Mechanical vs Electrical Engineer Salary

Electrical engineers earn about 9 to 10 percent more

The Bureau of Labor Statistics publishes parallel Occupational Employment and Wage Statistics tables for mechanical engineers (SOC 17-2141) and electrical engineers (SOC 17-2071) at the May 2024 release date. The full side-by-side comparison shows electrical engineering ahead by about 9 to 10 percent at every point of the wage distribution (median, mean, and both the 10th and 90th percentiles), driven by a longer right tail in high-pay sub-segments (chip design, semiconductor process engineering, power electronics for utilities).

Why electrical engineers earn more

Mechanical and electrical engineers share substantial employer overlap, which keeps the two disciplines in the same broad pay band. Both disciplines employ heavily at the same companies: Boeing, Lockheed Martin, Northrop Grumman, RTX (aerospace and defense); Ford, GM, Stellantis, Tesla, Rivian (automotive); Apple, Google, NVIDIA, Tesla (Big Tech hardware); Medtronic, Stryker, Boston Scientific, Edwards (medical devices); ExxonMobil, Chevron, Shell (oil and gas); the engineering services consulting firms (WSP, Arup, AECOM, Black and Veatch, Burns and McDonnell). Within a single employer, ME and EE positions are often compensated within similar bands at equivalent levels; the roughly 9 to 10 percent discipline-wide gap comes mostly from mix, with a larger share of EE headcount sitting in the highest-paying employers and sub-segments (semiconductor and chip design) than ME.

Where the disciplines diverge sharply is in specific sub-segments that the discipline averages aggregate over. Chip design and semiconductor process engineering pay EE materially more than equivalent ME roles, often by $20,000 to $50,000 at senior levels (Intel, AMD, NVIDIA, Apple silicon, Qualcomm, Broadcom, Marvell, TSMC US senior chip designers routinely earn $200,000 to $350,000+ total compensation). Mechanical equipment design in oil and gas pays ME materially more than equivalent EE roles, often by $20,000 to $40,000 at senior levels (upstream and midstream ME work pays the highest sector premium in the entire BLS engineering tables). Because EE leads in more of the highest-paying sub-segments than ME does, the discipline averages aggregate these gaps into EE's roughly 9 to 10 percent overall lead.

Sector-by-sector pay leadership

The sector-level view reveals that the discipline-level averages are the aggregate of sectors where one discipline clearly leads, and EE's overall edge reflects that it leads in more of the highest-paying ones. Engineers choosing between ME and EE for career planning should look at the specific sectors they care about rather than the discipline-level numbers. A student interested in semiconductor design should expect to earn meaningfully more as an EE than as an ME; a student interested in oil and gas upstream engineering should expect to earn meaningfully more as an ME than as an EE; a student interested in surgical robotics or EV powertrain engineering will find roughly comparable pay regardless of which discipline they choose.

The growth-rate gap

BLS Employment Projections for the 2024 to 2034 period show ME employment growing 9 percent (faster than the 4 percent average for all occupations and almost twice as fast as EE's 5 percent). The growth-rate gap reflects three structural factors. First, ME's stronger exposure to EV battery and traction motor manufacturing, where mechanical engineering headcount has been growing rapidly at OEMs and battery suppliers. Second, ME's exposure to the surgical robotics expansion at Intuitive Surgical, Medtronic, J&J, Stryker, and the newer entrants. Third, ME's growing share of data center mechanical engineering for AI infrastructure (high-density cooling, liquid cooling system design, hyperscaler facilities mechanical).

EE's slower projected growth reflects automation and offshoring pressure on traditional EE sub-segments (general electronics manufacturing has moved offshore for production with much of the design work also offshore), tightening of telecom equipment employment, and the maturation of US semiconductor manufacturing that has so far not converted into massive net EE hiring (the CHIPS Act investments are at early phases and the projected EE employment additions are still modest as of 2025). Within EE, the high-growth sub-segments (chip design, power electronics, embedded systems for medical and automotive) are growing strongly but are constrained by the broader employment base shrinkage in legacy EE sectors.

Mechatronics: the crossover discipline

Mechatronics engineering (the combination of mechanical and electrical engineering with controls and software, formalised in the 1980s but with growing US degree-program presence in the 2000s and 2010s) is the natural crossover discipline between traditional ME and EE. Employers like Tesla, Apple, Google hardware, NVIDIA hardware, Intuitive Surgical, Boston Dynamics, and the broader robotics and autonomous systems ecosystem actively hire mechatronics engineers from both ME and EE backgrounds, often valuing cross-disciplinary fluency more than traditional discipline depth.

For students entering engineering school today, a mechanical engineering degree with electives in controls, embedded systems, and electronics provides comparable career flexibility to an electrical engineering degree with electives in mechanical design and dynamics. The two paths lead to overlapping career destinations through different prerequisites. Engineers who develop strong cross-disciplinary skills (typically through a combination of formal coursework and project experience in robotics teams, vehicle teams, or self-directed projects) typically have broader employment options at high-pay employers than engineers who specialise narrowly in either traditional ME or traditional EE.

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