You can negotiate more of a travel therapy contract than the hourly rate: completion bonuses, travel reimbursement, start dates, a minimum of paid hours and license or CE reimbursement are all worth asking about. The steps below show what to research, how to ask and what to check before you sign. Get a written breakdown of the package first, then use the scripts at the end.
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Why Negotiation Matters
Even a small increase in your pay package adds up significantly over time. A few extra dollars an hour, multiplied by your weekly hours and then by every week of every assignment, becomes real money over a year — just from one conversation. The reality is that there's almost always room to negotiate. The first offer is rarely the best offer.
What's Negotiable in a Travel Therapy Contract
Many things beyond the hourly rate can be negotiated. The hourly taxable rate is the most obvious lever and often has some room. Completion bonuses paid at the end of a successful assignment are commonly offered when asked for. Travel reimbursement covers the cost of getting to your assignment and can sometimes be increased. Start dates can be adjusted if you need more or less time between contracts. Guaranteed hours protect you from being sent home early on slow days — push for 36-40 guaranteed hours. License reimbursement for the cost of obtaining a state license is a reasonable request. And continuing education stipends covering CEU costs are increasingly common.
Step 1: Do Your Research
Before negotiating, you need to know what's reasonable. Research typical pay for your discipline in the assignment location, check what other agencies are offering for similar positions, understand the local cost of living and GSA stipend rates, and know the demand level (is this a hard-to-fill position?).
Use our Pay Calculator and Salary Map to benchmark your expected compensation.
Step 2: Get Competing Offers
The most powerful negotiation tool is a competing offer. When you work with multiple agencies, you can say truthfully: "I have an offer from another agency for this same position at $X/week. Can you match or beat that?" This is standard practice and not adversarial. Good recruiters expect it and will work with you to improve the package.
Even if you prefer one agency, having alternatives gives you leverage. You don't have to bluff — just have real options. If you'd like one of those real options in writing, ask a recruiter for an offer with every line shown: Find my next contract.
Step 3: Ask, Don't Demand
Frame negotiations as collaborative, not confrontational. Instead of "I won't take less than [your number] a week," try "I'm very interested in this position. Based on my research and other offers I'm considering, I was hoping we could get the package closer to [your target weekly rate]. Is there room to adjust the rate or add a completion bonus?"
This approach maintains the relationship with your recruiter while clearly communicating your expectations. Remember, your recruiter is your partner — they earn more when you earn more (their commission is often tied to the bill rate).
Step 4: Negotiate the Structure
Sometimes the total package can't change, but the structure can. If you maintain a tax home, you might benefit from a lower taxable rate and higher stipends — resulting in more take-home pay even with the same gross package. Ask your recruiter about restructuring the package to optimize your tax situation.
However, be careful here. No IRS or U.S. Labor Department rule sets a minimum taxable rate. What the rules do say: the IRS has ruled that an arrangement that “recharacterizes taxable wages as nontaxable reimbursements or allowances does not satisfy the business connection requirement of the accountable plan rules” (Rev. Rul. 2012-25); overtime is paid on your regular rate, and expense reimbursements are left out of it (29 CFR 778.217); and, for Social Security, “Credits are based on your total wages and self-employment income for the year.” (Social Security Administration). Ask for the taxable rate, each stipend and the overtime rate in writing before you sign.
Step 5: Review Before You Sign
Once you've negotiated your package, review the actual contract carefully before signing. Verify that all negotiated terms are in writing — verbal promises don't hold up if there's a dispute. Check the cancellation clause (what happens if the facility cancels early?), guaranteed hours (what if they cut your hours?), overtime policy, float requirements (can they send you to a different unit?), and the call-off policy.
Our Contract Checker can help you identify red flags in any travel therapy contract.
Negotiation Scripts You Can Use
Here are phrases that work in real negotiations. For requesting a higher rate: "I appreciate this offer. Based on similar contracts in this area and my experience level, I was expecting something closer to [amount]. Is there flexibility in the rate?" For requesting a completion bonus: "Would the agency or facility consider a completion bonus? I'm committed to finishing the full 13 weeks and would appreciate that being recognized." For guaranteed hours: "What are the guaranteed hours for this position? I'd like to have at least 36 hours guaranteed to protect my income."
Frequently asked questions
Is there a minimum taxable rate for travel therapists?
No IRS or U.S. Labor Department rule sets a minimum taxable rate.
What do the rules say about a low taxable rate and high stipends?
What the rules do say: the IRS has ruled that an arrangement that “recharacterizes taxable wages as nontaxable reimbursements or allowances does not satisfy the business connection requirement of the accountable plan rules” (Rev. Rul. 2012-25); overtime is paid on your regular rate, and expense reimbursements are left out of it (29 CFR 778.217); and, for Social Security, “Credits are based on your total wages and self-employment income for the year.” (Social Security Administration).
What should I get in writing before I sign?
Ask for the taxable rate, each stipend and the overtime rate in writing before you sign.