Ask HN: (How much) do you get paid for being on call?

At one place I worked, I specifically asked in the interview if we would be on call. &quot;Nope.&quot; Within 2 months of being hired, everyone on my team went on call, with no talk of compensation bumps. I was put in the awkward position of attempting to renegotiate my salary after just getting hired, or not being a team player. Don&#x27;t let this happen to you.<p>It&#x27;s good that you&#x27;re thinking about compensation for this work, because it is work, it is extra, and it should never be done for free. Don&#x27;t let your employer guilt you into it because &quot;everyone else is on call too.&quot; Everyone should have a compensation bump then.

It&#x27;s normal to be compensated for this.<p>At Google my team got $1600&#x2F;wk because of the required SLA. At a startup I worked at, we didn&#x27;t get paid extra, but we got an extra day of PTO for every week on call. (This is technically pointless, as we had unlimited PTO, but we did the rotation Thursday-Thursday and specifically didn&#x27;t have meetings etc. on Friday so that the 2 people that were oncall last week could take a day off and not miss anything.)<p>Frankly, I preferred the cash. Many people on the team didn&#x27;t want to be oncall, and so that meant more money for people that didn&#x27;t mind, like me. It was good at the time, but certainly not for everyone.<p>Big companies with critical services do 24 hour oncall by having 3 offices and by having the oncall folks only be on call for their normal 8 hours. (12 hours is also somewhat do-able.) Even with this setup, extra compensation is expected. You can&#x27;t go for a walk, or take lunch away from a computer, see your doctor, etc. And, you probably weren&#x27;t going to work the weekend. So even 8 hours oncall requires compensation. I believe the Google SRE book goes into detail on the strategies that Google uses; SRE teams and SWE teams have different models.<p>At startups, this doesn&#x27;t really work, because you&#x27;re by definition a big company by the time you have 3 offices with dedicated SRE teams. (These places might call themselves startups so they can underpay you, but ... they&#x27;re not.)<p>If I were starting my own company and needed oncall, I&#x27;d just expect that the founders&#x2F;executive team take on the off-hours duties. You&#x27;re the one whose company goes out of business if you have a bad outage. Being mad at some underpaid software engineer after the fact doesn&#x27;t bring your customers back. And basically, it&#x27;s unreasonable to ask people to be oncall. Some people with no life will do it, and they appreciate the cash, but other people literally don&#x27;t have the ability to be available 24&#x2F;7 unless you hire them an employee to take care of their kids or sick relatives or whatever.<p>With tech looking like a seller&#x27;s market again (thanks AI!), I don&#x27;t think you&#x27;ll be able to build a team of talented and experienced developers if you require oncall. So get ready to do it yourself, or pay accordingly.

No extra comp for oncall but can get comp time off (2 hours off for every hour worked). I also asked if I would be oncall during the interview process but it was glossed over. Was really disappointed when I joined and found out that the ops load was high.

Base comp. I&#x27;m on call 365&#x2F;7&#x2F;24. But I get called about twice per year. If I can&#x27;t be resposible for it, I just make arrangements. It&#x27;s a good salary and I dont think twice about it. I&#x27;m tier 3, and tier 2 should be the last call made if everything works out.<p>20 years earlier I was a kid working at an ISP earning 31k USD salary with the same 365&#x2F;7&#x2F;24, and getting paged about three times a week off hours, and most of them being drive outs, either to the POP an hour out, or our furthest problem client 3 hours away. I had no idea that it was a bad deal. Even with all the learning I was doing ... it was a bad deal. Most of those pages during the winter were our AC freezing cause we wouldnt pay maintanence on it. 120kbtu in a 12x16 room, the AC would freeze shut, and I&#x27;d drive in at 2am to leave a window open. One side of the room was -10F, the other side was 120F. We didn&#x27;t stay in business. It&#x27;s how I got in with life and went to college.

Nothing extra, but I have a policy of giving my directs a day off the next week.

