Tire Repairers and Changers Workforce Benchmarks: 2026 Data

This research article provides a detailed analysis of the workforce benchmarks for Tire Repairers and Changers (ONET-SOC 49-3093.00), drawing upon the latest available data from ONET OnLine and the U.S. Bureau of Labor Statistics (BLS). Published on August 13, 2026, this report aims to equip employers with recurring hiring needs with a comprehensive understanding of the national employment landscape, projected openings, and compensation trends for this critical occupation. By examining key statistics and their underlying measurement design, employers can gain insights to inform strategic workforce planning and talent acquisition efforts.

The role of tire repairers and changers is fundamental across numerous sectors, including automotive service, tire retail, and transportation. These professionals are responsible for the inspection, repair, and replacement of tires on a wide array of vehicles, from passenger cars to heavy trucks. The consistent demand for their services underscores the importance of understanding the dynamics of this workforce. This analysis focuses exclusively on verifiable national data to provide a robust foundation for employers navigating the labor market for this occupation.

Understanding the occupation: Tire Repairers and Changers

Tire repairers and changers perform a specialized set of tasks essential for vehicle safety and performance. Their primary responsibilities involve inspecting tires and wheels for damage, wear, and defects; repairing punctures; balancing tires; and mounting or dismounting tires from vehicles. This work often requires the use of specialized tools and equipment, including tire changers, balancers, and air compressors. The occupation demands a practical understanding of tire specifications, vehicle types, and safety protocols.

According to ONET OnLine, the core tasks performed by tire repairers and changers include (ONET occupation tasks for 49-3093.00, 2026):

• Mounting and dismounting tires on wheels.
• Balancing tires.
• Repairing punctures in tires.
• Inspecting tires for wear and damage.
• Inflating tires to specified pressures.
• Rotating tires.
• Operating specialized equipment such as tire changers and balancers.
• Maintaining repair tools and equipment.
• Adhering to safety procedures and guidelines.

The work activities associated with this occupation are largely hands-on and require attention to detail (O*NET work activities for 49-3093.00, 2026). These include performing general physical activities, handling and moving objects, inspecting equipment, structures, or material, and operating vehicles or mechanized devices. The physical demands are notable, often involving lifting heavy objects and working in various postures.

The work context for tire repairers and changers typically involves working with equipment, tools, and vehicles in an indoor or outdoor environment (O*NET work context for 49-3093.00, 2026). They frequently interact with customers and team members, requiring some level of communication skills. The work environment can expose workers to sounds and noise levels that are distracting or uncomfortable, and they often work in physically challenging positions. Understanding these occupational characteristics is crucial for employers when designing job roles, assessing candidate fit, and developing retention strategies. The nature of the work implies a consistent need for entry-level skills that can be developed through on-the-job training, as indicated by BLS data on education and training assignments for occupations (BLS Education and Training, 2025).

Current employment landscape

The national employment benchmark for Tire Repairers and Changers provides a foundational understanding of the occupation's scale within the broader U.S. labor market. ONET data, which integrates information from the U.S. Bureau of Labor Statistics, reported 113,400 jobs for Tire Repairers and Changers as of 2024 (ONET occupation summary for 49-3093.00, 2026). This figure represents the total number of individuals employed in this specific occupation across the country during the specified period.

The unit of measurement "jobs" refers to individual employment positions, irrespective of whether an individual holds multiple jobs or is employed part-time or full-time. This count reflects the occupational cohort in the year 2024, offering a snapshot of the workforce size. For employers, this benchmark indicates the overall availability of workers in this field nationally. A workforce of over 100,000 jobs suggests a well-established occupation with a measurable pool of existing talent. However, it is important to note that this national total does not directly translate to the number of available job seekers at any given moment, nor does it account for geographical distribution or specific skill sets within the occupation.

The presence of 113,400 jobs highlights the ongoing demand for tire repair and changing services across various industries. Primary employing industries for this occupation include automotive repair and maintenance, tire dealers, and motor vehicle and parts dealers (BLS Industry Occupation Matrix, 2025). The stability of this employment figure over time, or any observed shifts, can provide further context for employers assessing the long-term viability and growth potential of the occupation. While this number provides a macro perspective, employers with specific local hiring needs should consider how this national figure might vary at the state or metropolitan level, as regional economic factors and population densities can influence local employment concentrations. This benchmark serves as a critical starting point for understanding the current scale of the workforce available to meet industry demands.

