Discussions concerning the salary of the Dallas Cowboy Cheerleaders heated up during the 2024 NFL season. Many of the athletes were paid less than some fast-food employees, which was a harsh reality hidden behind the glamour of halftime routines and perfect choreography. Cheerleaders worked long hours for little pay and little recognition, earning only $15 to $20 per hour plus a $500 flat fee per game or event. However, in 2025, that drastically changed.
Experienced workers like Megan McElaney and Jada McLean spearheaded a 400% pay increase through strong group action. The team purposefully boosted their voices by taking advantage of the Netflix documentary series America’s Sweethearts. Their push was incredibly successful, proving that a well-choreographed unity can be a transformative tool.
Dallas Cowboy Cheerleaders Salary Breakdown
| Aspect | Detail |
|---|---|
| Organization | Dallas Cowboys Cheerleaders |
| Employer | Dallas Cowboys (NFL) |
| Employment Type | Part-time, Independent Contractor |
| Salary Before 2025 | $15–$20/hour, $500/game, total approx. $75,000/year |
| Salary After 2025 Raise | $75/hour + appearance fees, estimated up to $150,000/year for veterans |
| Health Benefits | Not included |
| Public Appearances | Flat fee increases based on experience |
| Perks Included | Free beauty treatments, fitness services, tanning, dental, etc. |
| Netflix Series Reference | America’s Sweethearts: Dallas Cowboy Cheerleaders |
Cheerleaders worked side jobs to make ends meet prior to the raise. Practices frequently lasted 30 to 40 hours per week, schedules were rigorous, and aesthetic standards were high. By day, many DCC members worked as orthodontists, nurses, or florists. However, their pay did not match the status of their position, even though they played in sold-out stadiums and were the NFL’s most valuable team, valued at over $10 billion by Forbes.
Calls for equitable compensation in sports and entertainment have grown over the last ten years. Former cheerleaders’ lawsuits against NFL teams exposed unethical pay practices. Former DCC Erica Wilkins filed a lawsuit against the team in 2018, alleging she was paid roughly $7 per hour. Her situation was similar to what many women in other industries had gone through: systemic undervaluation of exceptionally talented professionals.
Veterans like Kristin Westbrook were disclosing numbers in public by 2025. She explained that rookies only received $100 for each appearance, with tenure-based raises. These observations presented a model that was surprisingly inexpensive but unquestionably unsustainable, particularly in light of the fact that waterboys are said to earn $53,000 a year and mascot salaries exceed $25,000.
By means of strategic perseverance and advocacy, the team was able to obtain $75 hourly rates in addition to increased performance fees. Veterans may now be able to make up to $150,000 a year, according to estimates, even though these new terms are still partially confidential. That is a significantly better result and a positive standard for comparable performers in other places.
But not every problem was fixed. Cheerleaders are still unable to obtain health insurance because the team is still considered an independent contractor. Given the physically demanding nature of their job, which involves travel, intricate routines, and intense rehearsals, the lack of benefits raises questions regarding sustainability. Some cheerleaders currently characterize the experience as a full-time job with recognition on a part-time basis.
The DCC pay raise is being seen as a turning point in spite of these obstacles. This is more than just a victory for one team in the context of labor justice and gender pay equity; it could be a game-changer for an entire industry. According to reports, NFL cheerleaders from other teams are starting their own discussions regarding pay after seeing what Dallas accomplished.
Viewers saw heated arguments, contract negotiations, and almost complete walkouts during the second season of the show. Despite management’s initial resistance to change, the strength of group cohesion, media attention, and public empathy turned out to be very effective influencers. Finally giving in at the end of the season, management praised the squad’s leadership and confirmed the raise.
The change is “60-plus years overdue,” according to Director Kelli Finglass, who has been with the DCC since 1984. She praised the cheerleaders for setting the example for future generations and moving mountains during a year-end banquet. Charlotte Jones, the team’s chief brand officer, agreed with her sentiment, finally admitting that the athletes “aren’t paid a lot” but should be paid more.
The DCC salary story is a motivating model for aspiring dancers and athletes. It demonstrates that change is achievable if you strategically and persistently raise your voice. The cheerleaders’ use of solidarity, legal advice, and storytelling as tools rather than confrontation was especially creative. Offices were not stormed by them. Together, they stood.
The effects of this raise have become evident in recent days. Supporters want to know why other NFL teams don’t adopt Dallas’ strategy. The NFL should implement a minimum wage for cheerleaders across the league, according to commentators. It has never been done before, but some agents are even suggesting new performance contracts with appearance-based royalties.
By combining media-savvy visibility with contemporary organizing strategies, the DCC not only changed their own salaries but also possibly revitalized NFL cheerleading’s image. These women are no longer seen as ornaments but rather as successful brand representatives who should be paid well and have long careers.
