Typical weekly pay ranges for travel PTs, OTs, and SLPs across SNF, home health, outpatient, acute, inpatient rehab, and schools — plus the one rule that explains why a less glamorous setting often pays more. Updated October 2026.
The most common mistake travelers make is assuming the most respected setting pays the most. It is usually the opposite. A travel contract’s pay is built from the contract rate a facility agrees to pay, and that rate tracks one thing above all others: how badly the facility needs a body in the building. A skilled nursing facility that has been short-staffed for months, or a home health agency drowning in referrals, will authorize a higher rate than a polished outpatient clinic with a stack of applicants. Difficulty filling the role — not the clinical prestige of the setting — is what moves the number.
The ranges below are typical 2026 blended weekly gross figures (taxable wage plus tax-free stipends, before taxes), based on commonly observed travel postings. They are approximate and move constantly with location, season, and urgency — treat them as a map of relative differences between settings, not as quotes. For state-by-state detail, see the salary-by-state pages.
SLP travel is shaped differently: schools are the largest single employer of pathologists, so school contracts are abundant and seasonal rather than the lowest-paid afterthought they can be for PT and OT. Medical SLP roles (acute, SNF) are scarcer and can pay a premium when they appear.
Schools sit at the bottom of the PT and OT tables for a simple reason: the work is predictable, the hours are humane, holidays are built in, and plenty of clinicians want those conditions. Abundant willing supply softens the rate. The exception proves the rule — a rural district that cannot find a pediatric OT, or a state with a documented SLP shortage, will pay school rates that rival medical settings, because now the district is the desperate one. The setting did not get more prestigious; it got harder to fill.
Always compare the full line-item breakdown and the after-tax total, not the headline weekly figure. A deeper look at how that gap appears is on why two agencies quote different pay. The tax-free portion of these figures is governed by federal per-diem ceilings published by the GSA.
Hard-to-fill beats prestigious, every time.
School SLP/OT peaks June–August; medical peaks in respiratory season.
After-tax total, not the blended headline rate.
Every listing shows its weekly pay.
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There is no permanent winner. In 2026, home health and acute tend to top the PT and OT tables, but the highest-paying setting in any given week is whichever one a specific facility is most desperate to fill. Demand, not setting type, decides.
For PT and OT, usually yes, because the predictable hours and built-in holidays attract plenty of applicants. For SLP it is different: schools are the largest SLP employer, so the market is huge and seasonal rather than simply low. Hard-to-fill districts can pay school rates that match medical settings.
Location, the facility’s urgency, the season, experience and specialty skills, and how the agency structures and marks up the package all move the number. Always compare the full written breakdown and after-tax take-home.
Only part. A blended weekly gross combines a taxable hourly wage with tax-free stipends (housing and meals) capped by GSA per-diem rates. Two packages with the same gross can leave very different amounts after tax depending on the split.
Medical settings spike during respiratory season and census surges; school-based SLP and OT contracts cluster in the June–August hiring window for the coming school year. Searching ahead of those peaks gives you the most leverage.