A Peer Support Specialist Career Guide from BehavioralHealth.careers

Peer support is one of the most practical, human-centered roles in behavioral health. It is also one of the most misunderstood.

This guide explains what peer support specialists do, how training and certification vary by state, what pay data can (and cannot) tell you, and how to build a real career path without being pushed into clinician work you are not hired or trained to do. [1]

What Does a Peer Support Specialist Do?

A peer support specialist is a behavioral health support professional who uses lived experienceand peer-based skills to help others engage in recovery and build stability.

Peer support specialists provide non-clinical support, including emotional support and educational resources, and help individuals set personal goals and develop strategies to achieve them.

They help individuals recognize and utilize their values and strengths throughout their recovery journey. Peer support is grounded in mutuality, respect, and practical coaching, not clinical diagnosis or psychotherapy. [1][2]

What peer support is (and is not)

Peer support is:

Relationship-based support from someone with lived experience who is trained to provide structured recovery support [1][2]
Practical help navigating systems, building daily routines, connecting to services, and strengthening self-advocacy [1]
Focusing on the person and their unique recovery journey, providing hope and motivation to support their progress

Typical responsibilities and common examples

Build trust and engagement with people who have had difficult experiences with systems of care [1]
Provide ongoing support to individuals as they work toward achieving their recovery goals
Accompany individuals to appointments or activities, such as doctor visits, to provide support and help overcome barriers
Help individuals navigate challenges related to mental health, substance use, trauma, or criminal justice involvement, and assist them in navigating complex systems such as healthcare, housing, and employment
Support goal-setting, wellness planning, and recovery skill-building [2][3], including helping clients set personal goals and develop strategies to achieve them
Coach people through transitions, such as discharge from inpatient care, reentry after incarceration, or stepping down from residential treatment [4]
Help people connect to community resources (housing, benefits, support groups, transportation, food access)
Document services in basic formats required by the employer or payer (within scope and training)
Model boundaries and healthy coping, including relapse prevention supports in SUD settings [1][2]

Common populations served

Substance use and addiction recovery (peer recovery support, recovery coaching) [2]
Serious mental illness and community mental health recovery supports [1][2]
Youth and family peer support roles (often a distinct training pathway), including Family Peer Support Specialists who provide guidance and advocacy for parents, caregivers, and families of children or youth with mental health or behavioral challenges [7]
Crisis support across the crisis continuum, including mobile crisis and stabilization programs where peers are part of teams [4]
Justice-involved settings including reentry supports, diversion programs, and jail-based behavioral health services (varies by region and model); peer support specialists can obtain forensic endorsements to work with individuals in the criminal justice system
Veterans peer support, with specialists who share lived experience to help fellow veterans navigate recovery from mental health issues such as PTSD, and connect them to veteran-specific resources
Individuals with disabilities, ensuring support and advocacy for those with mental health disorders or disabilities, and recognizing disability as a source of strength
Specialization as a peer support specialist can include focusing on populations such as adolescents, veterans, individuals with co-occurring disorders, or tailoring services to individuals' unique needs and backgrounds

Where peers work

Peer support specialists serve individuals in a variety of settings, including those tailored to veterans and people with disabilities. Peer specialists show up across the full continuum:

Outpatient and intensive outpatient programs
Inpatient units and emergency departments
Community mental health centers and clubhouse models
Recovery community organizations (RCOs)
Mobile crisis teams and crisis stabilization
Hospitals and health systems (including integrated care)
Telehealth and phone-based outreach (more common post-2020, employer-dependent)

Why Peer Roles Are Growing and What Employers Should Know

Peer support is expanding because systems are trying to close access gaps while improving engagement and continuity.

