You have found the perfect thirteen-week assignment. The location is ideal, the unit sounds great, and the recruiter has been responsive. The contract PDF lands in your inbox, and you are ready to sign.
Not so fast.
Travel nursing contracts are dense, and the details buried in paragraphs five through nine can make or break your assignment. A five-minute review now can save you thousands of dollars and weeks of frustration later. This travel nurse contract checklist walks you through the twelve non-negotiables you need to verify before you put your signature on that dotted line.
Start With the Money (All of It)
Yes, your recruiter quoted you a rate. But does the contract match that conversation? Print the offer breakdown and compare it line by line to the written contract.
- Hourly taxable rate: Confirm the exact dollar amount for your base pay, including any shift differentials for nights, weekends, or charge nurse responsibilities.
- Non-taxable stipends: Verify your weekly lodging and M&IE (meals and incidental expenses) stipends. Make sure they are listed separately and match what you were promised.
- Guaranteed hours: Most contracts guarantee thirty-six or forty hours per week. If the facility cancels your shift, do you still get paid? This clause matters more than almost anything else.
- Overtime and on-call: What is the OT rate? Is on-call paid, and at what rate? If the unit expects frequent call, this can swing your take-home by hundreds of dollars per week.
If any number feels off or vague, stop and ask. This is not the time to assume your recruiter “probably meant” the higher figure.
Decode the Cancellation and Penalty Clauses
Cancellations happen. Facilities cancel travelers. Travelers sometimes need to leave assignments early. The question is: what does it cost you?
Facility cancellation terms: Can the hospital cancel you in the first week with no penalty? After two weeks? Some contracts allow the facility to terminate within the first shift or two for almost any reason, leaving you scrambling to find another assignment. Look for language about notice periods and whether you will receive stipends if they send you home early.
Traveler cancellation penalties: If you need to break your contract early, what do you owe? Many agencies require you to repay housing stipends, travel reimbursements, or even a flat penalty fee. Understand the dollar amount before you commit, especially if you have never worked with this facility or agency before.
Completion bonus clawback: Does your contract include a completion bonus? Great! But read the fine print. If you leave even one day early (for any reason, including family emergency), you may forfeit the entire amount. Some contracts require you to work every single scheduled shift to qualify.
Housing, Travel Reimbursement, and Tax Home Rules
If you are taking stipends, the IRS expects you to maintain a tax home—a permanent residence where you pay rent or a mortgage and return between assignments. Your contract should never ask you to misrepresent your tax home status.
Lodging stipend vs. agency housing: Are you taking the stipend and finding your own place, or is the agency booking housing for you? If the agency provides housing, confirm the location, amenities, and cancellation terms. If you are taking the stipend, make sure the weekly amount is realistic for the area. A $900/week stipend sounds great until you discover that a safe one-bedroom near the hospital runs $1,400.
Travel reimbursement: Does the contract reimburse your mileage or flights to and from the assignment? Is it paid upfront, at completion, or per pay period? If you are driving across the country, a reimbursement paid only after you finish thirteen weeks is a very different cash-flow situation than one paid in your first check.
Stipend documentation: A few agencies will ask you to sign an attestation that you qualify for tax-free stipends. Read it carefully. If you do not actually maintain a tax home, taking stipends can trigger an IRS audit and a hefty tax bill down the road.
Scheduling, Shifts, and the ‘Flexibility’ Trap
Your contract should spell out your schedule with as much specificity as possible. Vague language here often leads to frustration once you arrive on the unit.
Shift type and rotation: Are you scheduled for straight nights, straight days, or a rotating schedule? If the contract says “flexible” or “as needed,” ask your recruiter to get written clarification from the facility. Rotating shifts are exhausting, and if you signed up for nights only, you should not be surprised with a day shift in week three.
Weekend and holiday requirements: How many weekends per schedule block are you expected to work? Are you required to work certain holidays? Travel RN red flags include contracts that require “all major holidays” without naming them or offering premium pay.
Mandatory overtime and call: Does the contract allow the facility to mandate extra shifts? Can they require you to stay late or come in early without advance notice? Some units have a culture of frequent mandation. If that is a deal-breaker for you, get the policy in writing before you sign.
Floating and Patient Ratios
Will you float to other units? If so, which ones, and how often? A med-surg traveler who gets floated to a step-down telemetry unit three times a week may not feel prepared or safe. Contracts should specify floating expectations and whether you will receive orientation to those units.
Patient ratios are harder to lock into a contract, but ask anyway. If your recruiter says the unit runs 1:4 but the contract is silent, you have no recourse when you show up to 1:6 assignments every shift.
Licensing, Credentialing, and Reimbursement
Who pays for your state licenses, certifications, and background checks? The answer varies widely by agency.
- License reimbursement: Does the agency reimburse you for the cost of obtaining a new state license, or do you pay out of pocket? If they reimburse, is it upfront or after completion?
- Compact license states: If you hold a multi-state RN license under the Nurse Licensure Compact, confirm that the contract does not require you to obtain a single-state license unless absolutely necessary.
- Certifications: ACLS, BLS, PALS—does the agency reimburse renewal fees? Do they reimburse before or after you finish the contract?
- Physical and drug screening: Most facilities require a pre-assignment physical, TB test, and drug screen. Confirm who pays and whether the agency uses a specific vendor or allows you to use your own provider.
These costs add up quickly. A travel nursing contract review should always include a line-item tally of what you will spend before your first paycheck.
The Fine Print: Arbitration, Non-Compete, and Liability
Skim the last few pages of your contract. This is where agencies bury the clauses that protect them, not you.
Arbitration agreements: Many contracts require you to resolve disputes through binding arbitration rather than court. You may be waiving your right to sue the agency or join a class action. Understand what you are agreeing to.
Non-compete or non-solicitation clauses: Some agencies prohibit you from working directly for the facility (or with another agency at that facility) for six months or a year after your contract ends. If you love the hospital and want to extend or go permanent, this clause can block you.
Professional liability insurance: Does the agency provide malpractice coverage for you during the assignment? What are the policy limits? If something goes wrong on the unit, you need to know you are covered.
When in Doubt, Ask (and Get It in Writing)
If any section of your contract feels unclear, vague, or contradictory, ask your recruiter to clarify in writing. A quick email that says “just to confirm, my guaranteed hours are forty per week, and I will receive my full stipend even if the facility cancels shifts” creates a paper trail.
Good agencies welcome questions during contract review. If your recruiter pressures you to “just sign it” or dismisses your concerns, that is a red flag. You are committing three months of your life and career. You deserve clarity.
At Intuites, our recruiting team believes contract transparency is non-negotiable. If you want a second set of eyes on an offer, or if you are looking for an agency that explains every line before you sign, reach out to us at contact@intuites.healthcare or visit intuites.healthcare. We are here to help you travel with confidence. 🤍
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