Your work. Your records.
Massage Therapist Workplace Records Guide
Massage therapists may have preparation and sanitation duties between scheduled sessions. If an employment concern involves workload, earnings or scheduling, distinguish the treatment appointment from the time spent preparing the room and completing assigned follow-up work.
Call now(800) 800-5555Free initial case evaluation. Representation depends on work state and case eligibility. This guide explains record preparation; it does not determine whether a legal claim exists.
A record map for your role
What to organize first
Turnover duties
List preparation and sanitation tasks assigned between sessions and the time available for them.
Schedule revision
Record who added or removed an appointment and when you received the change.
Pay explanation
Compare your own statement with the stated session or hourly terms and note any explanation received.
Start with the work you actually do
Perform therapeutic massages of soft tissues and joints. May assist in the assessment of range of motion and muscle strength, or propose client therapy plans.
O*NET classifies this occupation as Massage Therapists (31-9011.00). Its description covers a typical occupation, not every workplace or individual job. It does not establish employee status, overtime eligibility or employer misconduct.
- Massage and knead muscles and soft tissues of the body to provide treatment for medical conditions, injuries, or wellness maintenance.Source task 7880 · updated 08/2026
- Apply finger and hand pressure to specific points of the body.Source task 7879 · updated 08/2026
- Confer with clients about their medical histories and problems with stress or pain to determine how massage will be most helpful.Source task 7878 · updated 08/2026
- Maintain massage areas by restocking supplies or sanitizing equipment.Source task 23928 · updated 08/2026
A reference point for your pay records
May 2025 wage estimates by state
Compare your pay records with published BLS estimates for Massage Therapists (SOC 31-9011). These describe an occupation across employers. They are not a required pay rate, an overtime calculation, or evidence of discrimination or unpaid wages.
Select your work state to see its published pay range. No personal pay information is requested or sent.
The 25th and 75th percentiles mark the middle half of the estimated wage distribution; the median is its midpoint. Actual pay can differ with experience, employer, location and duties. Hourly and annual figures are shown as published, without converting one into the other.
All published state estimates for this occupation
| State | Hourly 25th | Hourly median | Hourly 75th | Annual median |
|---|---|---|---|---|
| Alabama | $13.47 | $23.52 | $38.06 | $48,930 |
| Alaska | $50.00 | $64.87 | $66.93 | $134,930 |
| Arizona | $24.82 | $30.00 | $35.00 | $62,400 |
| Arkansas | $13.81 | $19.23 | $23.86 | $39,990 |
| Connecticut | $23.77 | $29.93 | $39.09 | $62,260 |
| Delaware | $22.95 | $28.30 | $33.02 | $58,870 |
| Florida | $20.88 | $23.88 | $28.70 | $49,680 |
| Georgia | $16.68 | $24.43 | $36.67 | $50,820 |
| Hawaii | $27.59 | $39.08 | $62.39 | $81,280 |
| Idaho | $21.89 | $29.05 | $31.88 | $60,420 |
| Indiana | $22.52 | $26.72 | $35.00 | $55,590 |
| Iowa | $22.62 | $27.75 | $36.58 | $57,710 |
| Kansas | $22.20 | $24.03 | $28.00 | $49,990 |
| Kentucky | $22.82 | $28.75 | $40.89 | $59,790 |
| Louisiana | $11.22 | $17.54 | $23.22 | $36,480 |
| Maine | $21.15 | $35.23 | $46.44 | $73,290 |
| Michigan | $24.06 | $34.11 | $37.28 | $70,960 |
| Minnesota | $27.14 | $30.32 | $38.94 | $63,070 |
| Mississippi | $18.13 | $19.47 | $24.47 | $40,490 |
| Missouri | $22.96 | $29.83 | $39.99 | $62,050 |
| Montana | $16.75 | $25.74 | $40.88 | $53,540 |
| Nebraska | $24.34 | $25.94 | $40.11 | $53,950 |
| New Hampshire | $31.36 | $38.63 | $48.34 | $80,360 |
| New Mexico | $17.52 | $18.19 | $23.58 | $37,840 |
| New York | $17.99 | $30.11 | $43.29 | $62,630 |
| North Carolina | $23.13 | $29.16 | $40.94 | $60,650 |
| North Dakota | $28.37 | $35.65 | $43.87 | $74,140 |
| Ohio | $22.65 | $26.92 | $29.27 | $55,990 |
| Oklahoma | $14.01 | $17.61 | $30.64 | $36,630 |
| Pennsylvania | $21.90 | $28.03 | $37.30 | $58,300 |
| Rhode Island | $20.91 | $36.04 | $60.65 | $74,960 |
| South Dakota | $20.19 | $25.00 | $25.92 | $52,000 |
| Tennessee | $22.56 | $24.07 | $30.79 | $50,070 |
| Texas | $24.23 | $28.54 | $35.54 | $59,370 |
| Utah | $25.74 | $29.87 | $36.17 | $62,130 |
| Virginia | $24.74 | $29.91 | $45.00 | $62,220 |
| West Virginia | $13.17 | $22.40 | $28.14 | $46,600 |
| Wisconsin | $18.14 | $27.92 | $38.73 | $58,070 |
| Wyoming | $16.08 | $29.80 | $45.00 | $61,980 |
“Not published” preserves unavailable or suppressed source cells. “Above reporting limit” preserves a top-coded source value without inventing a number. A missing state estimate does not establish service eligibility. The data describe wage and salary employment; they do not measure self-employment income.
Source: BLS May 2025 state workbook · OEWS tables · BLS technical notes. Use your own schedule, pay statement and compensation terms to identify the question you want reviewed.
Map the session schedule
Record your scheduled availability and nonidentifying session counts that you may retain. Note late changes, cancellations or added appointments and who directed them. Avoid including clients' symptoms, histories or preferences in the employment timeline.
Clarify assigned work and compensation
Describe required room preparation, supply restocking and sanitation separately from session time. Compare your own pay statement with the compensation terms provided to you. Record questions and responses without treating a scheduling discrepancy as proof of a particular legal result.
Protect client boundaries
Do not copy intake forms, treatment notes or appointment screens identifying clients. Use your own employment documents and permitted management messages. Identify the custodian of a scheduling or compensation record if it needs authorized review.
Choose your next step
Review the workplace retaliation guide, unpaid wages guide, or discrimination guide if those concerns fit your experience. A job title alone does not establish a claim.
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