Updated July 2026 · 4 min read

Travel Nurse Pay Packages Explained: How to Compare Offers

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Two agencies, same hospital, same specialty, same dates—one offers $2,400/week, the other offers $2,900/week. You take the higher one. But in travel nursing, the headline number is almost always misleading. Here's how to actually compare packages.

The Anatomy of a Travel Nurse Pay Package

A travel nurse pay package has multiple components, and understanding each one is essential to comparing offers accurately.

Taxable Base Hourly Rate Your W2 hourly wage. Subject to federal income tax, state income tax, Social Security (6.2%), and Medicare (1.45%). This is the number that matters for loan applications, retirement contributions, and tax withholding. Typical range: $20–$45/hour depending on specialty and market.

Housing Stipend A weekly tax-free reimbursement for housing costs while on assignment. Ranges from $500/week in low-cost markets to $2,500+/week in major metro areas. Tax-free if you maintain a legitimate tax home. Typically the largest component of a travel package.

Meals and Incidentals (M&IE) Stipend A weekly tax-free reimbursement for food and daily expenses. Based on GSA rates for your assignment location. Standard market: ~$340–$476/week. High-cost market: up to ~$644/week.

Completion Bonus Some agencies offer a bonus paid at the end of the contract if you complete all scheduled hours. Ranges from $500 to $5,000+ for crisis contracts. Taxable income.

Sign-On or Referral Bonus Taxable. Nice to have, but not a substitute for a structurally better package.

Overtime Pay Paid for hours over 40/week (or per state law). Rate varies by agency—some apply overtime to the full effective rate, others only to the base hourly.

Benefits Health insurance, dental, vision, 401k, continuing education allowance, and professional license reimbursement. Dollar value varies but can add $300–$600/month in real value.

The Right Way to Compare Two Packages

Convert everything to an equivalent hourly rate on a comparable basis. Here's a framework:

Step 1: List all components

Step 2: Calculate weekly taxable pay At 36 hours/week: - Agency A: $28 × 36 = $1,008/week taxable - Agency B: $22 × 36 = $792/week taxable

Step 3: Calculate weekly tax-free pay - Agency A: $1,400 + $400 = $1,800/week tax-free - Agency B: $2,000 + $400 = $2,400/week tax-free

Step 4: Total weekly gross - Agency A: $1,008 + $1,800 = $2,808/week total - Agency B: $792 + $2,400 = $3,192/week total

Step 5: Adjust for taxes Agency A's taxable component is $216/week higher than Agency B's. At a 25% marginal tax rate, that's about $54/week more in taxes for Agency A.

Agency A take-home: $1,008 × 0.75 (after-tax) + $1,800 = $756 + $1,800 = $2,556/week Agency B take-home: $792 × 0.75 + $2,400 = $594 + $2,400 = $2,994/week

Step 6: Add back benefits Agency A includes health insurance worth ~$400/month or $100/week. True after-tax equivalent: Agency A: $2,556 + $100 = $2,656/week

Result: Agency B wins by approximately $338/week after taxes and benefits, despite a lower taxable hourly rate.

The Trick Agencies Play With the Numbers

Agencies have a fixed "bill rate" from the facility—the total hourly cost they receive from the hospital. They allocate this between taxable pay and non-taxable stipends. Here's the trick:

High base, low stipend: Looks better for credit applications, retirement contributions, and income verification. Actually worse for take-home pay because more of it is taxed.

Low base, high stipend: Maximizes take-home because stipends are tax-free. Looks like "lower pay" on paper.

When a recruiter tells you they offer "$32/hour base + stipend," ask what the total weekly package is and what the split is. Then apply the tax math.

Bill Rate Transparency

Some agencies will share the facility's bill rate if you ask. This lets you see what total budget exists for your position and how the agency is splitting it. A nurse making $3,200/week on a $75/hour bill rate (36 hours = $2,700/week billed) should ask where the other $500/week in margin is going.

This conversation is uncomfortable but legitimate. Agencies make money on the spread; that's how the business works. Knowing the bill rate helps you understand how much margin exists to negotiate.

Factors That Can Make a "Lower" Package Worth More

• Assignment location with lower housing costs (your actual housing < stipend amount = free cash)
• Better guarantee hours (protected income if census drops)
• Superior health insurance that avoids marketplace costs
• Stronger float restrictions (you work your contracted specialty)
• Agency reputation for crisis support (worth something real at 3 AM)

The best package isn't always the one with the highest weekly number. But that number is the right starting point—and the after-tax comparison is where you find the real answer.

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.