The Holiday Pay Myth

You’ve landed a winter contract! Now comes the big question: Should you work the holidays? The answer often comes down to pay—but holiday pay works differently for travelers than it does for staff nurses.

The Myth: Many assume “time-and-a-half” is based on their entire blended travel rate. The Reality: Holiday pay is typically a multiplier of your taxable hourly base rate only.

The opportunity is still there! While the standard rate bump might be small, there are key strategies for maximizing your holiday earnings. This guide will show you how to ensure you’re compensated fairly for working Thanksgiving and Christmas.

The Crucial Breakdown: Base Rate vs. Blended Rate

Define Blended Rate: This is the rate most travelers see—your taxable hourly base pay PLUS your non-taxable stipends (housing, M&IE).
Define Taxable Base Rate: This is the low hourly rate your agency uses to calculate things like taxes, overtime, and often, holiday pay.
The Math Problem: If your taxable base rate is $25/hour, time-and-a-half only adds $12.50/hour. This often feels like minimal extra compensation for missing a holiday.
The Silver Lining: You still receive your full, non-taxable stipends for that day, and the demand is high, which creates leverage.

Negotiating Your Holiday Compensation

The key to maximizing your holiday earnings isn’t just accepting the facility’s policy; it’s negotiating an Extra Hours Rate before you sign.

Know the Policy, Ask for More: Your recruiter will know the facility’s policy (e.g., if they pay 1.5x the base rate). Your job is to push for a higher lump-sum bonus or a premium extra-hours rate from your agency.
- The Ask: Instead of a small multiplier, ask for a flat, high rate (e.g., $60-$75/hour) for all hours worked on the designated holiday.
Confirm the Covered Days: Not all facilities recognize Christmas Eve, New Year’s Eve, or even Black Friday as official holidays.
- Action: Have your Focus Staff recruiter verify the exact dates and hours (e.g., Midnight-to-Midnight) that qualify for premium pay and ensure they are written into your contract.
Factor in Potential Bonuses: Some agencies or facilities offer a flat Holiday Completion Bonus (e.g., an extra $500 – $1,000) for working a contract that spans a major holiday. Ask if this is available!

Holiday Pay vs. Time Off: The Choice Is Yours

If you want the Paycheck: Working the holidays is an excellent way to boost your savings, pay off debt, or fund your next adventure. Use your recruiter to negotiate the highest possible rate.
If you want the Time Off: If missing the holiday is non-negotiable, your recruiter can help you find a contract that ends before Thanksgiving or Christmas, or they can submit a Request for Time Off (RTO) before the contract is finalized.

Don’t leave money on the table this holiday season! The difference between a standard holiday shift and a maximized holiday shift is a simple conversation with your recruiter.

We specialize in crafting compensation packages that recognize the value of your sacrifice. Let us negotiate for you.