274Live L&D RN Travel Jobs · July 29 700+ 5-Star Reviews

Labor & Delivery Travel Nurse Jobs

Filter open L&D contracts by shift, pay, state, and contract length, then shortlist the assignments that fit.

Pick this next
Pick this next
Set location
Labor and Delivery · nationwide
274
live jobs
$2,400
avg weekly pay iMarket pay is the average weekly rate across active assignments matching your specialty and location. Each job’s pay tier compares its weekly pay to this average.
+83
new this week
Explore this market
Browse Labor and Delivery jobs by state
California 34 Texas 23 Washington 15 North Carolina 13 Massachusetts 12 Arizona 10 Colorado 10
Jobs here move fast. Don’t miss the next match.

Drop your number and we’ll text you the moment a matching job opens.

    274 jobs updated today
    Sort by radius

    Two-Patient Care on L&D Assignments

    Labor and delivery travel nurse jobs open in high-volume birthing units nationwide, where RNs manage two patients at once, mother and newborn, across labor, delivery, recovery, and postpartum care. The work can swing from a calm induction to an emergency cesarean within minutes, so surgical readiness shapes every assignment. Most contracts run 13 weeks with extensions common, and they span large urban birthing centers and small rural maternity floors. Because births do not pause for the calendar, open L&D assignments stay active year-round and currently cluster across California, Texas, and Washington. Nurses crossing state lines can confirm compact-license eligibility before they commit.

    Live market data

    Current L&D travel pay, by the contract

    Updated today

    Most current L&D assignments cluster in a tight band, and the chart marks the median to test any offer against the market. Pay above that band tends to follow high-volume delivery units and weekend or night coverage.

    $1,688 median $2,371 $3,360
    $2,371
    Median weekly
    $1,688–$3,360
    Typical range
    $3,360
    Top Labor and Delivery Pay
    Based on 274 live Advantis Labor and Delivery contracts. Weekly pay shown is marketplace contract value, not a staff-nurse wage.
    See the full Labor and Delivery salary breakdown New Median & percentiles, pay by specialty & metro, hourly, and take-home

    Why L&D Travel Nurses Are Needed

    Labor and delivery is the rare unit where every assignment means caring for two patients at once, mother and baby, and the volume never really slows. About 3.6 million babies are born in the U.S. each year, a non-seasonal patient stream that keeps L&D openings active nationwide. The work spans antepartum monitoring, active labor, delivery, and postpartum recovery, and it can escalate to a hemorrhage or an unplanned cesarean with little warning. That acuity is part of why the CDC reports more than 80% of pregnancy-related deaths are preventable, the kind of national patient-safety pressure that keeps experienced L&D staffing in demand. Most roles expect electronic fetal monitoring competency and a credential such as the RNC-OB from the National Certification Corporation.

    Live market data · by state

    L&D Markets Where Pay Holds Up Best

    Updated today

    Each L&D market here comes with a sourced demand read, so you can weigh how short a region is staffed against what an assignment actually pays after housing. Rank the table by take-home, then filter for no-tax states or the shift you want.