As the field grows, there are increasing opportunities for peer support specialists, with peer services now being incorporated into diverse industries and healthcare systems. Growth is not just a “trend.” It is driven by financing, service redesign, and a broader recovery-oriented approach. [5][6][7]

Demand drivers

Integration and care continuity: Peer support is often used to strengthen engagement before and after clinical episodes, especially transitions between levels of care. [4][6]
Access gaps: Peer roles can extend support beyond clinical settings and into daily life, where relapse risk and disengagement often happen. [1][2]
Medicaid and payer coverage: Federal guidance has long allowed states to cover peer support services under Medicaid, and newer guidance continues to clarify coverage. [5][6][7]
Opportunities for advancement: The growing demand for peer support is creating new opportunities for career advancement and specialization, including certification upgrades, mentorship roles, and participation in educational events.

Common employer use cases

Engagement support for people who are hard to reach or frequently cycle through crisis services
Transition supports after detox, residential treatment, inpatient psych, or ER visits
Recovery coaching and support groups as part of outpatient or community-based programs
Navigation supports (benefits, appointments, community supports)
Peer-led education and skill-building groups, when allowed by program standards and payer rules [8]
Helping individuals utilize their personal values and strengths to support their recovery process

“Good peer program” basics

Employers tend to get better outcomes and retention when they invest in the basics:

Role clarity: Written scope, clear boundaries, and consistent workflows [3][4]
Structured supervision: Supervisors who understand peer work and protect peers from role drift [3][4]
Training aligned to core competencies: Programs that map to recognized peer competencies rather than generic “helper” training [3]
Respect and inclusion: Peers should be integrated as professionals, not treated as informal staff

Additionally, effective peer support programs emphasize focusing on resiliency and hope, helping individuals and families build strength and optimism throughout their recovery journeys.

Avoiding role drift (peers doing clinician work)

Role drift is one of the top reasons peer specialists burn out or leave.

Watch for postings that ask peers to:

Provide therapy, clinical assessment, diagnosis, or treatment planning [4]
Function as case managers without training or proper staffing supports
Cover responsibilities “as needed” with no clear scope or supervision

Peer roles add value because they are distinct. The goal is not to turn peers into clinicians. [4]

Training, Certification, and State-by-State Differences

There is no single national license for peer support specialists. Requirements vary by state, payer, and role title (peer specialist, peer recovery support specialist, recovery coach, family peer, youth peer). [5][6][7]

Most states have specific requirements for training and certification, which typically include completing a state-approved training program, having at least a high school diploma or its equivalent, and being at least 18 years old.

Most states do not require a college degree for entry into peer support specialist careers, but a high school diploma or GED is often required to enroll in training programs.

Nearly all states have training and certification programs for peer support specialists, and most states require certification to work in roles that bill Medicaid or other insurance.

Peer support specialist training usually includes experiential training and may require passing a written exam.

Certification is available through state agencies and support organizations. Individuals pursuing this career are generally expected to have lived experience with recovery, typically requiring 1-2 years of stable recovery, and to be comfortable discussing their history of a mental health disorder.

Typical pathway to a peer support certification and career

Many states follow a similar sequence, but the details vary:

Prerequisites: Often a minimum age and lived experience aligned to the role (mental health, SUD, co-occurring, family/youth). Most peer support specialist training programs require a high school diploma or equivalent (such as a GED) as a basic prerequisite for eligibility.
Training: Commonly 40 to 80 hours, depending on the state and credential type (examples include 40-hour and 80-hour models in state pathways). Completing experiential training is typically required, and many programs also require passing a written exam.
Exam or competency verification: Some credentials require an exam; others use performance domains and supervised practice [5][6][14]
Background check: Often required in healthcare settings and may be required for certification or employment
Continuing education and ethics: Many programs require ongoing education and ethics training to maintain standing [11]

Titles you may see (and why they matter)

Certified Peer Specialist (CPS): Often associated with mental health peer roles
Peer Recovery Support Specialist: Often tied to SUD recovery supports
Recovery Coach: May be employer-defined or credentialed depending on state
Family or Youth Peer: Usually separate training and supervision expectations [7]

How to verify your state requirements: checklist

Use this checklist before you pay for training:

Identify the exact job title you want (mental health peer, SUD peer, family peer, youth peer).
Find your state’s official behavioral health authority (mental health and/or substance use) website.
Look for pages on peer services, peer support, or workforce/credentialing.
Confirm whether the credential is needed for Medicaid-billable peer services in your state. [5][6][7]
Verify the approved training list, required hours, exam requirements, and renewal rules.
Check the renewal requirements for your certification, including the need to complete continuing education opportunities to renew or upgrade your credential.
If the state references a certification board, confirm it is the board used by employers and payers in your region.
If anything is unclear, call the state office or approved training provider and ask: “Which credential is recognized for Medicaid-funded peer support services?”

