Travel Nurse Pay Calculator: How to Read Your Compensation Package in 2026

Recruiters love quoting "weekly gross" because it is the biggest, shiniest number in the offer. But weekly gross is not what hits your bank account. Two contracts with the same gross can have wildly different take-home pay depending on how the package is structured. Here is how to read the breakdown so you do not get burned.

The four buckets in every travel package

Every legitimate travel contract splits weekly pay into four buckets. Knowing them is the difference between guessing and comparing offers like a pro.

1. Hourly taxable rate — the part the IRS taxes as W-2 wages. Usually $20–$35/hour for travel RN contracts in 2026, depending on specialty and market.
2. Lodging stipend — non-taxable, set by the GSA per-diem rate for the contract city. Designed to cover housing.
3. Meals & Incidentals (M&IE) stipend — also non-taxable, also GSA-rated.
4. Travel reimbursement — usually a one-time payment at the start (and sometimes end) of the contract. Non-taxable up to a cap.

Add those four buckets together and divide by 36 (or 40, depending on guaranteed hours) and you get the "blended rate" — the more useful number to compare across offers.

Why blended rate beats weekly gross

A $2,800/wk contract with a $20/hour taxable rate plus stipends is taking home more, after tax, than a $2,800/wk contract with a $32/hour rate and minimal stipends. The IRS does not touch the stipend portion as long as you maintain a tax home.

Side-by-side example for a 36-hour week:

Contract	Gross	Taxable	Stipends	Est. Take-home
A	$2,800	$720 (20×36)	$2,080	~$2,575
B	$2,800	$1,152 (32×36)	$1,648	~$2,420

Same gross. Different reality.

Red flags to ask about

• "All-inclusive" rates with no breakdown. Run. The IRS requires the breakdown to be defensible.
• Stipends higher than the GSA rate for that city. Your tax home is now exposed if you get audited.
• No guaranteed hours clause. A 36-hour guarantee means you get paid even if the unit calls you off. Without it, your "weekly" pay can drop fast.
• Cancellation penalties on you, not the facility. Read the fine print. (More on this in our post on why travel contracts get cancelled.)
• Missing overtime rate. OT after 40 hours should be 1.5× the hourly taxable rate, not the blended rate.

Questions to ask every recruiter before signing

1. What is the hourly taxable rate, and what is the OT rate?
2. What are the stipend amounts, and do they match the GSA rate for that city?
3. Are there guaranteed hours? How many?
4. What happens if the facility cancels me before the contract ends?
5. Is travel reimbursement paid up front or after week one?
6. Are there missed-shift penalties on my side?

If a recruiter cannot answer these clearly, that itself is the answer.

The bottom line

Weekly gross is a marketing number. Blended take-home is the real number. Always ask for the breakdown in writing before signing — and compare contracts on apples-to-apples take-home, not on the headline.

Ready to compare offers? Browse open contracts with weekly pay shown in writing on every job, no surprises.