Updated July 2026 · 5 min read
Part of the Travel Nursing Hub — browse every related guide in one place.
Most travel nurses sign their first few contracts without reading them carefully. The ones who do occasionally find terms that would cost them thousands of dollars, strand them without benefits, or eliminate their ability to advocate for themselves when a facility treats them poorly. Here are the 10 red flags to look for before signing anything.
Every travel nurse contract should specify a minimum number of guaranteed hours per pay period—typically 36 hours per week for full-time assignments. If the facility cancels your shift because of low census, you should still be paid for those hours.
Contracts without guaranteed hours leave you at the mercy of census fluctuations. A slow week with three cancelled shifts can cost you $1,000–$2,000 in lost income. Over a 13-week assignment, repeated cancellations add up to a very different income than what you were promised.
What to look for: "Guaranteed hours of X per week" or "Guaranteed minimum of X hours per pay period, regardless of census."
Facilities can and do cancel travel nurse contracts—for census reasons, budget reasons, or because a situation changed. What matters is whether you get paid when they do.
Legitimate contracts provide: notice period (typically 2–4 weeks for cancellation), or cancellation pay if notice is short (e.g., 1–2 weeks of guaranteed pay if contract is cancelled with less than 2 weeks notice). Contracts that allow immediate cancellation without compensation leave you without income and without time to find a replacement assignment.
Some contracts include clauses restricting you from working directly for the facility or within a certain radius for a period after your contract ends—sometimes 12–24 months. These "no-hire" or "radius restriction" clauses exist to protect the agency's business relationship, not you.
If you fall in love with a facility and they want to hire you directly, a restrictive covenant could block that—or require the facility to pay a placement fee. Know whether this clause exists and what it covers before signing.
Some agencies default to providing housing directly—they arrange an apartment, you move in. The problem: you lose the opportunity to find your own housing for less and keep the surplus as tax-free income (the housing arbitrage strategy).
Always ask: "Can I take the stipend instead?" If the contract offers housing-provided only, with no stipend alternative, you're leaving money on the table and giving up housing flexibility.
Your contract should show: - Taxable hourly rate (per hour worked) - Housing stipend (weekly or per-shift amount) - M&IE stipend (weekly or per-shift amount) - Any bonuses (completion, sign-on)
If the contract shows only a total weekly pay figure without breaking these components out, demand clarification. You need to know what's taxable and what isn't—both for tax planning and for auditing your paychecks throughout the assignment.
Travel nurses are often classified as working 36-hour "full-time" schedules. Overtime should be paid for hours over 40 in a workweek (federal law) or over 8 in a day (in some states like California).
Check: Does the contract specify when overtime kicks in? Is it at 40 hours (federal standard) or at a different threshold? Does the overtime rate apply to your full comp (hourly + stipend pro-rated) or just to the base rate?
Many travel nurse contracts include float language—you may be asked to float to other units within the facility. That's generally acceptable. What's not acceptable is language that allows the facility to float you to units outside your competency or to a different specialty without your agreement.
If the contract says you can be floated to any unit at the facility's discretion with no restriction, ask to have that narrowed—or make sure you're comfortable floating to the full range of units the facility could assign you to.
Some contracts include language holding you financially responsible for housing costs if you terminate the contract early. If your agency arranged housing under a 3-month lease and you leave at 6 weeks, you might owe for the remaining housing.
Understand this provision before signing. If early termination is a possibility (personal reasons, family emergency, the assignment turns out to be unsafe), know what it will cost you.
This isn't always a written contract term, but before signing any assignment, ask: - Is there a 24/7 support line for nurses in the field? - What do I do if I witness unsafe conditions or am asked to work in a way that violates my scope of practice? - Who do I contact if my badge doesn't work, my shift assignment changes last-minute, or I have a paycheck discrepancy?
Agencies that can't clearly answer these questions are agencies that will leave you to fend for yourself when things go wrong.
Confirm the contract specifies: which state license is required (or that your Compact license is accepted), any facility-specific certifications required before start, and what happens if you arrive and a required credential hasn't been confirmed.
A nurse who shows up to a California assignment expecting Compact reciprocity—and finds out California doesn't participate in the Compact—is in serious trouble. Know the licensing requirements for every assignment location before the contract is signed.
1. Read the full contract, not just the pay section. Cancellation terms, float language, and restrictive covenants are in the back sections most nurses skip.
2. Ask your recruiter to clarify anything vague. Get clarifications in writing via email, not just verbal assurances.
3. Compare contracts across agencies for the same or similar assignments. Not just pay, but the terms themselves. A contract with better pay but weak cancellation protection may be the worse deal.
Travel nursing is a business relationship. Read the contract like one.
This article is for general informational purposes only and does not constitute medical, financial, or legal advice. Always verify information with current sources and consult qualified professionals for your specific situation.
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