Where to look

California

Start with California DHCS materials on Medi-Cal peer support standards and certification program expectations. [8]
If you are pursuing Medi-Cal peer roles, look for the DHCS guidance tied to the Medi-Cal Peer Support Services benefit and any county or program certification process. [8][9]

Florida

Florida commonly routes peer credentials through a statewide certification board. Confirm the current peer credential types, eligibility, training pathways, and renewal rules through the Florida Certification Board. [10]

New Jersey

Begin with NJ Division of Mental Health and Addiction Services (DMHAS) resources on peer recovery support services. [11]
New Jersey also references credential expectations for peer workers in DMHAS guidance documents and related program materials. Use those to confirm what employers and payers recognize. [11]

New York

New York’s peer specialist ecosystem includes state-recognized credentialing pathways. Use NY’s official peer credentialing body and related state resources as your starting point. [15]

Texas

Texas peer roles are connected to state systems and payer requirements. Use Texas HHSC guidance and state resources when verifying training, certification, and Medicaid-related expectations. [16]

Additional state examples to broaden your search

If you are open to relocating or remote-friendly employers, these states have clear public guidance that can help you understand how peer roles are structured:

Arizona: Check AHCCCS (Medicaid) guidance on peer support services and recognized peer support training/competency expectations. [17]
Washington: Look at Washington State’s peer counselor certification information and training pathway references. [12]
Massachusetts: Use Massachusetts DMH resources for peer specialist training programs and workforce pathways. [18]
Illinois: Illinois publicly documents credential processes for recovery support specialist credentials. [14]
Ohio: Ohio provides clear “paths to certification” documentation for peer recovery supporters. [19]
Colorado: Colorado has publicly stated certification expectations connected to reimbursement and peer service standards. [20]
Pennsylvania: Pennsylvania’s peer services materials describe qualifications and expectations for certified peer specialists. [21]

Skills That Make Peer Specialists Effective

Peer work is not “just being supportive.” It is a professional skill set that can be learned, practiced, and improved over time.

Peer support specialists learn key skills such as active listening, empathy, crisis intervention, advocacy, and group facilitation to effectively support individuals and families facing mental health and behavioral challenges.

Core peer competencies are widely used to shape training, supervision, and job expectations. [3]

Core competencies include:

Focusing on individuals' strengths and values, and helping them utilize these in their recovery process.
Fostering resiliency and advocating for individuals' needs to promote recovery and wellbeing.

Core competencies that matter in the real world

Engagement and motivational support: meeting people where they are, without pushing your agenda
Recovery coaching and goal support: helping someone set meaningful, achievable steps [2][3]
Cultural humility: being aware of identity, power, and systems, and staying curious rather than assuming [3]
Trauma-informed approach: prioritizing safety, choice, collaboration, and empowerment [3]
Documentation basics: clear, respectful notes that reflect observable support actions and client goals (not clinical diagnosis)
Focusing on individuals' values and fostering resiliency: emphasizing strengths-based support that helps people identify their core beliefs, priorities, and build the resiliency needed for recovery.
Advocating for individuals' needs and rights: supporting and representing clients to help them access resources, promote recovery, and protect their wellbeing.

Communication and de-escalation basics

Use calm, concrete language and offer choices
Reflect and validate without “rescuing”
Know when to bring in clinical staff (especially in crisis or safety concerns) [4]

Boundaries and ethics

Strong peers are consistent about:

Scope: “Here is what I can do, here is what I cannot do.” [4]
Privacy: your lived experience is yours to share, but never required in detail
Dual relationships and conflicts of interest: avoid becoming someone’s sponsor, roommate, or primary emotional support outside program boundaries [4]

Self-care and sustainability in the role

Peer work can be meaningful and emotionally demanding.

