ABA Therapy Job Market in the U.S. (2020–2025): Salary Trends and Demand Introduction

Executive Summary

• Surging Demand: The ABA therapy field is experiencing explosive growth. Job postings for Board Certified Behavior Analysts (BCBAs) have more than tripled since 2020, including a 58% jump from 2023 to 2024 alone (US Employment Demand for Behavior Analysts). Registered Behavior Technician (RBT) positions are also abundant, reflecting expanding autism services nationwide.
• Salary Trends: BCBAs earn professional-level salaries (national average around $70K–$80K), with higher pay in states like New Jersey and Massachusetts (often $80K+). RBTs earn more modest wages (around $40K on average), though pay is rising gradually with experience and in high-cost states (Average RBT Salary By State) (Average RBT Salary By State). A BCBA generally earns roughly 2x the salary of an RBT, given the higher qualifications and responsibilities.
• Geographic Hotspots: Demand is strongest in populous and autism-friendly states. California, Massachusetts, Texas, New Jersey, and Florida lead the nation in job openings for ABA professionals (US Employment Demand for Behavior Analysts). California alone accounted for about 19% of BCBA job demand in 2024 (US Employment Demand for Behavior Analysts). Other states with notable opportunities include Illinois, Georgia, North Carolina, and Pennsylvania as autism services expand.
• Workforce Challenges: Despite strong demand and job growth, the field faces high burnout and turnover. Studies show about 72% of ABA professionals report moderate-to-high burnout levels (BCBA & RBT Burnout: Signs, Factors & Solutions for ABA Pros), and annual turnover among RBTs is estimated around 35%–40% (≈65% turnover rate in 2021) (Hiring and Retaining Talent: Reducing Turnover in ABA Therapy). Workload (large caseloads, intense cases), inconsistent hours for technicians, and pay concerns contribute to job dissatisfaction.
• Outlook: The ABA job market is expected to remain robust through 2026 and beyond. Projections estimate 20–25% job growth for behavior analysts in the latter 2020s (The Rate of Job Growth for BCBAs | Advanced Therapy Clinic) (Certificate in Behavior Analysis | Department of Psychology | West Virginia University), outpacing average occupations. Salaries are likely to trend upward as employers compete for certified talent, especially in areas with therapist shortages. Continued insurance mandates and potential policy changes (e.g. Medicaid expansions, telehealth integration) will further shape supply and demand.
• Key Takeaways: ABA professionals are in high demand and have many avenues for employment (clinics, schools, hospitals, telehealth). Job seekers should leverage the strong market by obtaining credentials and targeting high-demand regions or employers that offer growth and support. Employers must address burnout (manageable caseloads, career ladders) to retain staff. Policymakers can support this growing workforce through funding for training programs and initiatives to improve service access in underserved areas.

Current State of the ABA Therapy Job Market

(Certificate in Behavior Analysis | Department of Psychology | West Virginia University) Annual demand for BCBAs has skyrocketed since 2010, with especially rapid growth from 2018–2024 (US Employment Demand for Behavior Analysts). The number of BCBA job postings rose from ~28,967 in 2019 to over 65,000 in 2022, reaching 103,150 in 2024 (US Employment Demand for Behavior Analysts).

Over the past five years, the ABA therapy job market has expanded dramatically. Demand for ABA professionals – particularly BCBAs who design and oversee behavior programs – has increased each year from 2020 to 2025. In 2020, there were roughly 34,000 job postings for BCBAs; by 2024 this had tripled to over 103,000 postings (US Employment Demand for Behavior Analysts). Even from 2023 to 2024, nationwide BCBA demand jumped 58%, an unprecedented one-year spike (US Employment Demand for Behavior Analysts). This reflects a “greater than ever” need for certified behavior analysts across the country (US Employment Demand for Behavior Analysts). The surge is similarly evident in RBT roles: tens of thousands of new technician openings have been added in recent years as ABA therapy providers scale up services.

Key drivers are fueling this growth in demand:

• Rising Autism Prevalence: Autism diagnoses have steadily increased, leading to more families seeking ABA services. For example, the CDC reported that an estimated 1 in 36 children had an autism spectrum disorder in 2020 – up from 1 in 44 just two years prior (Autism Prevalence Higher, According to Data from 11 ADDM Communities | CDC Online Newsroom | CDC). As more children (and adults) are identified with autism, the need for ABA-based interventions (and thus ABA professionals) has grown correspondingly. Early intervention programs, school support services, and insurance-funded ABA all expanded to serve this larger population of clients.
• Insurance Mandates & Funding: Widespread insurance coverage for autism treatment has made ABA therapy far more accessible, boosting job demand. All 50 U.S. states now mandate insurance coverage of autism treatment, including ABA, in state-regulated health plans (Insurance Mandates for Autism | Bierman Autism Centers). These mandates (most enacted between 2010–2018) removed financial barriers for families, creating a surge of new ABA service providers and positions. Many states’ Medicaid programs have also added ABA coverage for children with autism, further expanding the pool of funded jobs. In short, as payors stepped up funding for ABA, providers rushed to hire BCBAs and RBTs to deliver the authorized therapy hours.
• Expansion into New Settings: ABA therapy is no longer confined to private autism centers – it has branched into schools, homes, hospitals, and telehealth platforms. School districts increasingly employ BCBAs to support special education programs and manage challenging behaviors in the classroom. Clinics and hospitals have grown ABA departments for outpatient and inpatient care. Telehealth ABA emerged out of necessity during the COVID-19 pandemic and proved viable for parent training, supervision, and even direct therapy in some cases. The use of virtual care jumped roughly 38× higher in 2020 compared to pre-pandemic levels (21 Telehealth Statistics & Telemedicine Trends), and many ABA providers have continued offering remote services for families in rural or underserved areas. This flexibility has opened new job opportunities (e.g. remote BCBA supervisors, telehealth RBTs) and allowed providers to serve a wider geographic range, thus increasing overall demand for staff.
• Public Awareness and Acceptance: ABA’s reputation and recognition have grown, leading to new applications beyond autism. While autism intervention remains the primary driver, behavior analysts are now consulted in organizational behavior management, brain injury rehabilitation, developmental disabilities other than autism, and more (The Rising Tide of BCBAs: Riding the Wave of Job Growth). This broader scope has created diverse job roles for BCBAs – from working in schools and clinics to hospitals and home-based programs (The Rising Tide of BCBAs: Riding the Wave of Job Growth) – further boosting demand. The field’s visibility has also attracted more entrants (ABA graduates, career changers), though supply still struggles to keep up with hiring needs.

