Side-by-side compensation comparison across national and state-level data.
Data Analysts out-earn Business Analysts by $6,400 (6%) on median.
Percentiles for 2026. Higher percentile values reflect senior/specialized roles.
| Percentile | Data Analyst | Business Analyst | Difference |
|---|---|---|---|
| 25th | $75,600 | $76,400 | $800 |
| Median (50th) | $107,200 | $100,800 | $6,400 |
| 75th | $140,800 | $132,600 | $8,200 |
| 90th (top earners) | $176,500 | $167,600 | $8,900 |
Which job wins in each state (based on median annual salary).
| State | Data Analyst | Business Analyst | Higher Pay |
|---|---|---|---|
| California | $150,000 | $131,000 | Data Analyst |
| Texas | $115,700 | $108,800 | Data Analyst |
| Florida | $109,300 | $102,800 | Data Analyst |
| New York | $139,300 | $131,000 | Data Analyst |
| Pennsylvania | $111,500 | $104,800 | Data Analyst |
| Illinois | $116,800 | $109,900 | Data Analyst |
| Ohio | $99,700 | $93,700 | Data Analyst |
| Georgia | $110,400 | $103,800 | Data Analyst |
| North Carolina | $106,100 | $99,800 | Data Analyst |
| Michigan | $102,900 | $96,800 | Data Analyst |
| New Jersey | $135,000 | $127,000 | Data Analyst |
| Virginia | $121,100 | $113,900 | Data Analyst |
| Washington | $144,700 | $126,000 | Data Analyst |
| Arizona | $108,200 | $101,800 | Data Analyst |
| Massachusetts | $139,300 | $120,900 | Data Analyst |
Nationally, Data Analysts out-earn Business Analysts by approximately $6,400 per year (6% difference). However, this varies by state, experience level, and specific employer.
Both fields have positive 2026 growth outlooks. Data Analysts are projected at +2.5% YoY wage growth, while Business Analysts are at +3.0%. Beyond wage growth, consider opportunity density (job openings) and your geographic flexibility.
Data Analyst typically requires: Transforms raw data into business insights using SQL, Excel, BI tools.. Business Analyst typically requires: Bridges business and tech. Often a launchpad to PM or consulting.. Compare the formal requirements against your existing skills and education to assess the switching cost.
Salary is one input among many. Job satisfaction, skills transferability, geographic fit, and long-term ceiling matter as much as median pay. Use this as a benchmark, then dig into job descriptions and talk to people in both fields before deciding.