b

Postgraduate Compensation

Yale University updates its postgraduate compensation minimums annually, effective from July 1 through June 30 of the following year. Compensation adjustments are made on the appointee’s annual reappointment date, in accordance with university policy. Postgraduate associates and fellows are paid monthly, on the last business day of each month. Salary increases, when applicable, are provided at the time of reappointment, and compensation discussions are held with the faculty mentor during the reappointment process. 

Postgraduate appointees may be eligible to defer student loans during their time at Yale; however, they must work directly with their loan servicer to determine eligibility. Please note that postgrads are not eligible for the Graduate Fellowship Deferment, which is available only to postdoctoral appointees.

Postgraduate Compensation Minimum 

Yale’s compensation minimum for postgraduate trainees, laboratory associates, and visiting fellows is $3,700 per month or $44,400 per year, effective July 1, 2025 - June 30, 2026. 

Postgraduates may not receive compensation at or above that of a first-year postdoctoral trainee. 

Effective July 1, 2026

FY 2027 compensation minimum for postgraduate appointees, laboratory associates, and visiting fellow academic appointments. Because visa processing depends on an approved application for these appointment types, we are sharing this notice separately from the postdoctoral appointee compensation memo to avoid delays.

The minimum salary for postgraduate appointees will increase to $45,600 annually or $3,800 monthly. This increase is effective July 1, 2026 for all new postgraduate appointments and at time of re-appointment for all current postgraduate appointees. 

Laboratory Associates and Visiting Fellows, who are not paid by Yale and who are not employees of Yale, will need to provide proof of annual funding equal to, or greater than $45,600 at the time of appointment or reappointment. 

Postgraduate Reappointments 

If paid at or above the minimum at the time of re-appointment, the postgraduate’s compensation will increase at least 1.5%.  

Requests for increases above 5% must include the actual percent increase requested and be sent to postdoc.affairs@yale.edu for approval before entering into Workday. 

Increases above 10% must be made by the Lead Administrator’s request sent to the Office for Postdoctoral Affairs explaining the reasoning for the request and describing the impact of the increase on compensation equity within the research group or training program. Such requests will be forwarded to the cognizant dean or dean’s designee for approval. 

In rare cases in which a faculty member wishes to provide no increase because of deficiencies in the postgraduate appointee’s performance, the poor performance must be documented. 

Exceptions  

Exceptions are possible only when supplements to reach the Yale minimum is not permitted by the funder’s policy.   

Compensation Above Salary

Compensation above salary (“extra comp”) for postdoctoral fellows and associates is expected to be rare and granted only in exceptional circumstances. Requests for compensation above salary must be made in advance to the Office for Postdoctoral Affairs. Please review the university policies on extra compensation prior to making a request.

Send all requests and documentation (preferably as PDF attachments) to postdoc.affairs@yale.edu in advance of the monthly payroll deadline:

  • Faculty supervisor approval.
  • Visa holders, contact your OISS advisor. This may not be allowable under their visa, or it may require an update to their documents.
  • Confirmation of funding approval for both the regular compensation and compensation above salary.     
  • For Postdoctoral Associates, compliance with federal funds and effort reporting is covered in OSP policies 1315, 1316, and 1403. Provide confirmation of approval from the grants administrator or OSP as appropriate.
  • Provide the amount and hours worked in the month. Confirm the standard hourly rate or confirm that others doing similar work are paid the same rate.

Relocation expenses must follow the controller’s office policies. Ensure that they are reviewed by your business office and/or Lead Admin prior to being included in the offer/invitation letter to the candidate.

For external funding, see the Guidance on Sponsored Payments of Compensation, Augmentation of Stipends.

Salary Guidelines and Tax Policies

Click here for more information.

Salaries & Taxes