Geographic “hotspots” for ABA job growth have emerged. Demand is strongest in states with large populations, high autism prevalence, and robust funding streams. The Northeast and West Coast lead in BCBA density, but growth is truly nationwide. According to a labor market analysis by the BACB, the top five states for BCBA demand in 2024 were California, Massachusetts, Texas, New Jersey, and Florida (US Employment Demand for Behavior Analysts). These five accounted for 40% of all job postings, with California alone representing 19% (US Employment Demand for Behavior Analysts). California’s high numbers are unsurprising given its size and early adoption of insurance mandates (it had over 12,000 BCBA job postings in 2023 (US Employment Demand for Behavior Analysts) (US Employment Demand for Behavior Analysts)). Massachusetts and New Jersey, despite smaller populations, have very high autism service utilization and pay scales, driving strong demand for certified professionals. Texas and Florida, with their large youth populations, have seen rapid ABA industry growth as well. Other notable states include Illinois, Georgia, North Carolina, Pennsylvania, and Virginia, all of which showed dozens of percent increases in BCBA postings from 2020 to 2023 (US Employment Demand for Behavior Analysts) (US Employment Demand for Behavior Analysts). Even traditionally lower-demand regions (Midwest, South Central) are catching up as awareness and insurance coverage spread. In short, most states today have a significant unmet need for ABA services, and employers are competing to hire the limited pool of BCBAs and RBTs available in each area.

Salary Trends for ABA Professionals

Salaries in ABA reflect the differing qualifications and responsibilities of BCBAs vs RBTs, as well as regional economic variations. Overall, BCBAs command substantially higher salaries than RBTs, but both roles have been seeing gradual increases due to the workforce shortage. Below is a breakdown of salary trends:

BCBA Salaries

• National Average: Board Certified Behavior Analysts (who must hold a master’s degree and certification) earn a comfortable middle-class salary on average. National data sources put the typical BCBA salary around $70,000–$75,000 per year ([What State Pays BCBA the Most? | All Star ABA]) (Average BCBA Salaries: What You Need To Know). For instance, a 2023 analysis reported an average BCBA salary of about $74,000/year (with a range generally between $73K and $85K) ([What State Pays BCBA the Most? | All Star ABA). Another source using PayScale data found a median around $69,788 (BCBA and ABA Salaries by State). In practical terms, many entry-level BCBAs start in the $60Ks, and with a few years of experience often move into the $70Ks. This national average is well above the overall U.S. median wage, reflecting the specialized skills and education BCBAs bring.
• Top-Paying States: BCBA salaries vary widely by state. In general, states in the Northeast and West Coast offer the highest pay, whereas some Southern and Midwest states offer less (often in line with cost-of-living differences). According to one 2024 analysis, the highest average BCBA salaries were in New Jersey (~$83,000), Tennessee (~$79,000), and Massachusetts (~$79,000), followed by states like Hawaii, Minnesota, Nevada, Connecticut, Washington, Rhode Island, and New York – all averaging in the mid to upper $70K range (BCBA Salary by State 2024) (BCBA Salary by State 2024). By contrast, at the lower end, states such as Georgia, Florida, Alabama often show average BCBA salaries in the mid $50Ks to low $60Ks (BCBA Salary by State 2024) (BCBA Salary by State 2024). The table below highlights the average annual BCBA salary in the top 10 states:

Source: World Population Review, 2024 data (BCBA Salary by State 2024) (BCBA Salary by State 2024).

Even within high-demand states, salaries can differ by metro area. Large urban centers or tech hubs often pay a premium. For example, in California, BCBAs in the Bay Area (San Francisco/San Jose region) average in the low six-figures (e.g. >$105K in Sunnyvale) whereas the state average is around $81K (BCBA and ABA Salaries by State). These differences underscore how demand intensity (and local cost of living) drives compensation. Employers in states with fewer certified BCBAs sometimes offer higher pay as an incentive to attract talent from elsewhere.

• Industry & Setting Differences: BCBA salaries also vary by the work setting or sector. Generally, those working in clinical practice or private sector roles tend to earn more than those in education or public service. According to salary surveys, BCBAs employed in schools (education settings) often earn in the lower range (approximately $60K–$80K), those in clinical healthcare settings earn around $70K–$100K, and those running a private practice or consulting can earn $80K up to $120K or more (Average BCBA Salaries: What You Need To Know). This makes sense: school-based BCBAs may be on teacher pay scales or grant-funded budgets, whereas private clinics or independent consultants can command higher fees. For example, a school district BCBA in a mid-cost area might make around $65K, while a clinical BCBA managing cases in a medical center could make $80K+, and a seasoned BCBA business owner might clear six figures. Telehealth roles are an emerging area; many BCBAs now supervise via telehealth across states. These positions often offer similar base pay as clinic roles, though sometimes with added stipends or flexibility instead of higher salary. Overall, BCBAs have the potential to increase earnings by moving into leadership roles (e.g. Clinical Director) or more lucrative settings. BCBAs who advance to senior roles (with significant experience or managerial duties) commonly report salaries in the $90K–$110K+ range, especially in major metro areas (Average BCBA Salaries: What You Need To Know).
• Growth Over Career: Within the BCBA role, experience level plays a significant part in salary growth. In entry-level BCBA positions (just certified, minimal experience), salaries tend to start around $50,000 (give or take, depending on region) (Average BCBA Salaries: What You Need To Know). With a few years of experience (mid-level), BCBAs often see pay rise into the $60K–$80K range (Average BCBA Salaries: What You Need To Know). Senior BCBAs (with 5+ years or in supervisory roles) frequently earn between $80,000 and $120,000 per year (Average BCBA Salaries: What You Need To Know). For instance, one survey found early-career BCBAs often around $55K, while those with 10+ years could double that income. In addition, obtaining a doctoral-level certification (BCBA-D) or additional credentials can boost earning potential slightly, as can relocating to a higher-paying state. The table in the comparison section below highlights these differences, showing how BCBA earnings progress with experience relative to RBTs.

