base wage figure doesn't capture.

The BLS OEWS data is a solid benchmark, but it has limits. It covers wages paid directly by employers and excludes self-employed sheet metal contractors. It also doesn't break out benefits, per diem, shift differentials, or profit-sharing. Workers evaluating a job offer should look at total compensation — not just the hourly rate on the pay stub.