    Tap a green value, or an underlined heading, to see how each number is calculated.
    Filter
    Sort by
    State Open jobs Compact Median pay Income tax Market outlook
    Nevada 3 No $2,853 $1,723 0% Surplus statewide; Vegas/Reno growth keeps demand high HRSA 2023–2038 · long-term
    North Dakota 3 Yes ✓ $2,646 $1,074 up to 2.5% (graduated) Statewide surplus; frontier/oil-region demand HRSA 2023–2038 · long-term
    Montana 4 Yes ✓ $2,655 $1,520 up to 5.65% (graduated) Above balance; frontier/rural coverage drives demand HRSA 2023–2038 · long-term
    California 34 No $2,900 $2,599 up to 13.3% (graduated) ~78,000 RNs not working in nursing (57% age 65+) CA BRN · UCSF 2022
    Washington 15 Yes ✓ $2,744 $2,013 0% Among 10 largest RN shortages · ~17% by 2038 (~15,020 FTE) HRSA 2023–2038 · long-term
    New Mexico 6 Yes ✓ $2,477 $1,295 up to 5.9% (graduated) Slight RN shortage (~2% by 2038); below-avg density HRSA 2023–2038 · long-term
    Wisconsin 9 Yes ✓ $2,422 $1,251 up to 7.65% (graduated) Surplus statewide; distribution & specialty-mix demand HRSA 2023–2038 · long-term
    Oregon 8 No $2,513 $1,706 up to 9.9% (graduated) ~6% RN shortfall by 2038; Portland-anchored HRSA 2023–2038 · long-term
    Colorado 10 Yes ✓ $2,512 $1,839 4.4% flat ~15% RN shortfall by 2030 (~10,000 nurses) CO Center for Nursing · Mercer
    Kansas 5 Yes ✓ $2,343 $1,122 up to 5.58% (graduated) Above balance; rural hospitals at closure risk HRSA 2023–2038 · long-term
    New Hampshire 7 Yes ✓ $2,495 $2,030 0% ~7% RN shortfall by 2038; aging population HRSA 2023–2038 · long-term
    Iowa 9 Yes ✓ $2,275 $1,097 3.8% flat Near balance; rural/critical-access distribution demand HRSA 2023–2038 · long-term
    Indiana 8 Yes ✓ $2,304 $1,233 2.95% flat ~5,000 more nurses needed by 2031 (72% of need met) Indiana Hospital Assn. · IU Bowen
    Illinois 7 No $2,371 $1,558 4.95% flat ~27% of RNs plan to retire within 5 years IL Nursing Workforce Center
    Kentucky 7 Yes ✓ $2,255 $1,104 3.5% flat Near balance; metro + rural Appalachian demand HRSA 2023–2038 · long-term
    Arizona 10 Yes ✓ $2,376 $1,706 2.5% flat Population & retiree growth sustain metro demand BLS Occupational Outlook
    Missouri 4 Yes ✓ $2,219 $1,136 up to 4.7% (graduated) Statewide balance; KC/STL turnover + rural gaps HRSA 2023–2038 · long-term
    Massachusetts 12 No $2,475 $2,289 5.0% flat + 4% surtax >$1M (top 9.0%) Surplus statewide; turnover/specialty-driven demand HRSA 2023–2038 · long-term
    Alabama 4 Yes ✓ $2,180 $1,076 up to 5.0% (graduated) Statewide surplus; demand in rural/non-metro facilities HRSA 2023–2038 · long-term
    Michigan 6 No $2,221 $1,309 4.25% flat 22,000+ unfilled nursing roles projected by 2030 Michigan Health Council 2024
    Oklahoma 9 Yes ✓ $2,162 $1,120 up to 4.5% (graduated) Among 10 largest RN shortages · ~13% by 2038 HRSA 2023–2038 · long-term
    Arkansas 4 Yes ✓ $2,060 $1,061 up to 3.7% (graduated) Above balance; rural/critical-access gaps HRSA 2023–2038 · long-term
    Ohio 7 Yes ✓ $2,014 $1,219 2.75% flat Surplus statewide; high-acuity & rural distribution demand HRSA 2023–2038 · long-term
    Louisiana 5 Yes ✓ $1,967 $1,127 3.0% flat Among 10 largest RN shortages · ~11% by 2038 (~5,680 FTE) HRSA 2023–2038 · long-term
    North Carolina 13 Yes ✓ $2,004 $1,373 3.99% flat ~12,500 RN shortfall by 2033 (~11%) NC Nursecast · UNC Sheps
    Texas 23 Yes ✓ $2,014 $1,517 0% 57,000+ RN shortfall by 2032 (~16%) TX DSHS 2024 · 739 hospitals
    Tennessee 6 Yes ✓ $1,923 $1,176 0% 8,500+ RN shortfall projected by 2035 TN Hospital Assn.
    Virginia 10 Yes ✓ $2,008 $1,741 up to 5.75% (graduated) Among 10 largest RN shortages · ~8% by 2038 (~8,020 FTE) HRSA 2023–2038 · long-term
    Nevada · 3 open
    Median pay $2,853 2-BR rent $1,723 State tax 0% Compact No
    Outlook: Surplus statewide; Vegas/Reno growth keeps demand high HRSA 2023–2038 · long-term
    North Dakota · 3 open
    Median pay $2,646 2-BR rent $1,074 State tax up to 2.5% (graduated) Compact ✓
    Outlook: Statewide surplus; frontier/oil-region demand HRSA 2023–2038 · long-term
    Montana · 4 open
    Median pay $2,655 2-BR rent $1,520 State tax up to 5.65% (graduated) Compact ✓
    Outlook: Above balance; frontier/rural coverage drives demand HRSA 2023–2038 · long-term
    California · 34 open