RBT Salaries

• National Average: Registered Behavior Technicians, who provide direct therapy under BCBA supervision, typically earn hourly wages that sum to an annual salary in the mid-$30,000s. The Bureau of Labor Statistics estimates the average RBT (behavior technician) salary in the U.S. is about $39,520 per year (Average RBT Salary By State). This works out to roughly $19 per hour for full-time work. Many RBTs, especially new hires, start closer to $15–$17 per hour (around $30K–$35K/year) (Average RBT Salary (By State & Country) | Discovery ABA), and with a few years of experience may reach $18–$20+ per hour (around $38K–$42K/year). Some sources that include only full-time experienced RBTs report higher averages (often citing ~$54K (Average Registered Behavior Technician (RBT) Salary)), but those figures likely reflect upper-percentile earners or regions with very high wages. A more grounded figure is given by PayScale: an average RBT salary of ~$36,700/year (median ~$17/hr), with the lowest 10% around $28K and highest 10% around $45K (Average Registered Behavior Technician (RBT) Salary). In short, the typical RBT earns about half to one-third of what a BCBA makes, consistent with the role’s entry-level nature (high school or bachelor’s required, versus a master’s for BCBAs).
• State Variations: Just as with BCBAs, RBT pay varies state by state. Interestingly, the highest-paying states for RBTs are not identical to the BCBA list, though there is overlap. States that have high costs of living and strong healthcare sectors tend to pay RBTs more. According to recent BLS data, the top states for RBT annual salaries are:
  • California – ~$47,980 average (Average RBT Salary By State)
  • Massachusetts – ~$46,140 (Average RBT Salary By State)
  • New York – ~$44,520 (Average RBT Salary By State)
  • Connecticut – ~$43,370 (Average RBT Salary By State)
  • Hawaii – ~$42,590 (Average RBT Salary By State)

  After these, other high-paying areas likely include Alaska, Washington, Colorado, New Jersey, and Maryland, which all have averages in the high $30Ks to low $40Ks according to various sources. On the lower end, the worst-paying states for RBTs include Arkansas (~$29,890), Louisiana (~$30,430), West Virginia (~$31,880), Mississippi (~$32,110), and South Dakota (~$32,580) (Average RBT Salary By State) (Average RBT Salary By State). In those regions, RBT wages hover in the $14–$16/hour range due to lower living costs and, often, fewer competing service providers. It’s worth noting that states with the highest RBT pay also tend to have higher demand (and higher living expenses) – so while an RBT in California might earn nearly $48K, they also face California rents. Employers in these states raise wages to attract staff in a competitive labor market. Meanwhile, some states with burgeoning ABA markets (e.g. Texas, Illinois, Georgia) may still have moderate RBT pay (~$35K) but are increasing wages as demand grows.

• Experience & Advancement: As an entry-level role, RBT positions don’t have as dramatic a wage growth curve as BCBAs, but experience does yield modest raises. Industry data show that RBTs with <1 year of experience earn around $16.20/hr on average, while those with 5–9 years make about $18.11/hr, and those with 10–19 years around $18.84/hr (Average Registered Behavior Technician (RBT) Salary). Even 20+ year veteran RBTs report roughly $20/hr on average (Average Registered Behavior Technician (RBT) Salary). This means an experienced RBT might earn maybe 20–25% more than a newbie. In dollar terms, an entry RBT might start at ~$33K/year and after a decade be making ~$40K/year in the same region. The relatively flat trajectory is one reason many RBTs choose to pursue further education (e.g. becoming a BCBA) – the pay jump from technician to analyst is significant. Some employers do establish a tiered structure (e.g. junior vs. senior RBT, or RBT vs. “lead” RBT), which can provide small pay bumps for experience or additional responsibility. But unlike BCBAs, whose responsibilities (and salaries) can increase greatly with senior roles, RBT duties remain similar, so the wage range is tighter. It’s also common for RBTs to move in and out of the field (some use it as a stepping stone while in school, etc.), which keeps average tenure and thus average experience levels low.
• Work Hours and Pay Structure: It’s important to note that many RBTs do not work full-time year-round, which affects annual earnings. RBT jobs are often hourly positions that can be part-time (e.g. 20–30 hours/week) or subject to client cancellations and school calendars. This means two RBTs with the same hourly rate could have different annual incomes if one consistently gets 40 hours/week and another averages 25. Employers increasingly try to offer full-time opportunities with benefits to improve retention, but the nature of ABA (therapy mostly delivered to children after school hours, etc.) means some RBTs end up with inconsistent schedules (Hiring and Retaining Talent: Reducing Turnover in ABA Therapy). Such challenges lead many RBTs to advocate for guaranteed hours or salaried positions. When comparing salaries, one should consider that an “average $38K/year” for RBT might assume full-time work, whereas many RBTs working fewer hours might earn less in a given year even if their hourly rate is competitive.

Comparison: BCBA vs. RBT

The salary gulf between BCBAs and RBTs is a function of their different roles. Below is a comparison table summarizing typical salaries for BCBAs and RBTs at different experience levels, as well as examples from a high-paying state vs. a lower-paying state:

Sources: BACB/PayScale data for experience tiers (Average Registered Behavior Technician (RBT) Salary) (Average BCBA Salaries: What You Need To Know); state averages from BLS and salary surveys (Average RBT Salary By State) (BCBA Salary by State 2024).

As shown above, an entry-level BCBA often earns roughly $20,000+ more per year than an entry-level RBT in the same region. This gap can widen with experience – e.g. a senior BCBA may earn more than double what an experienced RBT makes. Geographic location impacts both roles similarly (salaries go up in high-demand, high-cost states). For instance, a BCBA in New Jersey averages about $83K while one in a lower-paying state like Alabama averages around $59K; an RBT in California might make $48K vs. $30K in Arkansas. But regardless of location, the BCBA remains higher on the pay scale due to the advanced qualifications.

Conclusion from salary trends: For those choosing a career path, becoming a BCBA offers a much higher salary ceiling than remaining an RBT. However, the RBT role provides a foot in the door and valuable experience, and some regions are starting to increase RBT pay to improve retention (with a few offering $20–$25/hr for very experienced technicians, especially in private agencies). BCBAs, on the other hand, are benefiting from the current shortage – many can negotiate starting salaries or bonuses given the competition between providers. Both roles have seen incremental raises year over year (e.g. RBT average wage rose ~3–4% annually from 2018–2022 (Average RBT Salary (By State & Country) | Discovery ABA), and BCBA salaries in many states have crept upward as well). This positive salary trajectory is likely to continue so long as demand outstrips supply.