Projected annual openings

Beyond the static count of existing jobs, understanding the projected annual openings is crucial for proactive workforce planning. For Tire Repairers and Changers, there are 15,300 projected annual openings per year (O*NET occupation summary for 49-3093.00, 2026). This projection indicates the anticipated average number of job opportunities that are expected to become available annually over a specified future period. These openings arise from two primary factors: employment growth and replacement needs.

Replacement needs account for openings created when workers leave an occupation permanently due to retirement, career changes, or other reasons. Employment growth, conversely, refers to new positions created due to an increase in demand for the goods or services provided by the occupation. The U.S. Bureau of Labor Statistics (BLS) develops these projections through detailed modeling that considers various economic factors, industry trends, and demographic shifts (BLS Occupational Projections, 2025).

The figure of 15,300 projected annual openings signifies a substantial and recurring demand for new tire repairers and changers. For employers, this benchmark is highly relevant for several reasons:

• Recruitment Volume: It provides an estimate of the average number of workers employers collectively need to hire each year to fill new and vacated positions. This informs the scale of recruitment efforts required.
• Talent Pipeline Management: A consistent volume of openings necessitates ongoing efforts to attract, train, and retain talent. Employers cannot rely on sporadic hiring but must maintain a continuous talent pipeline.
• Workforce Turnover: A significant portion of these openings typically stems from replacement needs, which can indicate the general turnover rate within the occupation. Understanding this helps employers anticipate how frequently they may need to replace staff.

The projection of 15,300 annual openings, when compared to the total employment of 113,400 jobs, suggests a dynamic labor market for this occupation. This ratio implies that approximately 13.5% of the workforce turns over or is newly created each year (15,300 / 113,400). This rate underscores the importance for employers to have robust recruitment and onboarding processes in place. While this is a national projection, employers should consider how regional economic conditions, local industry growth, and specific company turnover rates might influence their actual hiring needs. The consistent nature of these projected openings highlights the ongoing challenge and opportunity for employers to attract and retain skilled individuals in this essential service role.

Compensation benchmarks

Compensation is a critical factor in both attracting and retaining talent. For Tire Repairers and Changers, the median annual wage was $37,710 in 2025 (O*NET occupation summary for 49-3093.00, 2026). This benchmark provides a central point of reference for employers when establishing competitive compensation structures.

The term "median wage" refers to the wage at which half of the workers in an occupation earned more than that amount and half earned less. It is a robust measure that is less susceptible to extreme high or low values compared to an average (mean) wage, thus providing a more representative picture of typical earnings for the occupation. The data for this wage benchmark were collected and published by the U.S. Bureau of Labor Statistics (BLS Occupational Employment and Wage Statistics, 2026). The specific cohort for this wage data is the year 2025, providing a recent and relevant figure for current workforce planning.

For employers, the $37,710 median annual wage offers several analytical implications:

• Competitive Positioning: Employers can use this median as a baseline to ensure their compensation packages are competitive within the national market. Offering wages significantly below the median may hinder attraction and retention efforts, while offering above it could enhance them.
• Budgeting and Planning: This figure assists in forecasting labor costs and developing compensation budgets for new hires and existing staff.
• Negotiation Reference: It provides a data-driven reference point during salary negotiations with prospective candidates.

It is crucial to interpret this national median wage with an understanding of its limitations. Wage rates can vary significantly based on geographic location, employer size, industry sector, specific duties performed, and the experience and skill level of the individual worker. For instance, wages in metropolitan areas with a higher cost of living might be higher than the national median, while those in rural areas might be lower. Similarly, a tire repairer with advanced certifications or extensive experience may command a higher wage than an entry-level changer.

While the $37,710 median annual wage in 2025 provides a valuable national benchmark, employers are strongly advised to supplement this information with localized wage data for their specific hiring markets. This approach ensures that compensation strategies are aligned with both national trends and local economic realities, optimizing both attraction and retention outcomes.

Measurement design and analytical implications

The benchmarks presented for Tire Repairers and Changers are derived from rigorous data collection and analytical methodologies employed by O*NET OnLine and the U.S. Bureau of Labor Statistics. Understanding this measurement design is crucial for a bounded interpretation of the data and for appreciating its utility and limitations for employers.