Protect sustainability by:

Using supervision early and often
Creating routines around breaks, time off, and recovery practices
Watching for role drift and speaking up when expectations expand beyond scope [4]

Salary and Job Outlook for Peer Specialists in the US

What makes peer pay hard to measure nationally

Peer roles are often coded under different job titles (peer specialist, recovery coach, community health worker, case aide, outreach worker).

That inconsistency makes national wage estimates for “peer support specialist” specifically hard to compare across states and employers.

Pay drivers to understand

Even without a single national pay benchmark, these factors reliably influence pay:

Setting and acuity: crisis programs, hospitals, and inpatient settings may pay more than entry-level community roles
Region and labor market: local supply and competition affect wages
Unionization and wage scales: some roles sit inside the union or health system pay bands
Medicaid reimbursement structures: states that reimburse peer services more broadly may create stronger job volume and clearer job ladders [5][6][7]
Credential level and specialization: youth/family peer, crisis peer, forensic peer, or bilingual roles may command higher pay
Shifts and differentials: nights/weekends can increase hourly rates

Career Path and Advancement Options

Peer support can be a long-term career, especially when organizations build ladders that keep peer roles peer-led.

There are many opportunities for advancement in this field, including upgrading your peer specialist certification through additional education and training, which can open up more job opportunities and allow for Medicaid billing in many states.

With further education, Peer Support Specialists (PSS) can also transition into clinical roles, such as becoming Substance Abuse and Mental Health Counselors.

Common next steps

Senior or Lead Peer Specialist: mentoring new peers, leading groups within scope, supporting workflows; opportunities for mentorship roles are often available as part of career advancement
Peer Supervisor (where applicable): supervising peers with training aligned to peer competencies [3]
Care coordinator or navigator roles: if the employer offers structured training and the role is distinct
Community health worker pathway: a shift into CHW roles, depending on state systems and employer models [22]
SUD counselor pathway: possible with additional education and credentialing, but do not treat peer certification as a substitute
Educational events: opportunities to participate in workshops, conferences, and other educational events can support ongoing skill development and career growth

Stacking credentials responsibly

A safe way to “stack” is:

Master peer scope and documentation expectations
Add role-aligned training (crisis support, youth/family peer, recovery coaching)
Pursue formal education only if you want a different scope (case management, counseling, social work)

How employers can create a ladder without turning peers into clinicians

Pay increases for peer leadership and specialty roles
Formal peer supervisor roles with peer-informed supervision standards [3]
Clear boundaries in job descriptions and evaluation metrics [4]

How to Get Hired: Resume, Interview, and Job Search Tips

Resume bullets examples (peer-focused)

Use action + outcome language that fits peer scope:

Supported participant engagement through goal setting, recovery planning, and connection to community resources [1][2]
Led peer-based skill-building groups aligned to program standards and documented services per agency guidelines
Coordinated warm handoffs during transitions between levels of care and followed up to reduce missed appointments
Used de-escalation and communication techniques to support participants during high-stress moments, escalating appropriately to clinical staff [4]

Interview questions employers commonly ask (and strong guidance to frame your responses with)

“What does peer support mean to you?”
Frame: shared understanding + empowerment + practical recovery supports, not clinical treatment [1][2]
“How do you handle boundaries?”
Frame: scope clarity, documentation, supervision, no dual relationships, no clinical role drift [4]
“How do you use lived experience professionally?”
Frame: selective disclosure, purpose-driven sharing, focus stays on the participant’s goals, not your story
“How do you respond in crisis?”
Frame: calm presence + safety steps + team escalation, peers do not diagnose or provide therapy in crisis [4]

Discussing lived experience professionally

You do not owe anyone details. A strong approach:

Share enough to establish credibility and empathy
Keep the focus on the participant’s recovery and goals
Use supervision when triggers come up

Red flags in job postings

“Must provide counseling/therapy” or “conduct assessments” in a peer role [4]
No mention of supervision or training
Vague duties like “assist with all clinical tasks as needed”
No pay range and no clear advancement structure

For Employers: Writing a Strong Peer Support Job Posting

Employers get better applicants when the posting is specific, respectful, and grounded in peer scope.