Demand for ABA Professionals

The job market demand for ABA professionals (BCBAs and RBTs) is extremely high and still growing. Job postings data and hiring trends from major boards illustrate a robust market:

• Job Postings Volume: At any given time, there are tens of thousands of ABA job openings nationwide. In early 2025, for example, Indeed.com listed over 23,700 “Board Certified Behavior Analyst” jobs across the U.S. (Board Certified Behavior Analyst Jobs, Employment | Indeed). Additionally, there were around 28,400 listings for “Registered Behavior Technician” positions on Indeed (Rbt Jobs, Employment – Indeed). These figures are staggering – for perspective, the BACB has about ~71,000 certified BCBAs in total (as of end of 2023) (Hiring and Retaining Talent: Reducing Turnover in ABA Therapy), meaning a significant portion of all certificants would need to change jobs to fill the current openings. On Glassdoor and LinkedIn, similarly high numbers of ABA roles are advertised, ranging from entry-level therapist gigs to clinical director posts. This abundance of postings reflects providers urgently trying to staff new cases and expand services. The trend line has been sharply up: one industry report noted a 14% rise in BCBA job postings from 2022 to 2023 (The Rate of Job Growth for BCBAs | Advanced Therapy Clinic), on top of double-digit annual increases in years prior, and then a further surge into 2024. RBT job postings likewise have multiplied as ABA agencies scale up. The net result is that job seekers in ABA are in an employee’s market – there are often multiple openings available for every qualified candidate, giving applicants options in choosing employers or negotiating terms.
• Top States by Demand: The geographic distribution of ABA job demand shows some clustering in certain states. As noted earlier, California consistently has the highest number of openings – in 2024 it had roughly 19,500 BCBA job postings (nearly one-fifth of U.S. demand) (US Employment Demand for Behavior Analysts). Other top states include Massachusetts, Texas, Florida, New Jersey, Illinois, Georgia, Pennsylvania, North Carolina, and Virginia, all of which had hundreds or thousands of postings. It’s useful to look at the ratio of job openings to available workforce. Some states have a high number of jobs but also a high number of BCBAs – for example, Massachusetts has many BCBAs per capita but still showed over 6,000 postings in 2024 (US Employment Demand for Behavior Analysts), indicating rapid growth. In contrast, states like Texas and Georgia historically had fewer BCBAs per population; their strong demand (3,600+ TX postings, 3,000+ GA in 2024 (US Employment Demand for Behavior Analysts) (US Employment Demand for Behavior Analysts)) means organizations there are scrambling to recruit from out-of-state or train new analysts. This “demand outpacing supply” scenario is common: in 2023, the number of BCBA postings nationally (65,300) was about equal to the total number of certified BCBAs, highlighting a mismatch where nearly every BCBA could be employed (and then some) (The Rate of Job Growth for BCBAs | Advanced Therapy Clinic) (The Rate of Job Growth for BCBAs | Advanced Therapy Clinic). States with newer insurance mandates or developing ABA markets (e.g. many midwestern and plains states) are seeing the fastest percentage growth in postings – for instance, postings in Kansas and Utah grew by over 70% from 2022 to 2023 (US Employment Demand for Behavior Analysts) – even if absolute numbers are smaller than in California or New York. The bottom line: nearly every region is hiring, but the highest concentration of jobs remains in states that have been longtime autism service hubs or have large child populations.
• Types of Employers Hiring: A wide range of employers are fueling the hiring boom for ABA professionals:
  • Private ABA Clinics & Agencies: The majority of postings come from private service providers – companies or practices specializing in ABA therapy (primarily for children with autism). These range from small local clinics to large multi-state organizations. They hire both BCBAs (to design programs, supervise, and manage cases) and large numbers of RBTs (to deliver 1:1 therapy). Many of these companies have expanded rapidly, opening new centers or providing in-home services in new territories, thus constantly recruiting. Examples include autism therapy networks, behavioral health companies, and therapy staffing agencies. This sector often has the most aggressive hiring, sometimes offering sign-on bonuses or tuition reimbursement to attract talent.
  • Schools and Educational Services: School districts and special education cooperatives are increasingly hiring BCBAs directly as behavior specialists or program coordinators. An ABA company blog notes BCBAs are now in demand across various settings including schools, where they support students with ASD and train school staff (The Rising Tide of BCBAs: Riding the Wave of Job Growth). RBTs might also be hired as classroom aides or 1:1 support for students (though sometimes under titles like behavior technician or paraprofessional). The push for inclusive education and better behavioral supports has led even public sector employers to compete for certified ABA staff. However, schools may hire fewer RBTs under the RBT title (opting for more general paraprofessional roles that do similar work). Still, some RBTs find roles in private schools, autism day schools, or early intervention centers aligned with education.
  • Healthcare Systems and Hospitals: Children’s hospitals, developmental pediatric clinics, and mental health centers are also hiring ABA professionals. Hospitals might employ BCBAs for feeding programs, neurodevelopmental clinics, or inpatient units where behavioral expertise is needed. Some large healthcare systems have outpatient autism centers staffed by BCBAs and RBTs. Additionally, pediatricians often refer patients to hospital-based ABA programs, driving growth in these settings. While smaller in scale than private agencies, these healthcare employers offer stable, often multidisciplinary environments (BCBAs working alongside psychologists, SLPs, etc.).
  • Home Healthcare and Community Services: Some RBTs are employed by home health agencies or nonprofits that provide in-home support to families. These entities may bill Medicaid or insurance for ABA provided in the home/community. They often seek BCBAs to supervise and RBTs to implement plans across home and community environments (for example, helping a teenager with autism with life skills in the community).
  • Telehealth ABA Providers: A new category of employers are those delivering ABA services via telehealth or a hybrid model. During COVID-19, many traditional providers went virtual, but now some companies specialize in remote services (for areas with provider shortages). Indeed currently lists over 5,700 “Remote/Telehealth BCBA” jobs (Remote Telehealth Bcba Jobs, Employment | Indeed), indicating that a significant chunk of roles allow BCBAs to work from anywhere. Telehealth companies hire BCBAs to do parent coaching, treatment planning, and video-based supervision of local RBTs. RBTs can also be telehealth providers in some models (for example, guiding parents to do therapy). The rise of tele-ABA means an employer could be in one state while hiring practitioners who live in another, broadening options for job seekers.
  • Others: A smaller number of behavior analysts find employment in research institutions, government agencies (e.g. regional centers, insurance review boards), or private industry (e.g. companies applying behavioral principles in organizational behavior management or UX research). These jobs are a minority but contribute to the overall demand for the skillset.
• Demand vs. Workforce Supply: It’s worth noting that not only has demand grown, but the workforce itself has grown – yet still not fast enough. The BACB’s registry shows that as of December 2023 there were 71,660 BCBAs and 187,034 RBTs certified worldwide (the vast majority in the U.S.) (Hiring and Retaining Talent: Reducing Turnover in ABA Therapy). This is a huge increase from five years ago; between 2018 and 2021 alone the number of BCBAs in the U.S. increased by 65% (The Rising Tide of BCBAs: Riding the Wave of Job Growth). Training programs have been churning out new graduates and the BACB exam throughput is at record highs. Even so, demand has outpaced supply – job openings continue to exceed the number of job-seekers. This imbalance is why many providers report unfilled vacancies and waitlists for services. Regions with a lot of ABA training programs (e.g. New England, California) have more new BCBAs entering, but then those areas also have expanding programs creating more jobs – so the gap persists. Some agencies address the gap by hiring provisionally (e.g. hiring people as behavior technicians while they finish BCBA coursework, or using BCaBAs/assistant analysts in roles due to BCBA scarcity). The high demand is also evidenced by the rise in contract and travel positions – companies are willing to contract BCBAs to fly in for supervision or consult remotely if they can’t hire locally. For RBTs, many organizations have continuous hiring cycles, training cohorts of new technicians every month to keep up with client intakes.

