Input the key terms of your travel therapy contract and get an instant analysis of potential red flags, missing protections, and negotiation opportunities.
Check all that apply to your contract:
Last verified: October 1, 2026 against IRS Publication 463, GSA, the PT Compact Commission and the U.S. Department of Labor. Open-contract figures come from ProTherapy Staffing's job feed (pay data as of 2026-10-05).
No official body sets how long a travel contract runs: 13 weeks is an industry convention, not a rule. Each contract's length, start date, guaranteed hours and cancellation terms are set per assignment by the facility and the agency, and are written into that contract. The checker above tests the terms you enter; the rules below are the sources' own words.
Each of these is set per contract, so a missing one is a question to ask before you sign:
Ask how each stipend compares with the federal per diem rate for the assignment's city. In the IRS's words:
“The regular federal per diem rate is the highest amount that the federal government will pay to its employees for lodging and M&IE (or M&IE only) while they are traveling away from home in a particular area.”
“If your allowance is less than or equal to the federal rate, the allowance won’t be included in box 1 of your Form W-2.”
The rates are published by the GSA.
An extension is a new agreement: its length and rate are negotiated each time and can differ from the original contract. For taxes, IRS Publication 463 works through one in an example:
“The facts are the same as in Example 1, except that you realistically expected the work in Fresno to last 9 months. After 8 months, however, you were asked to remain for 7 more months (for a total actual stay of 15 months).”
“Initially, you realistically expected the job in Fresno to last for only 9 months. However, due to changed circumstances occurring after 8 months, it was no longer realistic for you to expect that the job in Fresno would last for 1 year or less. You can deduct only your travel expenses for the first 8 months.”
The limit is a tax rule, not a contract term. IRS Publication 463:
“Generally, a temporary assignment in a single location is one that is realistically expected to last (and does in fact last) for 1 year or less.” “An assignment or job in a single location is considered indefinite if it is realistically expected to last for more than 1 year, whether or not it actually lasts for more than 1 year.”
And once a stay is indefinite:
“If your assignment is indefinite, you must include in your income any amounts you receive from your employer for living expenses, even if they are called “travel allowances” and you account to your employer for them.”
Back-to-back contracts in one place can count together. IRS Publication 463: “A series of assignments to the same location, all for short periods but that together cover a long period, may be considered an indefinite assignment.”
In short, an assignment expected to run more than 1 year in one place is indefinite, and its allowances become income. The tax home checker goes further.
A PT Compact privilege has no separate time limit; it ends with your home state license. The PT Compact Commission: “All compact privileges expire on the same date as the home state license that was in effect on the date the individual purchased the compact privilege.” (Commission help article)
Pay stops when the work stops, unless your agreement says otherwise. The U.S. Department of Labor: “The Fair Labor Standards Act (FLSA) does not require payment for time not worked, such as vacations, sick leave or federal or other holidays.” “These benefits are matters of agreement between an employer and an employee (or the employee's representative).” (DOL, Vacation Leave)
ProTherapy Staffing's job feed lists 943 open contracts. It records each one's discipline, state, city, setting, pay and start date. It does not record contract length, so no length statistic is given here.
13 weeks is the usual length, an industry convention rather than a rule. Each contract's length, start date, guaranteed hours and cancellation terms are set per assignment by the facility and the agency, and are written into that contract.
An extension is a new agreement: its length and rate are negotiated each time and can differ from the original contract.
It is a tax rule. IRS Publication 463: Generally, a temporary assignment in a single location is one that is realistically expected to last (and does in fact last) for 1 year or less. An assignment or job in a single location is considered indefinite if it is realistically expected to last for more than 1 year, whether or not it actually lasts for more than 1 year.
Not unless your agreement says so. In the U.S. Department of Labor's words: The Fair Labor Standards Act (FLSA) does not require payment for time not worked, such as vacations, sick leave or federal or other holidays. These benefits are matters of agreement between an employer and an employee (or the employee's representative).
Not separately. In the PT Compact Commission's words: All compact privileges expire on the same date as the home state license that was in effect on the date the individual purchased the compact privilege.