Travel Nurse Contracts

Travel nurse contracts are temporary employment agreements between a registered nurse and a staffing agency to work at a healthcare facility for a set period, typically 8 to 26 weeks. The most common contract length is 13 weeks, which aligns with quarterly staffing cycles at most hospitals.

Each contract includes a detailed pay package that breaks down your compensation into taxable hourly wages and tax-free stipends (housing, meals, and incidentals). Understanding this breakdown is crucial for comparing offers from different agencies and maximizing your take-home pay.

At the end of your contract, you can extend at the same facility (if both parties agree), pick up a new contract at a different location, or take time off before your next assignment. This flexibility is one of the biggest advantages of travel nursing.

8-week contracts are common for crisis and rapid-response assignments. They're ideal when hospitals need immediate coverage and are often associated with higher pay rates. The shorter duration means less commitment but also less stability — and you'll spend more time (and money) on travel and onboarding relative to earning weeks.

13-week contracts are the industry standard and make up the majority of travel nurse assignments. This length aligns with hospital quarterly budgeting cycles and gives you enough time to settle into a new city. Most housing arrangements (leases, Airbnb monthly rates) are optimized for this timeframe.

26-week contracts are less common but offer the most stability. They're typical for long-term staffing gaps or when facilities want continuity of care. Longer contracts may come with slightly lower weekly pay but reduce the cost and disruption of moving between assignments. Some facilities offer rate increases or bonuses for nurses who commit to 26 weeks.

Pay breakdown transparency. Your contract should clearly separate the taxable hourly rate from tax-free stipends (housing, meals & incidentals, travel reimbursement). A "blended rate" that combines everything into one number makes it impossible to compare offers or verify that your stipends align with GSA rates.

Guaranteed hours. Look for contracts that guarantee 36 or 40 hours per week. Without guaranteed hours, the facility can cancel shifts and you'll only be paid for hours worked. Some contracts guarantee 36 hours but schedule you for 48, meaning consistent overtime pay.

Cancellation clause. Understand what happens if the facility cancels your contract early. Good contracts include a 2-week notice period or a cancellation penalty paid to you. Without this protection, you could arrive at an assignment only to have it cancelled after a few weeks.

Overtime and floating policies. Check whether overtime is mandatory or voluntary, and whether you can be floated to other units. Some contracts restrict floating to units within your competency area, while others allow the facility to assign you anywhere. Floating policies should be in writing.

Vague pay breakdown. If an agency won't provide a clear itemization of your taxable rate and each stipend component, that's a major warning sign. You need this breakdown for tax purposes and to verify your compensation is competitive. Walk away from any offer that bundles everything into a single "weekly rate" without details.

No guaranteed hours. Contracts without hour guarantees leave you vulnerable to cancelled shifts with no compensation. Facilities experiencing census drops may send travelers home first, and without guaranteed hours you have no recourse. Always insist on at least 36 guaranteed hours per week.

Excessive penalties. Some contracts include steep penalties for early termination — $5,000 or more if you leave before the contract ends. While reasonable cancellation terms protect both parties, one-sided penalties that only punish the nurse (with no corresponding protection if the facility cancels) are a red flag.

Missing stipend details. If the contract mentions a "housing allowance" but doesn't specify the exact monthly amount, or if the stipend is suspiciously far below the GSA rate for the area, dig deeper. Some agencies inflate the taxable rate while minimizing stipends, which costs you money in taxes. Others do the opposite, which can create IRS compliance issues.

Your total weekly compensation as a travel nurse is split into two main categories: taxable wages and non-taxable stipends. The taxable portion is your hourly rate (typically $20-$35/hour), while stipends for housing ($350-$1,000/week), meals & incidentals ($200-$320/week), and travel ($40-$60/week) are tax-free if you maintain a qualifying tax home.

Blended rate calculation. To compare offers from different agencies, calculate the total weekly package: (hourly rate × guaranteed hours) + weekly housing stipend + weekly M&I stipend. For a nurse earning $30/hour with 36 guaranteed hours, a $900/week housing stipend, and $260/week M&I, the total weekly package is $1,080 + $900 + $260 = $2,240.

Overtime impact. Overtime is calculated on your taxable base rate only — not on your total package. At 1.5× a $30/hour base rate, each overtime hour adds $45 in taxable wages. This is why some nurses prefer contracts with a higher base rate even if the total package is similar: more overtime hours means significantly more earnings.