The employment figures and projections originate from the BLS Occupational Employment Statistics (OES) program and the Employment Projections (EP) program. The OES program conducts a semi-annual survey of approximately 1.1 million establishments to collect occupational employment and wage data for non-farm workers across all industries in the United States (BLS Occupational Employment and Wage Statistics, 2026). This survey collects data on the number of workers, their wages, and the industries in which they are employed. The "113,400 jobs in 2024" benchmark is a direct output of this extensive data collection, representing the national employment count for the specific occupation (O*NET occupation summary for 49-3093.00, 2026). The cohort for this figure is the calendar year 2024, reflecting the employment situation at that time.

The "15,300 projected annual openings" are generated by the BLS Employment Projections program (BLS Occupational Projections, 2025). This program develops estimates of future occupational employment, typically over a 10-year period, by projecting economic growth, industry output, and labor force dynamics. These projections account for both job growth and replacement needs, providing an average annual estimate of openings. These are not guarantees but rather statistical forecasts based on current trends and assumptions. The period for these projections typically spans several years into the future from the base year of the projection. For employers, understanding that these are projections means acknowledging a degree of inherent uncertainty; actual outcomes may vary based on unforeseen economic shifts or technological advancements.

The "median annual wage of $37,710 in 2025" is also a product of the BLS OES program (O*NET national wages for 49-3093.00, 2026). As previously discussed, the median is a statistical measure that represents the midpoint of all wages reported for the occupation. The cohort for this wage data is the year 2025, reflecting the typical compensation for the occupation in that period. It is important to remember that this figure is a national aggregate and does not account for variations due to local cost of living, regional labor market supply and demand, or specific employer pay scales.

The ONET-SOC 49-3093.00 code itself is part of the Standard Occupational Classification (SOC) system, which is a federal statistical standard used by federal agencies to classify workers into occupational categories for the purpose of collecting, calculating, or disseminating data. ONET OnLine then elaborates on these SOC codes by providing detailed occupational descriptors, including tasks, work activities, and work context, which are derived from extensive occupational analysis and surveys (O*NET occupation details for 49-3093.00, 2026). This detailed information allows employers to understand the specific nature of the role beyond just a job title.

The analytical implications for employers are bounded by the national scope and specific timeframes of these data points. While these benchmarks provide a robust national overview, they are not substitutes for localized market intelligence. For example, a high number of national projected openings does not guarantee a surplus of candidates in a specific city. Similarly, the national median wage might be significantly different from the prevailing wage in a particular county. Employers should use these national benchmarks as a starting point for their analysis, then refine their understanding with local data sources, industry-specific surveys, and competitive intelligence within their specific geographic and industrial context. The data provides a valuable macro lens, but micro-level validation is essential for informed operational decisions.

Findings and limitations

The analysis of Tire Repairers and Changers (O*NET-SOC 49-3093.00) workforce benchmarks reveals several key findings for employers:

• Substantial Workforce Size: As of 2024, the occupation comprises 113,400 jobs nationally, indicating a significant and established workforce.
• Consistent Demand for New Talent: There are 15,300 projected annual openings, highlighting a recurring need for recruitment due to both growth and replacement.
• National Compensation Reference: The median annual wage was $37,710 in 2025, providing a national benchmark for compensation strategies.

These findings offer a valuable national perspective for strategic workforce planning. However, it is imperative to acknowledge the inherent limitations of these benchmarks:

• National Aggregation: All presented data are national averages or totals. They do not account for regional variations in employment concentrations, wage rates, or labor market dynamics, which can differ significantly by state, metropolitan area, or rural locality.
• Time-Specific Snapshots: The job count and wage data reflect specific periods (2024 for jobs, 2025 for wages). While current at the time of publication, labor market conditions are dynamic and can evolve.
• Projections, Not Guarantees: The projected annual openings are statistical forecasts based on historical trends and economic models. Actual outcomes may differ due to unforeseen economic shifts, technological advancements, or policy changes.
• Median vs. Range: The median wage represents the midpoint, but actual wages can vary widely based on experience, skill, employer size, industry, and geography. It does not reflect the full wage distribution.
• No Local Context: These benchmarks do not include specific local market conditions, competitive landscapes, or unique hiring challenges faced by individual employers in specific locations.

