Nurse Paycheck Calculator

Accurately estimate your nursing take-home pay. Account for night shift differentials, on-call pay, overtime, taxes, and your 403(b) or 401(k) contributions.

Standard Hours

Often 36 hrs for three 12-hour shifts

Differentials & On-Call Shift differentials are extra pay for working nights/weekends. On-call pay (pager pay) compensates you for being available.

Count of 12-hr shifts

Paid at 25% base rate

Pre-Tax Deductions Contributions to a 403(b) or 401(k) lower your taxable income.

Estimated Weekly Net Pay

After taxes & retirement deductions

Gross Income

Deductions

Understanding Nurse Compensation

Nurse compensation structures are highly specialized. Unlike standard salaried positions, nursing paychecks are heavily influenced by the type of license held, the shift worked, on-call requirements, and strict overtime regulations.

RN vs. LPN Pay Differences

The fundamental starting point for nurse compensation is licensure: Registered Nurses (RNs) versus Licensed Practical Nurses (LPNs) or Licensed Vocational Nurses (LVNs).

• Education & Scope: RNs generally hold an Associate’s (ADN) or Bachelor’s (BSN) degree and have a broader scope of practice, including comprehensive patient assessments and IV medication administration. LPNs typically complete a 1-year certificate program and focus on fundamental patient care under RN or physician supervision.
• Pay Difference: Because of the expanded scope and higher educational requirements, RNs command a significantly higher base rate. Nationally, RNs earn roughly 30-40% more per hour than LPNs.
• Real-World Example: In a regional hospital, an LPN might start at $28 per hour, while a new-grad RN starts at $38 per hour. This base rate difference naturally compounds when calculating overtime and shift differentials.

Shift Differentials & On-Call Pay

Hospitals operate 24/7/365. To incentivize staff to work less desirable hours, employers offer “shift differentials”—an increase to your base hourly rate.

Night Shift: Typically a 10% to 15% increase over base pay (or a flat $3-$5 extra per hour). For a $40/hr nurse, a 10% diff adds $4/hr.

Weekend Shift: Often a 5% to 10% increase. Many hospitals allow you to “stack” differentials. Working a Saturday night might earn you both the night shift AND the weekend differential.

Holiday Pay: Usually paid at time-and-a-half (1.5x) your base rate. Major holidays like Thanksgiving and Christmas may occasionally pay double-time (2x) at heavily unionized facilities.

On-Call Pay (Pager Pay)

If you work in specialized units (like the OR, Cath Lab, or L&D), you may be required to take call. When on-call, you are not actively working but must remain available to return to the hospital quickly.

Call Pay: You receive a fraction of your base rate just for carrying the pager (commonly 20-30%, or a flat $3-$6/hr). Callback Pay: If you are called in to work, your pay immediately shifts from call pay to “callback pay,” which is almost universally paid at time-and-a-half (1.5x), often with a guaranteed minimum of 2 or 3 hours of pay, even if the procedure only takes 30 minutes.

Overtime Rules and Mandatory Overtime

Federal law requires overtime pay at 1.5x your regular rate for all hours worked over 40 in a week. However, many nurses work alternative schedules, such as the “8 and 80” system, where overtime is paid for anything over 8 hours in a day OR 80 hours in a 14-day period.

Mandatory Overtime Laws

To combat nurse burnout and protect patient safety, numerous states (including California, Texas, and New York) have passed laws strictly limiting or banning “mandatory overtime.” Employers cannot force a nurse to work past their scheduled shift under threat of dismissal, except in declared emergencies. If you voluntarily pick up extra shifts, state laws (especially in California) may dictate double-time (2x) for hours worked beyond 12 in a single day.

Travel Nurse Pay and Per Diem

Travel nurses operate under a uniquely structured “blended” pay package consisting of a taxable hourly base rate and tax-free stipends.

• Tax-Free Per Diem: If you are duplicating living expenses (maintaining a tax home while paying for lodging at your assignment), your employer can pay you a daily housing and meals stipend completely tax-free.
• The Catch: Because a large portion of a travel nurse’s income is tax-free, their taxable “hourly rate” looks artificially low (e.g., $20/hr). This means fewer taxes paid, but it also lowers your Social Security benefits upon retirement and affects workers’ comp and unemployment calculations.

Taxes, Retirement, and Deductions

Federal, State, and FICA Taxes

Nurses are subject to standard federal and state income brackets. FICA taxes take 7.65% of your gross pay (6.2% Social Security, 1.45% Medicare). If your gross nursing income (combined with a spouse if married) exceeds $200,000/$250,000, you are also subject to a 0.9% Additional Medicare Tax.

Retirement Planning (401k vs 403b)

If you work for a for-profit hospital, you will likely be offered a 401(k). If you work for a non-profit or state/county hospital, you will likely have a 403(b). Both function identically regarding taxes: traditional contributions are taken out pre-tax, lowering your taxable income today. Maximize your contributions to capture any employer match—it is literally free money.

Malpractice & Common Deductions

Nurses often see deductions for health insurance, union dues, and uniform costs. While your hospital carries malpractice insurance, many nurses purchase supplemental individual malpractice insurance (often less than $120/year) to protect their personal license. Unfortunately, under current federal tax law, W-2 employees can no longer deduct professional expenses like licensing fees, union dues, or scrubs on their federal tax returns.

Frequently Asked Questions

Common questions about nurse pay, differentials, and taxes.

How are shift differentials calculated and taxed?

Shift differentials are either a flat dollar amount (e.g., +$4/hour) or a percentage of your base rate (e.g., +10%) added to your pay for working less desirable shifts like nights or weekends. This extra pay is considered part of your regular earned income. It is taxed exactly the same as your base pay—subject to federal, state, and FICA withholding.

What is the difference between RN and LPN pay?

RNs require more extensive education (an Associate's or Bachelor's degree) and have a broader scope of clinical practice compared to LPNs (who complete a shorter certificate program). Because of these advanced responsibilities, RNs earn significantly more. Nationally, an RN's base hourly rate is typically 30% to 40% higher than an LPN working in the same geographic area.

How is overtime calculated for nurses?

Federal law requires overtime (1.5x base rate) for hours worked over 40 in a week. However, many nurses work an "8 and 80" schedule, triggering overtime for hours over 8 in a day OR 80 in two weeks. If you work 12-hour shifts in states like California, state law mandates double-time (2x) for hours worked past 12 in a single day. Overtime is calculated on your base rate plus any applicable shift differentials.

Is travel nurse per diem taxable?

No, travel nurse per diem (stipends for housing and meals) is completely tax-free, provided you qualify. To qualify, you must be duplicating living expenses, meaning you maintain a permanent "tax home" where you pay rent/mortgage, while simultaneously paying for temporary housing at your assignment location. If you do not maintain a permanent tax home, the IRS classifies you as an "itinerant worker," and your entire stipend package becomes taxable.

What retirement options are available for nurses?

Your primary employer-sponsored option depends on hospital ownership. For-profit hospitals offer 401(k) plans, while non-profit, county, or state hospitals offer 403(b) plans. Both allow pre-tax contributions that lower your current taxable income. Additionally, some state and county hospitals still offer traditional defined-benefit pensions. Nurses should also consider funding individual accounts like a Roth IRA for post-tax retirement growth.