You can always simply say “no”. The period of layoffs is over - plenty of SWE work is available everywhere.

For me it&#x27;s built in as a senior software dev, no extra compensation. But, it&#x27;s 3 or 4 one-week shifts a year because everyone is in the rotation. Usually nothing happens. We are a small company (&lt; 150) and we run a public marketplace website, so someone has to do it.<p>If either I was in a more junior position, or the on call issues were very frequent, then I might feel differently.<p>I don&#x27;t know your situation, but I would ask: what has changed? Is the product turning out to be less reliable than expected, or has the previous arrangement for support failed somehow, funding cut etc.?<p>In a previous job we built projects with 18 month dev cycles, and then went into a 6 month session of intensive support, basically being on call every day. But we always knew that going in.

Gergely Orosz&#x27;s article on oncall compensation: <a href="https:&#x2F;&#x2F;blog.pragmaticengineer.com&#x2F;oncall-compensation&#x2F;" rel="nofollow noreferrer">https:&#x2F;&#x2F;blog.pragmaticengineer.com&#x2F;oncall-compensation&#x2F;</a>

I&#x27;ve been on a call rota for 20 years at 7 different banks. Never get anything extra for it. If there is a particularly time consuming problem you can get a few hours off in lieu.

10% for each hour outside of standard work for being available. 2x base pay per each started hour during a callout.<p>I had different arrangements for this in previous jobs, but I think the availability pay + callout pay is a pretty fair way to deal with it.<p>In general though: I was always paid for on-call on top of the normal pay and likely wouldn&#x27;t take it otherwise. (Unless it was explicitly added on top of normal comp of course) It&#x27;s work and your time - that&#x27;s mostly what the employer wants you for.

Prior employer paid $50&#x2F;day for on call. Not a ton, but it helped me feel like the valued and understood the sacrifice of always having to be within X minutes of a device.

&gt; <i>Do you get extra comp for being on call? Do you get extra for responding to incidents out of hours?</i><p>No, and no.<p>&gt; <i>Or is it baked into your base comp?</i><p>Also nope. :(<p>&gt; <i>management is about to start asking folks to be on call. I&#x27;m not sure what to ask for or if its normal to not get anything extra.</i><p>I&#x27;d say it&#x27;s quite reasonable to ask; my understanding is that SRE at Google is +$10k vs. SWE; you could attempt to do research on those positions to see what the relative difference between them is and use that as an example of what the market pays.<p>But in my experience, you can ask, management will &quot;listen&quot;, and then proceed to do bumpkiss. Management theory these days, AFAICT, is geared towards driving company&#x27;s into the ground by trying to extract more and more value from less and less, until there&#x27;s nothing left. Good luck.<p>I hope they listen: IME &quot;yes, we&#x27;ll pay&quot; answers here keep good engineers around, and &quot;no&quot; readily drives out good engineers.<p>I&#x27;ll also echo what someone else says in the thread:<p>&gt; <i>If I&#x27;m working past 5pm, sometime in next few days, I will work X hours less.</i><p>Particularly if it cuts into sleep: there&#x27;s no practical benefit to even trying to work, if you&#x27;re sleep deprived: <a href="https:&#x2F;&#x2F;www.cdc.gov&#x2F;niosh&#x2F;emres&#x2F;longhourstraining&#x2F;impaired.html" rel="nofollow noreferrer">https:&#x2F;&#x2F;www.cdc.gov&#x2F;niosh&#x2F;emres&#x2F;longhourstraining&#x2F;impaired.h...</a>

If I&#x27;m working past 5pm, sometime in next few days, I will work X hours less.

When I was a developer, nothing extra. Now that I don’t write production code and run teams, direct reports don’t either but I keep track &amp; tell them to take a Friday off or log off early to help make up the difference.<p>If they aren’t going to offer payment, try asking for an extra day of PTO for every on-call incident or simply for the flexibility to “leave” early when there’s a heavy on-call period.

