In Pennsylvania there’s been a noticeable decline in the number of available volunteer firefighters, and many communities are starting to feel the impact. A combination of factors such as increasingly demanding training requirements, evolving personal and professional commitments, and an aging volunteer base has made it difficult for departments to maintain adequate staffing levels. Compounding the issue is the growing scope of responsibilities placed on fire departments. Today’s firefighters are expected to do far more than fight fires. Emergency medical services (EMS), technical rescues, hazardous materials response, and other specialized operations have become core components of their duties. For volunteer departments, keeping up with these demands is becoming increasingly unsustainable.

In response, several Pennsylvania townships are exploring a transition to paid firefighter roles. This shift is seen as a way to ensure more reliable response times and consistent service delivery, especially during high-stakes emergencies where every second counts. For communities with the financial resources, moving to a paid model also offers the opportunity to build a long-term career pipeline and reduce uncertainty around future staffing.

However, this transition comes with important financial and administrative considerations, particularly in the area of workers’ compensation. One of the most significant changes involves the classification of paid firefighters under a different workers’ comp class code than volunteers. The rate for paid firefighters is substantially higher due to the increased exposure and frequency of claims associated with full-time work. This includes a greater risk of on-the-job injuries and long-term health effects from regular exposure to smoke and hazardous chemicals.

For example, in 2024, the average DVWCT rate for class code 985B (paid firefighters) is $10.262 per $100 of payroll. In contrast, clerical workers under class code 953 are rated at just $0.12 per $100 of payroll. Volunteer firefighter coverage, meanwhile, is not handled through the Delaware Valley Workers’ Compensation Trust (DVWCT) but is instead placed separately through the State Workers’ Insurance Fund (SWIF). Because the exposure basis differs (population for volunteers versus payroll for paid staff), it’s difficult to make a direct comparison. Still, transitioning to paid staffing would shift costs from SWIF to DVWCT, resulting in higher premiums that municipalities must be prepared to absorb.

Another key factor influencing the cost of paid fire service is Pennsylvania’s Act 46 of 2011, which established a cancer presumption under the Workers’ Compensation Act. This law presumes that certain types of cancer are work-related for firefighters who meet specific criteria, such as having at least four years of continuous service and passing a pre-employment physical exam showing no signs of cancer. This presumption significantly increases the risk profile, and associated insurance costs, of employing paid firefighters.

As Pennsylvania townships consider the future of their fire services, the decision to move from volunteer to paid staffing models must be made with a full understanding of the operational, financial, and legal implications. While the shift can enhance reliability and service quality, it also requires careful planning and long-term budgeting to ensure sustainability.