In summary, demand for ABA professionals is at an all-time high. Nearly every ABA provider is hiring, with particularly fierce competition in states like California, Massachusetts, Texas, Florida, New Jersey, and others known for autism services (US Employment Demand for Behavior Analysts). Major job boards show abundant listings, and new positions are being created as ABA services penetrate schools, telehealth, and broader settings. For job seekers, this means ample opportunities across the country. For employers, it means ongoing recruitment challenges to find and keep qualified staff. It truly is a candidate’s market – a trend that looks poised to continue in the near future.

Job Satisfaction & Market Challenges

While the ABA job market offers many opportunities, it is not without challenges. High demand and rapid growth have brought issues related to job satisfaction, burnout, and retention for ABA professionals. Understanding these challenges is crucial for sustaining the workforce. Here we explore some common issues and insights on career sustainability:

• Burnout and Workload: Burnout is a significant concern in the ABA field. Research shows that a large proportion of ABA professionals experience symptoms of burnout, often due to intense workloads and emotional strain. In one 2021 study, 72% of surveyed BCBAs and RBTs reported medium to high levels of burnout (BCBA & RBT Burnout: Signs, Factors & Solutions for ABA Pros). Another survey found about two-thirds of early-career BCBAs were already moderately to highly burned out (BCBA & RBT Burnout: Signs, Factors & Solutions for ABA Pros). The nature of the work – dealing with challenging behaviors, high caseloads, and sometimes long hours of data collection and documentation – can lead to emotional exhaustion. A BCBA often juggles multiple cases (each with their own set of parents, therapists, and goals), writes lengthy behavior intervention plans, and may supervise a team of technicians. Many ABA clinicians have described feeling overwhelmed by unmanageable caseloads at times (BCBA & RBT Burnout: Signs, Factors & Solutions for ABA Pros). For instance, a BCBA might be overseeing 6–8 clients with 20–40 hours of therapy each per week, essentially acting as program manager, trainer, and often direct therapist in crises – this can easily become a 50+ hour/week job. RBTs face burnout as well, often from the front-line intensity of the work – handling meltdowns, aggression, or repetitive tasks day in and day out can be taxing, especially if they don’t feel supported. Burnout manifests as fatigue, cynicism, and reduced efficacy (BCBA & RBT Burnout: Signs, Factors & Solutions for ABA Pros), and in extreme cases leads people to quit the field entirely (BCBA & RBT Burnout: Signs, Factors & Solutions for ABA Pros). It’s telling that burnout is discussed as a “long-smoldering problem” in ABA and is now getting attention from clinic owners who realize high turnover hurts their clients too. Efforts to mitigate burnout include better supervision ratios, providing mental health days, and fostering peer support among staff.
• Turnover and Retention: High turnover is a direct consequence of burnout and job dissatisfaction. The ABA industry has notably high turnover rates, especially among RBTs (the direct care staff). According to a 2022 benchmarking report, the median length of employment for an RBT was just one year, equating to an annual turnover rate of about 65% for RBT-level staff in 2021 (Hiring and Retaining Talent: Reducing Turnover in ABA Therapy). This is extraordinarily high compared to an average industry target of <10%. In practical terms, many ABA agencies see a constant cycle of hiring and losing technicians – a costly and disruptive pattern. The reasons include low pay for the demands of the job, lack of clear career progression, and the aforementioned burnout. RBTs often leave for better-paying jobs in other fields or return to school to advance. BCBAs also turn over, though at lower rates than RBTs. Some surveys indicate BCBA annual turnover in agencies can be around 25–30%, which is still significant. This churn has led organizations to pay more attention to employee satisfaction. Retention strategies being discussed in the field include offering more competitive salaries/raises, providing mentorship and professional development (to give a sense of growth), and improving work-life balance (e.g. limiting caseloads, offering flexible schedules). One bright spot: agencies that invest in retention can drastically improve outcomes. For example, one provider reported an RBT retention rate of 97% by focusing on RBT empowerment and support, far above the ~64% industry average retention (RBT Empowerment Drives Organizational Growth – CentralReach). This shows that the turnover problem, while pervasive, can be mitigated with intentional effort.
• Compensation and Benefits Concerns: Although demand is high, many ABA professionals feel compensation has not kept up with the workload and cost of living. RBTs in particular voice that their wages (often in the mid-to-high teens per hour) do not reflect the effort and skill required to manage challenging behaviors daily (Hiring and Retaining Talent: Reducing Turnover in ABA Therapy). It’s a field where someone with a bachelor’s degree might be getting paid similar to entry-level service jobs, despite working in a healthcare capacity. In online forums and exit interviews, RBTs frequently mention pay as a reason for leaving – either to a different ABA agency offering $1 more per hour or leaving ABA entirely for a higher-paying job. Benefits like health insurance, paid time off, and mileage reimbursement also vary by employer and can impact job satisfaction. For BCBAs, salaries are better, but some feel the pay doesn’t fully compensate for stress and extra hours (note: many BCBAs are salaried, so unpaid overtime can be an issue during busy periods). Additionally, in some regions, school-based BCBAs are on teacher salary schedules which might cap below their private-sector counterparts, causing some to feel underpaid relative to their qualifications. Guaranteed hours is another compensation issue – some RBTs are hourly employees who only get paid when a client session occurs, meaning if clients cancel, their paycheck shrinks. Inconsistent income can be frustrating and push people out of the field (Hiring and Retaining Talent: Reducing Turnover in ABA Therapy). Employers are increasingly aware that to keep staff, they need to make compensation more sustainable and predictable (e.g. offering full-time positions with benefits rather than 1099 contractor roles).
• Work-Life Balance: Tied to burnout, many ABA professionals struggle with work-life balance. The work can be physically and emotionally draining, so without proper downtime, burnout accelerates. BCBAs often have responsibilities that extend beyond the 9–5 window – writing reports in the evenings, fielding parent concerns, or traveling between client sites. During the pandemic, the blurring of home/work boundaries (with telehealth and remote work) sometimes increased workload as well. RBTs may have schedules split across mornings and late afternoons, making it hard to have a normal personal routine. Some agencies historically required extensive travel between clients’ homes, adding to exhaustion (driving to multiple homes each day). These factors contribute to people leaving if they find a role with better hours or less stress. To address this, some companies have started offering more flexible scheduling or administrative time for BCBAs (so they’re not doing paperwork on personal time). The field is also exploring ways to use assistants or technology to ease BCBA workloads (for example, digital data collection reducing time spent crunching numbers manually).
• Career Growth and Development: One challenge has been defining clear career growth pathways in ABA. For RBTs, the next step is often becoming a BCBA, but that requires significant schooling (a master’s degree) and is not feasible for everyone. Aside from that, RBTs don’t have many tiers (some might become a “senior RBT” or trainer, but these opportunities depend on the organization’s size). This can lead to stagnation – an RBT might feel they are in a dead-end job if they don’t want or can’t pursue the BCBA route. Employers are starting to introduce intermediate roles (e.g. BCaBA – Board Certified Assistant Behavior Analyst, which is a bachelor’s-level certification) to allow some upward mobility. Supporting staff to become BCaBAs or team leads can improve retention by giving a sense of advancement. For BCBAs, growth can mean moving into clinical supervision, directorship, or specialized expert roles. Many BCBAs eventually aim for roles like Clinical Director, Program Coordinator, or opening their own practice. Job satisfaction tends to be higher when individuals feel they are progressing – e.g., learning new skills, taking on new challenges – rather than doing the exact same thing for years. Organizations that offer continuing education, mentorship, and promotions tend to keep their talent longer. Additionally, the field has professional organizations and conferences; engagement in these can increase a BCBA’s sense of community and professional fulfillment, countering feelings of isolation or stagnation.
• Workplace Culture and Support: Another aspect of satisfaction is the culture of the workplace. Because ABA services are often delivered in-home or in the field, RBTs can feel isolated if not given chances to connect with peers. Agencies that foster team meetings, social events, and open communication see better morale. The relationship between RBTs and their supervising BCBAs is also critical – a supportive BCBA who provides mentorship can significantly improve an RBT’s job experience (and outcomes for clients). Conversely, if an RBT feels unsupported or disrespected, they are likely to leave. There has been an increasing dialogue in the community about ensuring RBTs and BCBAs feel “valued and heard” by their organizations (Hiring and Retaining Talent: Reducing Turnover in ABA Therapy). This includes respecting their input in client programming, acknowledging the difficulty of their work, and creating a positive work environment despite the stresses. Some agencies have even started employee wellness programs or committees to address staff concerns proactively.
• Job Stability and Security: On the positive side, job stability in ABA is relatively strong in terms of availability of work. Given the demand, certified ABA professionals rarely struggle to find a job if they are open to different settings or locations. This sense of job security – knowing that if one position doesn’t work out, another can likely be found quickly – can be empowering. Even during economic downturns, healthcare and educational services for autism tend to be more stable than many industries (much of ABA funding is insurance or government-based, which can be steadier than private pay industries). However, individuals may feel instability at the micro level due to things like fluctuating client hours or in some cases, companies that grow too fast and then have layoffs. But broadly, BCBAs and RBTs have very low unemployment rates because demand is so high. Another element of stability is the meaningfulness of the work – many in ABA report high job satisfaction from seeing client progress and making a difference in families’ lives, which can buffer some of the negatives. The mission-driven nature of helping children develop skills and reduce challenging behaviors is a strong motivator that keeps many professionals in the field despite the challenges.

