How Much Does an MLT Make in South Carolina in 2026?

A typical MLT in South Carolina earns about $26.58 per hour ($55,280 per year), according to the latest government wage data (May 2025). Calculated from this annual total, that rate amounts to approximately $4,607 per month. On a weekly basis, that pay translates to around $1,063 for full-time laboratory work. These figures establish the baseline compensation level for clinical laboratory technicians working across the state.

Statewide earnings sit 12% below the national typical wage of $30.26 per hour ($62,930 per year). That compensation level places South Carolina 41st among all 51 states and ranked territories. Lower earnings in the state generally track lower regional living costs. South Carolina supports an active workforce of 4,380 laboratory technicians employed in clinics, health networks, and diagnostic facilities.

Entry-level positions in South Carolina typically offer around $17.51 per hour, which equals $36,420 annually. Technicians in their first few years on the bench often see wages rise toward $21.22 per hour, or $44,140 per year. With routine clinical experience and technical proficiency, earnings move steadily toward the state typical rate of $55,280 annually. This initial progression provides a reliable financial trajectory for new laboratory graduates entering the workforce.

Experienced technicians often earn upwards of $34.97 per hour, or $72,750 per year. The top 10% of earners make over $39.39 per hour, which translates to more than $81,930 annually. This creates an entry-to-top spread of $45,510 across the state laboratory workforce. Differences in practice setting, advanced bench certifications, and metropolitan location account for the variance between these pay tiers.

Across the recorded decade, typical annual pay in South Carolina climbed from $45,720 in 2017 to $55,280 in 2025. This upward trend generated a total dollar increase of $9,560 over that eight-year observation period. In percentage terms, typical statewide compensation achieved an overall gain of 21%. Wages held steady through several intervening years before accelerating upward in the most recent reporting periods.

South Carolina's 21% gain closely aligned with the national decade rise of 22%. Laboratory pay across the state expanded at a rate consistent with wider nationwide compensation patterns. For someone starting in the field now, pay has moved up over time, though past trends offer no guarantees of future wage increases. Historical patterns show that laboratory earnings in the state have remained stable relative to broader economic conditions.

Laboratory pay runs highest in Richmond County, where typical earnings reach $67,040 per year ($32.23 per hour). That compensation level places local earnings 21% above the statewide typical figure. Technicians in Spartanburg also see competitive compensation, earning $64,490 annually ($31.01 per hour). Concord follows closely with typical annual wages of $62,360 ($29.98 per hour).

At the lower end of the geographic range, Hilton Head Island reports typical earnings of $49,730 per year ($23.91 per hour). This difference establishes a city spread of $17,310 between the highest and lowest paying local areas. Concord maintains the largest workforce in the state, supporting 2,020 positions across its healthcare facilities. All local figures cover each city's full metro area, where lower pay usually tracks lower living costs.

Georgia offers typical annual earnings of $62,180, which sits 12% higher than South Carolina. North Carolina also reports higher wages, where laboratory technicians earn $60,650 per year, or 10% above the South Carolina typical rate. Consequently, South Carolina pays lower laboratory wages than both of its immediate border states. Licensure in one state can often be transferred or endorsed into a nearby one.

A typical medical laboratory technician in South Carolina currently earns $55,280 per year. This baseline reflects a decade rise of $9,560, establishing consistent wage growth across regional clinical settings. Prospective practitioners can visit the state licensing or registry page for credential requirements. Checking individual city pages provides local figures to assist in evaluating specific hospital systems and regional job opportunities.