As departments across the country struggle to recruit and retain volunteers, a renewed push to offer compensation is gaining traction — and it’s sparking strong opinions from those in the fire service.
In New York, fire service leaders are exploring proposals that could allow volunteer firefighters to receive up to $12,000 annually, framing the move as a potential solution to declining membership and increasing demands on responders.
When FireRescue1 asked readers whether paying volunteers makes sense, the responses showed just how split the fire service is on the idea.
“It’s about survival, not tradition”
For many readers, the issue is less about preserving tradition and more about keeping departments staffed.
Several firefighters pointed to the steady erosion of volunteer ranks, describing compensation as a necessary step to sustain the service.
“Dedicated and professional volunteers are following the path of the dinosaurs,” one reader said. “The sustainability of volunteer service continues to erode.”
Others echoed that sentiment, emphasizing the growing time commitment and personal cost of volunteering.
“Sure, why not, or at least a tax credit,” another reader wrote. “It does cost us our time and money just to volunteer.”
Some suggested indirect compensation — like tax breaks, stipends or reimbursements — as a more practical and politically viable solution than salaries.
“Tax credits might be the least costly and easier to do than paying,” one reader noted.
Compensation helps — but it’s not a silver bullet
Even among those who support compensation, many cautioned that pay alone won’t fix recruitment and retention challenges.
Firefighters from departments already offering stipends shared mixed results.
“We get a small stipend each month … it helps retention but is not enough for recruitment,” one reader said, adding that training requirements remain a major barrier to entry.
Another reader with decades of experience said their department introduced pay for calls and training — with little long-term impact.
“Hasn’t changed helping with recruitment or keeping people active,” they wrote.
Others described compensation as just one tool in a much larger toolbox.
“This is not the silver bullet to save the volunteer,” one commenter said. “The ‘test of time’ will tell the success or failure of this option.”
“If you’re paid, are you still a volunteer?”
For some, the debate comes down to identity.
A number of readers argued that once money enters the equation, the definition of “volunteer” no longer applies.
“If departments feel the need to compensate firefighters, then they cannot be called ‘volunteers’ anymore,” one reader wrote. “You are being compensated.”
Others raised concerns that partial pay could blur the line between volunteer and career service — without providing the full protections, benefits or wages of a professional firefighter.
“At $12,000, you’re a part-time employee, not a volunteer,” another commenter said.
Concerns about equity and unintended consequences
Beyond semantics, some readers warned about how compensation could reshape the fire service — particularly for smaller or rural departments.
There were concerns that paying volunteers could increase competition between departments or strain local budgets.
“So you pay vollies, increasing the tax burden on the community,” one reader wrote. “Looked at from a bigger perspective, communities also need affordable housing to keep younger members local.”
Others emphasized the need for broader investment, including funding for equipment and support services, rather than focusing solely on pay.
“What would help smaller departments would be more help to buy equipment that has become extremely expensive,” one commenter said.
A mix of tradition, pride and evolving realities
Not all readers supported compensation. Some firefighters said the value of volunteer service lies in its mission — not a paycheck.
“Being of service is enough for me,” one reader wrote.
Others pointed to long family traditions of volunteering without pay.
“I believe in giving back to the community, not taking from it,” another said.
Still, even among those who oppose compensation, there was acknowledgment that the landscape is changing — and that staffing challenges are becoming harder to ignore.
No easy answers
If there was one point of agreement among FireRescue1 readers, it’s that there’s no simple fix.
Some support compensation in some form, especially if it helps departments stay staffed. Others believe pay changes the nature of volunteer service altogether.
“Does anybody have a better plan?” one reader asked.
The comments made one thing clear: departments are feeling the strain, but readers are far from sold on pay as the answer.
Is there anything you’d add to the conversation? Share with us below.
More responses from FireRescue1 readers:
- Yes. We cannot lose sight of our mission - to protect life and property. We know the importance of getting help to a fire or EMS incident in a timely manner. Due to socioeconomics in today’s world, many families are dependent on a two-wage-earner income. We are losing volunteers (unpaid professionals) due to the above issue, having a limited amount of time to be with their families, and the inability to purchase their own homes. We all know that the unpaid professionals are failing to meet staffing and response criteria. We need to do better. Having a nominal stipend for a set number of hours in the station will contribute to improved response to emergencies while at the same time providing the additional funds for families to live adequately. It is a win-win for all! Times are changing and we need to think outside the box to ensure that we meet our mission to serve our communities.
- We have a really nice retirement package attached to our volunteer department. That also encourages longer-term membership.
- They have ALWAYS stated that what you do to get paid, I do for free and unpaid professionals. Also fighting fire for free. Then shut up and put up! I did volunteering for 20 years and have been doing paid for 30 years. Some of it is the same, but some of it is different. How many volunteer plumbers, electricians, etc. do you know? In the end, there IS a difference, especially depending upon the department that you volunteer with. Let’s be honest, some are definitely better than others. If you really care and want to make a difference, make sure you are not just joining to get a t-shirt or ball cap. Hopefully, we all join our respective departments because we had a calling and want to make a difference in our community. Please don’t forget that it should be the reason whether you are paid or volunteer. Be proud of yourself for trying to make a good impact on your community. I have taken dozens of classes over the decades. Are they going to reimburse me for my 1000s of hours I spent getting training?
- Seems pretty drastic. Drastic is typically effective.
- There are a slew of problems with this concept. First and foremost is how do you pay for it? It is inevitable that it would raise property taxes for all concerned, including those receiving the compensation. Secondly, those receiving the compensation would now have additional taxable income, after all the government isn’t going to allow you to escape something as trivial as the income tax. Thirdly, how do communities that are currently unable to adequately fund their fire protection, as well as all the other needs of the community, find the wherewithal to fund and administer this program? How would the program be supervised so that it is fairly and equitably distributed within a Department and not driven by the cronyism that pervades so many Departments in this day and age. How would it affect the VFBL coverage since the FF is now being compensated for their services? The list of questions goes on and on, and no concrete legislation is being shown to the fire service in NY for its examination. It reminds me of Nancy Pelosi, “you have to pass it before you’re allowed to read it.” It’s knee-jerk, middle of the night, feel-good legislation that in the short run sounds great and reasonable, only to turn out to be Frankenstein’s monster a year down the road, The Bailout Rope Law being a perfect example of this. There are a great many things that should be considered before we jump to paid on call FF’s.
- The one and only mission of the fire service is to protect life and property. With a substantial decrease of volunteer firefighters, the fire service leadership needs to look at every possible solution. These firefighters are being challenged by their socio-economic pressures which may require a two-parent family to have one spouse work two jobs or both spouses working. With limited free family time, I can never fault a person for not volunteering as a firefighter or leaving the fire service to spend more family time. With children’s activities being so much more available, a person needs to establish their values between what is more important to them. An individual has to determine what their priorities are - their family or the volunteer fire service. Additionally, so many more volunteer opportunities exist today, whether it is coaching soccer, belonging to another fraternal association or volunteering at their children’s events. Parents only get one shot at parenting. Having a stipend program may help a person or spouse from having to work another job to make ends meet financially. A stipend will allow them to plan a workable life/fire-service balance and be a volunteer. Yet, the bottom line is what are we going to do to assure the safety and well-being of our community and our firefighters and how are we going to assure that when a community calls that we have the appropriate, timely response with adequately trained personnel and with properly functioning equipment.
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