In summary, the ABA job boom comes with growing pains. Burnout and turnover are real challenges, primarily for RBTs but affecting BCBAs too. Workloads can be heavy and the work itself is demanding. However, there’s increasing awareness of these issues: agencies and professional bodies (like the BHCOE and APBA) are developing guidelines to improve clinician wellbeing, and many employers are taking steps to enhance work conditions. For job seekers and practitioners, it’s wise to evaluate potential employers on factors like supervision quality, caseload sizes, and culture – not just salary – to ensure a supportive environment. The field is gradually maturing in how it treats its workforce, which will hopefully lead to more sustainable careers in ABA where professionals can grow and thrive long-term.

Predictions for the ABA Job Market in 2026

Looking ahead, the outlook for ABA professionals remains very strong. All indicators suggest that the growth trend will continue through 2026, though possibly at a moderated pace compared to the pandemic-era surge. Here are key predictions for job market growth and salaries, along with potential policy impacts:

• Continued Job Growth: The consensus among industry forecasts is that ABA roles will keep growing faster than average occupations. The U.S. Bureau of Labor Statistics does not explicitly separate “behavior analysts” in its projections, but related fields (psychology, behavioral disorder counseling, etc.) are projected to grow in the 15–25% range this decade. Multiple ABA industry sources predict ~20%+ growth in BCBA jobs over the next 8–10 years (The Rate of Job Growth for BCBAs | Advanced Therapy Clinic). For example, one projection suggests a 22% increase in BCBA employment demand over the coming decade (The Rate of Job Growth for BCBAs | Advanced Therapy Clinic), and an academic program website notes “at least 25%” growth in demand over the next six years (Certificate in Behavior Analysis | Department of Psychology | West Virginia University). By 2026, it’s reasonable to expect the number of BCBA positions to be roughly 15–25% higher than in 2023. That could mean, nationally, instead of ~65k BCBA job postings in 2023, we might see on the order of 80,000+ postings in 2026 (if not more, given the 2024 jump). RBT positions should grow correspondingly – since each BCBA usually oversees several RBTs, the creation of one BCBA job often means 3–5 new RBT jobs. Thus, RBT job counts will likely expand into the hundreds of thousands nationwide. Importantly, growth may not be linear each year; we could see spurts when big policies change (e.g. a new funding source opens) and slower years if, say, a recession causes private ABA companies to consolidate. But overall, demand will remain on an upward trajectory as autism prevalence grows and ABA services remain a gold-standard treatment.
• Filling the Talent Pipeline: By 2026, we anticipate the supply of certified professionals will increase substantially – but probably still not enough to meet demand fully. Universities have been expanding ABA programs (both at master’s and bachelor’s levels) to produce more BCBAs and BCaBAs. The Behavior Analyst Certification Board reported huge year-over-year increases in exam applications in recent years. If this continues, the BCBA workforce could easily exceed 100,000 certificants by 2026, which will help fill some of the gap. RBT certification numbers will also climb (there are already nearly 200k RBTs as of 2023 (Hiring and Retaining Talent: Reducing Turnover in ABA Therapy), and that could double in a few years given the rapid uptake of the RBT credential). Despite more entrants, demand may still outpace supply, especially in rural areas or states with few training programs. We may see more cross-state hiring and tele-supervision to leverage BCBAs in high-supply regions to serve high-need regions. Additionally, if turnover isn’t addressed, a chunk of new entrants will be offset by those leaving – so solving retention is key to meeting 2026 needs. Overall, job seekers with ABA certifications will continue to hold leverage, and new graduates should find ample opportunities.
• Salary Outlook: With demand high and a persistent workforce shortage, salaries are expected to continue rising modestly through 2026. We likely won’t see dramatic spikes (since many ABA services are tied to insurance reimbursement rates which often increase gradually, limiting how much providers can boost pay). However, competition for experienced BCBAs may push salaries upward by a few percentage points each year. It’s plausible that the national average BCBA salary, now around $75K, could edge closer to $80K+ by 2026, especially if inflation continues and agencies respond to retain talent. Regions that are currently lagging in pay might have to offer more to attract hires (narrowing the state-by-state gap somewhat). For RBTs, numerous states have been raising minimum wages, which will lift the floor for RBT pay as well. The national average RBT wage might move from ~$18/hr to $20+/hr by 2026, meaning an average annual salary perhaps in the mid-$40Ks. Some large employers might start offering benefits like tuition assistance to RBTs (encouraging them to stay and grow into BCBAs) which, while not salary, effectively increase total compensation. We also expect experienced professionals to command higher premiums – e.g. a BCBA with 5+ years may have offers well into the $90Ks in many locales, and top-tier clinicians in high-demand cities could break into the $110K+ range routinely. Already certain metropolitan areas like San Francisco, CA and Seattle, WA have average BCBA salaries exceeding $100K (BCBA and ABA Salaries by State), and this could become more common. If provider organizations find it too hard to hire BCBAs, some might also experiment with creative compensation such as annual bonuses, profit-sharing, or loan repayment benefits to sweeten offers. In summary, expect a steady uptick in pay, though within the constraints of reimbursement economics.
