Travel nursing requires securing temporary housing for assignments, which typically last 13 weeks. Nurses working away from their permanent residence must navigate two distinct housing models. The choice between these models dictates the level of personal responsibility and the potential for maximizing total compensation.
The Two Primary Housing Models
Travel nurses are presented with two fundamental options for their accommodation while on assignment. The first choice is to accept agency-provided housing, where the staffing firm handles all the administrative details of securing a furnished, short-term rental. This model removes the burden of the housing search from the nurse, offering a streamlined, move-in-ready solution.
The second option involves receiving a housing stipend, a fixed, non-taxable allowance paid to the nurse. When choosing the stipend, the nurse assumes full responsibility for finding, securing, and paying for their own accommodations. A nurse typically cannot receive the tax-free stipend if the agency is already providing lodging. The decision between the two options impacts the nurse’s income structure, convenience, and financial flexibility.
Understanding the Tax-Free Housing Stipend
The housing stipend is a financially significant component of a travel nurse’s compensation because of its tax-free status. The amount of the stipend is based on the General Services Administration (GSA) per diem rates for lodging in the specific metropolitan area or county of the assignment. These federal rates establish the maximum amount an agency can reimburse a traveling employee tax-free, though agencies are not obligated to pay the maximum.
The stipend maintains its tax-free status under the IRS’s “Duplicate Expense” rule. This rule requires the nurse to incur expenses at both the temporary assignment location and their permanent “tax home.” A tax home is the location of the nurse’s permanent residence, where they incur ongoing living expenses like a mortgage or rent. If the assignment is expected to last longer than one year or if the nurse fails to maintain a tax home, the stipend may be reclassified as taxable income. Nurses who find housing costing less than the stipend can retain the difference tax-free, incentivizing cost-effective lodging solutions.
Evaluating Agency-Provided Housing
Choosing agency-provided housing offers a high degree of convenience, which is especially appealing to first-time travelers or those accepting last-minute assignments. The staffing agency’s housing department manages the entire process, including searching for accommodation, negotiating the short-term lease, and coordinating furniture and utility setups. This arrangement ensures the nurse has a guaranteed place to live without needing to pay security deposits or initial utility connection fees.
Agency housing also provides a safety net if an assignment is abruptly canceled by the hospital, as the nurse is not liable for the remainder of a lease. However, this convenience comes with a lack of choice and control over the living situation. The nurse has little say over the apartment’s location, size, amenities, or potential roommates, which can limit the ability to bring pets or family. Furthermore, the nurse forfeits the financial opportunity to pocket the difference if the housing cost is lower than the GSA-based stipend.
Practical Steps for Securing Independent Accommodation
Nurses who opt for the stipend must effectively navigate the challenging short-term rental market to secure housing for the typical 13-week assignment. Traditional landlords often require longer, 12-month leases, which necessitates using specialized resources to find furnished, flexible rentals. The process requires proactive searching, budget management, and careful vetting of properties, often before arriving in the new city.
Dedicated Travel Nurse Housing Websites
Specialized platforms cater directly to the three-month rental market, connecting property owners with traveling healthcare professionals. Websites like Furnished Finder and Travel Nurse Housing list units specifically designed for travel nurses, with furnished spaces and lease terms aligned with standard contract lengths. These platforms often provide direct contact with landlords who understand the unique needs of a traveling nurse.
Short-Term Rental Platforms
Mainstream short-term rental services like Airbnb and VRBO are also viable options for securing independent accommodation. These platforms allow nurses to filter for extended stays, often offering monthly discounts that make the pricing more competitive. While they can be more expensive than dedicated housing websites, they provide the benefit of user reviews, which offer an extra layer of confidence regarding the property’s quality and the host’s reliability. Negotiating directly with a host for a lower rate is possible by explaining the nature of the long-term stay.
Local Extended Stay Options
Other local options include extended-stay hotels, which provide fully furnished rooms, kitchenettes, and utilities bundled into a single weekly or monthly rate. Corporate housing providers also offer short-term leases on apartment units, often targeting business travelers, which can be adapted for a travel nurse’s needs. Finally, looking into local subletting arrangements or seeking rooms in shared homes can be a highly cost-effective strategy, allowing the nurse to maximize the remaining stipend money.
Managing Logistics and Assignment Changes
After securing independent housing with the stipend, several logistical steps require management beyond simply paying the rent. Upfront costs, such as security deposits, the first month’s rent, and utility connection fees, must be paid by the nurse, requiring a larger initial outlay of personal funds. Arranging utility transfers, including electricity, internet, and water, for a short-term stay requires coordination with the providers, who may charge additional fees for temporary service.
Financial liability is a concern if the assignment is unexpectedly canceled or shortened by the facility. If the nurse has signed an independent lease, they are responsible for the remainder of the contract, potentially forfeiting deposits or paying unused rent. If the agency provided the housing, the staffing firm typically absorbs the cost of the broken lease. Reviewing the contract’s cancellation clause before signing a lease is a necessary risk management step.