Including the specific requirements, such as certifications, state regulations, and experiential training, ensures candidates understand what is needed for the role.

Additionally, highlighting opportunities for advancement, like mentorship roles or further certification, can attract motivated applicants seeking to grow in peer support specialist careers.

Required vs preferred qualifications

Required (common):

High school diploma or equivalent
Lived experience aligned to the role (mental health, SUD, co-occurring, family/youth)
State-recognized peer credential or eligibility path (state-specific) [5][6][7]
Basic documentation skills and the ability to work in a team

Preferred:

Experience in crisis settings, reentry, youth/family peer, or integrated care
Bilingual skills relevant to the service area
Peer leadership experience

Supervision model

Identify the supervisor role and peer-informed supervision expectations [3]
Protect peer scope and set escalation paths for clinical needs [4]

Performance expectations

Engagement, follow-up consistency, respectful documentation, and appropriate handoffs
Clear boundaries and ethics

Pay transparency and why it matters

Pay ranges reduce mismatched applicants and support workforce stability. Transparent pay is also a competitive advantage for employers seeking qualified peers.

Inclusive language checklist

Avoid stigmatizing terms
Describe lived experience respectfully
Clarify scope: no diagnosing, no therapy, no clinical assessment [4]
Use person-centered language and recognize the strengths and contributions of individuals with disabilities

FAQs on Peer Support Careers

Do I need a license to be a peer support specialist?

Usually no. Peer roles are typically credentialed through state-recognized certification pathways, not a national professional license. Requirements vary by state and payer. [5][6][7]

Is peer support the same as a therapist?

No. Peer support is distinct from therapy and clinical care. Peers do not diagnose, assess clinically, or provide psychotherapy as part of their scope. [4]

Can I work in peer support with a past substance use disorder?

In many programs, lived experience with recovery is part of the foundation of the role. The exact expectations depend on the job and state pathway. [1][2]

How long does it take to become a peer support specialist?

It depends on your state and credential type. Some pathways are built around structured training that commonly range from 40 to 80 hours, plus additional steps like exams, background checks, or supervised practice. Some in-person training programs last one week (Monday to Friday). [12][13]

Is peer support specialist training free?

Training for peer support specialists is often free, but trainees are responsible for their own lodging, food, and travel costs.

Are remote peer support jobs available?

Yes, some employers offer remote or hybrid peer roles, especially for outreach and ongoing recovery support. Verify supervision, scope, and documentation expectations before accepting. [4]

What is the difference between a peer specialist and a recovery coach?

Titles vary by state and employer. In some areas, “recovery coach” is a peer-aligned role; in others, it is a separate credential or employer-defined position. Always verify the recognized credential for your setting and payer. [5][6][7]

Do peers work in crisis settings?

Yes, peers can be part of crisis continuum services, but with clear boundaries and team escalation processes. [4]

Will peer certification help me become a counselor later?

Peer certification can build skills and experience, but it does not replace formal counseling education or licensure. Treat it as a distinct career path or a foundation for later education, not a shortcut.

What should I look for in a “good” peer job?

Clear scope, peer-informed supervision, paid training support, transparent pay, and a defined career ladder. [3][4]

Do peer roles exist in justice-involved settings?

Yes, peer supports can be used in reentry and diversion models depending on the state and provider system. Verify training and scope for those settings. [4]

Explore Peer Support Specialist Jobs on BehavioralHealth.careers

Job seekers: focus on roles with clear scope, supervision, and pay transparency. Use your lived experience professionally and protect your boundaries.

Employers: strong peer postings are specific about scope, supervision, and pay. Clear structure brings better applicants and better retention.

Filter for these roles now to get a sense of all that BehavioralHealth.careers has to offer, and get started today!

Related Resources

For a complete breakdown of the roles across the industry, visit our Careers in the Behavioral Health Field guide.

Our Peer Support Specialist Career Guide