Employers should interpret these benchmarks as a broad national overview, recognizing that precise local hiring decisions require additional, localized data and analysis.

Conclusion

The workforce benchmarks for Tire Repairers and Changers (ONET-SOC 49-3093.00) provide essential insights for employers engaged in strategic talent acquisition and retention. With 113,400 jobs nationally in 2024 and 15,300 projected annual openings, the occupation demonstrates a consistent and substantial demand for skilled workers. The median annual wage of $37,710 in 2025 serves as a critical national reference point for compensation strategies. These data points, drawn from authoritative sources such as ONET OnLine and the U.S. Bureau of Labor Statistics, offer a foundational understanding of the occupation's scale, turnover, and typical earnings. While these national benchmarks are invaluable for macro-level planning, employers are encouraged to complement this information with localized market intelligence to refine their recruitment and compensation approaches, ensuring alignment with specific operational needs and regional labor market realities.

Data sources and methodology

The data presented in this research article are sourced primarily from ONET OnLine and the U.S. Bureau of Labor Statistics (BLS), both highly authoritative federal government resources for occupational information. ONET OnLine, sponsored by the U.S. Department of Labor, serves as the nation's primary source of occupational information, providing comprehensive data on worker attributes and job characteristics. It integrates data from various sources, including BLS surveys, to offer detailed occupational summaries.

The employment figures, wage data, and occupational projections are derived from several key BLS programs:

• Occupational Employment Statistics (OES) Program: This program conducts a semi-annual survey of employers across the United States to collect detailed occupational employment and wage data for non-farm workers. The "113,400 jobs in 2024" and the "$37,710 median annual wage in 2025" are direct outputs of the OES program, reflecting comprehensive data collection and statistical analysis.
• Employment Projections (EP) Program: This program develops projections of occupational employment over a 10-year horizon, accounting for factors like economic growth, industry trends, and labor force demographics. The "15,300 projected annual openings" are derived from these sophisticated models, encompassing both growth and replacement needs.

The ONET-SOC 49-3093.00 code is part of the Standard Occupational Classification (SOC) system, which is a federal statistical standard used to classify workers into occupational categories. ONET OnLine further enriches these classifications with detailed information on tasks, work activities, and work context, which are developed through extensive occupational analysis, expert panels, and ongoing data collection efforts. The methodology ensures that the data are nationally representative, statistically sound, and regularly updated to reflect current labor market conditions.

Sources

1. O*NET occupation summary for 49-3093.00, O*NET OnLine, 2026.
2. National wages for 49-3093.00, O*NET OnLine, 2026.
3. Occupation details for 49-3093.00, O*NET OnLine, 2026.
4. Occupation tasks for 49-3093.00, O*NET OnLine, 2026.
5. Occupational Projections and Worker Characteristics, U.S. Bureau of Labor Statistics, 2025-08-28.
6. Education and Training Assignments by Detailed Occupation, U.S. Bureau of Labor Statistics, 2025-08-28.
7. Industry Occupation Matrix by Occupation, U.S. Bureau of Labor Statistics, 2025-08-28.
8. Occupational Employment and Wage Statistics, U.S. Bureau of Labor Statistics, 2026-05-15.
9. Work activities for 49-3093.00, O*NET OnLine, 2026.
10. Work context for 49-3093.00, O*NET OnLine, 2026.

Frequently asked questions

Q: What is the O*NET-SOC code for Tire Repairers and Changers? A: The O*NET-SOC code for Tire Repairers and Changers is 49-3093.00.

Q: How many jobs are there for Tire Repairers and Changers nationally? A: O*NET data indicate 113,400 jobs for Tire Repairers and Changers as of 2024.

Q: What is the projected number of annual openings for this occupation? A: There are 15,300 projected annual openings for Tire Repairers and Changers per year.

Q: What is the median annual wage for Tire Repairers and Changers? A: The median annual wage for Tire Repairers and Changers was $37,710 in 2025.

Q: Can these national benchmarks be used for local hiring decisions? A: These benchmarks provide a national overview. For local hiring decisions, it is recommended to supplement this data with specific local market information, as conditions can vary significantly by region.