• Evolution of Roles: By 2026, the roles of “BCBA” and “RBT” might also evolve in scope. We may see more specialization among BCBAs – for instance, BCBAs focusing on severe behavior cases may be in special demand (with possibly higher pay for that niche), or those skilled in organizational behavior management (OBM) might take on roles improving systems within companies. RBT roles might diversify too: some RBTs could become registered behavior nurses or specialists if new credentialing pathways emerge, or they might be upskilled to handle more responsibilities via competency-based training. The BACB doesn’t currently have an official tier between RBT and BCBA (except BCaBA), but industry need might create something like “Lead RBT” positions as a norm. This can impact job market by creating micro-level promotions and salary grades.
• Impact of Telehealth and Remote Work: The pandemic’s legacy will likely be a permanent telehealth component in ABA. By 2026, tele-ABA could be firmly integrated, meaning more BCBAs might work remotely either full or part-time. This can expand job options for practitioners (a BCBA in a rural area could remotely serve clients in multiple states without relocating). It may also affect salaries – if location becomes less tied to where one can work, salaries might start to level based on national demand rather than local cost of living. However, licensure requirements (BCBAs usually need a state license now in many states) will factor in – interstate practice might require multiple licenses, which is a policy area to watch. Remote supervision technology and practice management software will improve, potentially allowing BCBAs to be more efficient (managing slightly larger teams of RBTs via digital tools), although ethics and quality of care impose limits. Telehealth can additionally help address geographic disparities: underserved areas might see increased service access, which means more RBTs hired locally (for in-person support) with BCBAs supervising from elsewhere.
• Policy and Funding Changes: There are a few specific policy developments on the horizon that could influence the ABA job market by 2026:
  • Insurance & Medicaid Policy: Thus far, insurance mandates for autism have been a boon, and by 2026 we might see refinements rather than new mandates (since all states already have them). One potential change is in Medicaid – some states are expanding Medicaid coverage of ABA to older children or adults, which would open new service lines (currently, ABA is often focused on young children). If Medicaid begins to cover ABA for adult populations with autism or other disabilities, that could create a substantial new demand for ABA professionals in adult day programs, supported employment, or community living settings. Policymakers are considering how to support the growing wave of teens with autism aging out of school; ABA-based interventions for life skills and job skills might get more attention (and funding), translating to new jobs.
  • Licensure Laws: Many states have enacted licensure for behavior analysts (as of 2024, over 35 states license BCBAs). By 2026, it’s likely nearly all states will have some form of licensure requirement for practicing independently as a behavior analyst. While this doesn’t directly create jobs, it professionalizes the field, which can indirectly support higher reimbursement rates and integration into more settings (for example, licensed BCBAs could more easily be recognized by insurance networks and healthcare systems). Licensure also brings ethical and training standards which might improve quality of services and perhaps public funding confidence – possibly leading to program expansions. From a job seeker perspective, licensure means an extra administrative step, but also may confer a status similar to other licensed professionals (which often correlates with better pay and recognition).
  • Education Policies: On the education front, if more states pass laws requiring schools to address behavioral needs or fund autism intervention in schools, it could drive hiring of ABA staff in school districts. Already, some states have guidelines for a BCBA presence in certain special ed programs. By 2026, advocacy might result in more school-based BCBA positions being funded (e.g. via special education grants). Conversely, schools facing budget constraints sometimes cut external contracts (some schools contract with ABA agencies); if that occurs, those jobs shift back to private sector or require BCBAs to seek employment with the district directly.
  • Quality and Compliance: As ABA grows, there is also greater scrutiny on quality of care and ethical practices (for instance, ensuring programs are client-centered and not overly rigid). Accrediting bodies like BHCOE are pushing standards. If funders begin tying reimbursement to outcomes or accreditation, agencies will need to invest in training and retaining qualified staff – which could mean more ongoing professional development jobs (e.g. BCBA mentors, trainers within organizations) by 2026.
  • Legislative support for workforce: There’s recognition of an autism service provider shortage; we might see state or federal initiatives to address this, such as scholarship programs, student loan forgiveness, or apprenticeship models for ABA careers. Should such programs roll out, they could boost the number of people entering the field and possibly help diversify the workforce (addressing barriers for underrepresented groups to join ABA professions).
• Market Maturation: By 2026, the ABA industry will be a bit more mature. The rapid, sometimes chaotic growth of the late 2010s/early 2020s will likely stabilize into more consolidation. We may see larger organizations acquiring smaller ones, which could impact jobs (large firms might offer more standardized salary bands and benefits, for example, potentially improving some conditions). The competitive landscape might shift from a gold-rush mentality to focusing on sustainability – companies will compete not only to hire, but to become employers-of-choice to reduce churn. This could mean better HR practices and possibly slower expansion in favor of stabilizing existing programs. For job seekers, it might translate to more predictable career paths, but also the need for strong credentials as competition among applicants could increase in certain desirable areas once supply catches up.