My colleagues get monday off if they are on-call over the weekend, and are paid an hourly rate for incident responses. I am not sure on the exact figure as I declined to go on-call and I would encourage you to do the same unless the compensation is favourable. Developers are not support staff, developers being on-call allows the business to skimp on proper support processes.

Doctors do not get paid for being on call or responding to phone calls, unlike attorneys. And after assuming a mountain of debt (med school tuition &gt;70k, intern and residency salary 30-40k) you are privileged to get a job for 90k. And you burned 7-10 of the best years of your life AFTER UNIVERSITY (70k tuition) in school.

A$200 per week for being on-call (5am-8:30am weekdays, 9am-5pm weekends and public holidays, three people in the rota). Actually having to do anything just goes into the normal overtime system.<p>For all the extra effort of having an on-call system it&#x27;s used less than half a dozen times a year, but the boss likes being able to charge for it.

An important question is what being on call means? Does it mean having a 1 minute response time? Does it mean triaging and escalating? Or do you actually have to fix any issue deploy changes etc? And to what service level? Eg service is down? One user is affected? Etc

We don&#x27;t do on call or really any formal after hours support of our application (we are in a fortunate (weird?) spot where our application&#x27;s users are mostly using it during business hours so there is no huge requirement to maintain it after hours).<p>Of course, stuff does go wrong, so we do fix a few things after hours if something happens &amp; people are around - we currently just give the team time off in lieu of any hours worked. It&#x27;s not perfect but most people are OK with it at the moment as it&#x27;s very infrequent.<p>Not planning on instituting formal on call until we can ensure people are paid for it but using this period to automate &amp; alarm as must stuff as possible to reduce it to as close to zero as we can.

Never been paid cash, but some places have provided comp time in varying amounts.<p>I’ve always given a comp day per week on call so they can recover.<p>One place had some magical mythical theoretical formula for adding some unspoken amount to your bonus, but it was never broken out.

66% of time credit for time spent on call outside business hours regardless if paged or not. Maximum levels of pages etc.<p>Oncall should never be considered built in, it just leads to managerial abuse, and poor practice because its &quot;free&quot;.

The place I used to work in, there is no pay for on-call at all, but give an alternative leave.<p>The culture the manager&#x2F;boss want to give to me is that:<p>- `It is a bonus to have on-call opportunity, so that you can have alternative leave.`<p>BTW, this is one of the biggest software company in the country I stay, when I heard what he talked to me, I decided to leave this place.<p>&gt; I did one on-call from 11PM to 1AM to fix one product issue, and they want to give me 1 hour alternative leave for my contribution. It is not fair.<p>Anyway, I wasn&#x27;t there anyway. Be aware of this company&#x2F;culture, `on-call opportunity is a bonus`, no matter how much they pay you.

Our team, led by me and some others, negotiated hard when asked to go on call, that being a material change to our employment contracts at the time.<p>We ended up with a generous $ stipend per on-call shift, as a % of salary, as well as time off in lieu.<p>As generous as it sounds, it was an equitable solution in the end, given that we were supporting a multi-million dollar platform that was not fully stable at the time.<p>A lot has been said by other companies like &quot;your salary should cover that&quot;, but I say nuts to that. On-call should be something people actively want to go on. It should be equitable, not forced.

$AUD40 per week night + $75 per weekend day &#x2F; public holiday + if I actuall have to work out of normal hours I can take the equivalent time off during work week.

At my previous employer, our (very small &lt; 10 dev) team was on a rotation with 2 devs per week. All devs were required to be on call (which I think was the correct decision - makes us ship better code because we don&#x27;t want to be supporting its failure!)<p>Our head of engineering gave us 1 day time off in lieu (TOIL) per week of on-call support. I was pretty happy with that as comp.

Four hours of time off in lieu (or money) for a noon to midnight shift on weekdays and eight hours on a weekend.<p>It ends up being around a 10-15% bonus.

