Union vs Non-Union Roofing Pay
WORKON ROOFS · Pay
Compare the actual offer and benefits package. A label alone does not tell you what a roofing job is worth to you.
Put both offers in the same columns
| Component | What to request | How to compare |
|---|---|---|
| Cash wage | Classification, base rate and progression | Same occupation, locality and experience level |
| Health coverage | Eligibility hours, waiting period, employee cost and dependents | Coverage you will actually qualify for |
| Retirement | Contribution, vesting and portability rules | Separate employer contribution from spendable wages |
| Dues or fees | Applicable membership or program costs | Include only costs actually applicable to you |
| Paid work | Dispatch/employment arrangement, seasonality and expected hours | Do not assume either model guarantees continuous work |
| Training | Who pays, when it occurs and recognized completion | Compare access and supervised practice, not slogans |
A package comparison with fictional numbers
Offer A: $32/hour cash plus an employer benefit contribution valued at $10/hour. Offer B: $36/hour cash with a different benefit package. At 1,800 paid hours, cash wages would be $57,600 and $64,800 respectively. The $18,000 contribution under A is not automatically cash you can spend, and it is not enough information to value coverage. Read eligibility and vesting rules before calling either offer better.
These figures are a worksheet demonstration, not union or non-union market rates. A contract’s total package, a job ad’s hourly wage and a BLS wage statistic are different measures.
Check the local arrangement directly
Ask the union training office or contractor for the current agreement or wage sheet relevant to your classification and area. For a non-union employer, request equivalent written details on pay progression and benefits. Chicagoland Roofers JATC is one concrete sponsor to research; its program and intake rules should not be generalized nationally.
Choose based on the actual offer, work access, supervision and long-term fit. Neither affiliation alone establishes the quality of every crew or employer.
Separate wages and benefits
Write down the cash wage, employer benefit contributions, employee deductions, retirement arrangements, paid time off, and expected hours. Do not add benefit values to take-home pay. Ask for an explanation of any dues, fees, waiting periods, or eligibility conditions.
Compare training and progression
Ask how apprentices advance, what training is provided, and how workers qualify for higher responsibility. In a union setting, request the applicable local wage schedule and agreement details. With a non-union employer, ask for the company’s pay progression and review process.
Compare the work itself
- How steady is the anticipated work?
- What travel or dispatch arrangements apply?
- Which roofing systems and projects will you work on?
- What happens when a project ends or weather interrupts work?
Neither option is automatically best for everyone. Compare written terms in your own market, and seek qualified advice about any agreement you are considering.
Compare the same measures
Place cash wages, employer benefit contributions, employee deductions, paid time off, and anticipated paid hours on separate lines. Ask when benefits begin and what happens between projects. Use the applicable local agreement or written employer offer; a national “union premium” cannot settle an individual comparison.
Sources and further reading
Research checked October 23, 2026. Examples and worksheets are editorial illustrations, not surveyed results.