In sum, the 2026 ABA job market is expected to be robust and growing. ABA therapy will likely solidify its role in standard healthcare and educational services for autism and beyond, ensuring that BCBAs and RBTs remain in demand. Salaries should rise modestly, and the hope is that working conditions will also improve as employers and policymakers address current challenges. If you’re entering this field, the near future looks bright in terms of opportunity – though it will be important to stay adaptable (e.g. embrace telehealth, pursue continuing ed) and mindful of self-care as the field continues to evolve at a fast pace.

Conclusion & Key Takeaways

The ABA therapy job market in the U.S. is booming, with strong growth in both Board Certified Behavior Analyst and Registered Behavior Technician roles. Over the past five years, demand for ABA professionals has soared to unprecedented levels, driven by higher autism diagnosis rates, expanded insurance coverage, and a widening acceptance of ABA across settings. This has created a wealth of opportunities – jobs are plentiful across most regions, and employers are actively seeking qualified candidates.

However, rapid growth has come with challenges: salaries for BCBAs and RBTs, while improving, vary widely by location and setting; and issues like burnout and high turnover signal the need for more sustainable work environments. Going forward, the outlook remains positive. The field is projected to continue expanding through 2026, bringing even more jobs and likely higher pay as competition for talent persists.

Key takeaways for different stakeholders:

• For Job Seekers (BCBAs/RBTs): This is an excellent time to enter or advance in the ABA field. Opportunities abound nationwide – if you’re open to relocating, high-demand states like California, Massachusetts, Texas, Florida, and New Jersey (US Employment Demand for Behavior Analysts) offer many openings (and some of the highest salaries). New BCBAs can expect around $70–$75K nationally (more in top markets), and new RBTs around $35–$40K with potential to grow into the $40Ks. To maximize your career growth, focus on obtaining and maintaining certification, seek employers who offer mentorship, and don’t hesitate to negotiate on pay or ask about career advancement pathways (such as moving from RBT to BCBA roles). Also, be mindful of burnout – inquire about caseload sizes, supervision ratios, and work-life balance at prospective employers. With multiple offers on the table, you can prioritize workplaces known for supporting their staff. Consider specializing or developing niche skills (like feeding therapy, OBM, etc.) to stand out and command higher positions in the future. Lastly, leverage the flexible modalities – for example, remote BCBA positions can broaden your options if local opportunities are limited.
• For Employers (ABA Providers/Agencies): The competitive job market means that attracting and retaining quality staff must be a top priority. To hire effectively, offer competitive compensation and benefits – check the going rates in your state and aim to meet or exceed them for both BCBAs and RBTs. Beyond pay, address the factors that drive turnover: provide manageable caseloads, ample training for new staff, and growth opportunities (e.g. promotions to senior therapist, subsidized education for RBTs to become BCBAs). Invest in your company culture – a positive, team-oriented environment where employees feel valued can set you apart. Given the burnout statistics, implement measures to support employee well-being (resilience training, proper time off, perhaps even employee assistance programs). Also, consider creative staffing solutions: hire and train behavior techs from related fields, utilize assistant behavior analysts (BCaBAs) to lighten BCBA load, and embrace tele-supervision to use your BCBA staff efficiently across multiple locations. Employers who become known for treating their therapists well will likely enjoy better retention and be more successful long-term, even if it means slightly higher costs upfront. Remember that maintaining experienced staff not only reduces hiring costs but also improves client outcomes – a win-win that can be a selling point to funders and families.
• For Policymakers and Stakeholders: With autism prevalence rising and ABA being a critical service, policymakers should view supporting the ABA workforce as a priority. Consider initiatives like loan forgiveness or scholarship programs for students pursuing ABA careers, especially those willing to serve in underserved areas – this can help alleviate regional shortages. Ensure that state Medicaid and insurance reimbursement rates are kept at levels that allow providers to pay livable wages to RBTs and competitive salaries to BCBAs; stagnating rates could otherwise hamper service availability. Additionally, invest in oversight and quality improvement – encourage providers to become accredited and implement best practices, which often include better working conditions for staff. Support the licensure of behavior analysts in any remaining states – licensure both protects consumers and professionalizes the field, potentially attracting more entrants. Finally, facilitating telehealth and interstate practice compacts for behavior analysts could help distribute expertise to areas with shortages (for example, enabling a BCBA licensed in one state to more easily provide services in another). By focusing on these areas, policymakers can help ensure a stable, well-trained ABA workforce ready to meet the needs of individuals with autism and other behavioral needs in the coming years.

In conclusion, the ABA therapy job market from 2020 to 2025 has been one of remarkable growth. Demand is high, jobs are plentiful, and the work itself is incredibly meaningful. ABA professionals are making a tangible difference in people’s lives, and that intrinsic reward, coupled with a strong job outlook, makes this field especially compelling. By addressing the current challenges (burnout, pay disparities, workforce development), the ABA community can move toward a future in 2026 and beyond where services are not only widely available, but also delivered by a thriving, supported workforce. Whether you are a job seeker plotting your next career move, an employer strategizing staffing, or a policymaker shaping the landscape – the trajectory of ABA jobs is clearly upward, and careful planning can ensure that this growth benefits everyone involved, most of all the individuals who rely on ABA services for a better quality of life.