It&#x27;s a good thing you asked. The industry standard is four times your base salary rate and double the time back in PTO. That rate goes up 10x per child in your household.<p>Everyone understands this to be the standard, and if they try to give you less you should quit or find out that your house is a cellular dead zone.

In one company, they used to give us extra per each day of on-call. We also had a mobile hot spot that got rotated between on-call engineers. This was nice, and considerate.<p>My last workplace didn’t give special compensation.

As an ex AWS I’ll tell you that you don’t get paid nothing for being on call

It used to be first level on call was a volunteer program at my company. Each week primary got $1000, secondary was $750. Second level was baked in to your salary. The first level on call was always the first responders and should attempt to resolve the problem or at least triage it to be handled during business hours second level on call each engineering team was expected to set up their own schedule and rotation so in first level couldn&#x27;t handle it they would page out to the appropriate team for the second level to take over.<p>In my situation when we had this setup first level on call handled about 80% without ever needing to engage the second level on call because we could triage the situation make the customer happy and they were fine to defer to business hours for a final resolution.<p>Now the first level on call program seems like it&#x27;s pretty nice incentive for those bonuses some weeks you would literally get nothing but you still got paid for simply being available. Other times when there was a particularly buggy release it was quite annoying. Annoying to the point that volunteers would sign up for first level on call and then drop out within a couple of months because they realized it wasn&#x27;t always just easy money. Toward the end of the incentive program there was literally just two of us who would rotate between primary and secondary and we had some particularly buggy code releases where it was enough to make me consider quitting the program. Even though the money was still good it&#x27;s just getting the page is annoying because you never know when it&#x27;s going to come.<p>At the beginning of this year management decided to remove the monetary incentive for being first level on call and the two of us who are in the first level on call position when we were on the call and they informed us that the incentive program is going away both of us told them at that moment we were quitting from the voluntary on call program.<p>So now the on call rotation is management does all first level on calls and second level on call is engineering team specific as before. It is quite a bit more annoying for the engineering teams now because as you can imagine Management&#x27;s first level on call solve rate is 0% and so second level is always paged out.<p>I would say that if your company is adding in a new program compensation of some sort should be a part of it. Because if you were hired into a company that had an existing on-call program and you were joining a team where you were expected to be in the on-call rotation you would, hopefully, negotiate your total compensation package to account for that. Generally getting comp time for after hours on call work is insufficient. Because the nature of on-call is that it is unknown when it is coming and how long it will be and will it actually allow you to push your project deadlines out? Most of the time if you&#x27;re a salaried worker being required to be part of an on-call rotation where you are required to work when directed pushes you out of what could be considered an exempt employee. If you have input into the compensation I would recommend tracking on call hours and getting paid overtime for them. Companies don&#x27;t like that cuz they feel like they&#x27;re paying out money when they may not have to but I think it&#x27;s a reasonable compromise. You get paid for the additional time worked in addition to your normal hours and you are still giving up a certain amount of freedom and autonomy for whatever the rotation schedule is where you need to be able to respond. And giving up that autonomy is kind of a sacrifice for you because you can&#x27;t plan to be out with friends all night or other such things if you know you may get a call and have to respond. You literally become tethered to a working environment for a week or whatever the on-call shift is. So both sides take some risk. And the monetary compensation and tracking of hours for the company they should consider that a good thing because if on call becomes a major expense that dictates there are other problems in your product. And that is a management problem that needs to be seen and tracked and have a cost on the balance sheet so it will be corrected. Costs unknown are costs uncontrolled and if they can lay them on to an employee where they can claim ignorance all it does is cause burnout and makes good people leave.

I get half a day of vacation per week of oncall. It is awarded months after the fact due to manual spreadsheet tracking and HR processes.<p>That vacation is not eligible for pay out if I resigned.

I give my teams 1.5 - 2x time in lieu and jump in whenever relief or backup is needed.

~$500&#x2F;week

Doodly-squat.