    Median pay $2,900 2-BR rent $2,599 State tax up to 13.3% (graduated) Compact No
    Outlook: ~78,000 RNs not working in nursing (57% age 65+) CA BRN · UCSF 2022
    Washington · 15 open
    Median pay $2,744 2-BR rent $2,013 State tax 0% Compact ✓
    Outlook: Among 10 largest RN shortages · ~17% by 2038 (~15,020 FTE) HRSA 2023–2038 · long-term
    New Mexico · 6 open
    Median pay $2,477 2-BR rent $1,295 State tax up to 5.9% (graduated) Compact ✓
    Outlook: Slight RN shortage (~2% by 2038); below-avg density HRSA 2023–2038 · long-term
    Wisconsin · 9 open
    Median pay $2,422 2-BR rent $1,251 State tax up to 7.65% (graduated) Compact ✓
    Outlook: Surplus statewide; distribution & specialty-mix demand HRSA 2023–2038 · long-term
    Oregon · 8 open
    Median pay $2,513 2-BR rent $1,706 State tax up to 9.9% (graduated) Compact No
    Outlook: ~6% RN shortfall by 2038; Portland-anchored HRSA 2023–2038 · long-term
    Colorado · 10 open
    Median pay $2,512 2-BR rent $1,839 State tax 4.4% flat Compact ✓
    Outlook: ~15% RN shortfall by 2030 (~10,000 nurses) CO Center for Nursing · Mercer
    Kansas · 5 open
    Median pay $2,343 2-BR rent $1,122 State tax up to 5.58% (graduated) Compact ✓
    Outlook: Above balance; rural hospitals at closure risk HRSA 2023–2038 · long-term
    New Hampshire · 7 open
    Median pay $2,495 2-BR rent $2,030 State tax 0% Compact ✓
    Outlook: ~7% RN shortfall by 2038; aging population HRSA 2023–2038 · long-term
    Iowa · 9 open
    Median pay $2,275 2-BR rent $1,097 State tax 3.8% flat Compact ✓
    Outlook: Near balance; rural/critical-access distribution demand HRSA 2023–2038 · long-term
    Indiana · 8 open
    Median pay $2,304 2-BR rent $1,233 State tax 2.95% flat Compact ✓
    Outlook: ~5,000 more nurses needed by 2031 (72% of need met) Indiana Hospital Assn. · IU Bowen
    Illinois · 7 open
    Median pay $2,371 2-BR rent $1,558 State tax 4.95% flat Compact No
    Outlook: ~27% of RNs plan to retire within 5 years IL Nursing Workforce Center
    Kentucky · 7 open
    Median pay $2,255 2-BR rent $1,104 State tax 3.5% flat Compact ✓
    Outlook: Near balance; metro + rural Appalachian demand HRSA 2023–2038 · long-term
    Arizona · 10 open
    Median pay $2,376 2-BR rent $1,706 State tax 2.5% flat Compact ✓
    Outlook: Population & retiree growth sustain metro demand BLS Occupational Outlook
    Missouri · 4 open
    Median pay $2,219 2-BR rent $1,136 State tax up to 4.7% (graduated) Compact ✓
    Outlook: Statewide balance; KC/STL turnover + rural gaps HRSA 2023–2038 · long-term
    Massachusetts · 12 open
    Median pay $2,475 2-BR rent $2,289 State tax 5.0% flat + 4% surtax >$1M (top 9.0%) Compact No
    Outlook: Surplus statewide; turnover/specialty-driven demand HRSA 2023–2038 · long-term
    Alabama · 4 open
    Median pay $2,180 2-BR rent $1,076 State tax up to 5.0% (graduated) Compact ✓
    Outlook: Statewide surplus; demand in rural/non-metro facilities HRSA 2023–2038 · long-term
    Michigan · 6 open
    Median pay $2,221 2-BR rent $1,309 State tax 4.25% flat Compact No
    Outlook: 22,000+ unfilled nursing roles projected by 2030 Michigan Health Council 2024
    Oklahoma · 9 open
    Median pay $2,162 2-BR rent $1,120 State tax up to 4.5% (graduated) Compact ✓
    Outlook: Among 10 largest RN shortages · ~13% by 2038 HRSA 2023–2038 · long-term
    Arkansas · 4 open
    Median pay $2,060 2-BR rent $1,061 State tax up to 3.7% (graduated) Compact ✓
    Outlook: Above balance; rural/critical-access gaps HRSA 2023–2038 · long-term
    Ohio · 7 open
    Median pay $2,014 2-BR rent $1,219 State tax 2.75% flat Compact ✓
    Outlook: Surplus statewide; high-acuity & rural distribution demand HRSA 2023–2038 · long-term
    Louisiana · 5 open
    Median pay $1,967 2-BR rent $1,127 State tax 3.0% flat Compact ✓
    Outlook: Among 10 largest RN shortages · ~11% by 2038 (~5,680 FTE) HRSA 2023–2038 · long-term
    North Carolina · 13 open
    Median pay $2,004 2-BR rent $1,373 State tax 3.99% flat Compact ✓
    Outlook: ~12,500 RN shortfall by 2033 (~11%) NC Nursecast · UNC Sheps
    Texas · 23 open
    Median pay $2,014 2-BR rent $1,517 State tax 0% Compact ✓
    Outlook: 57,000+ RN shortfall by 2032 (~16%) TX DSHS 2024 · 739 hospitals
    Tennessee · 6 open
    Median pay $1,923 2-BR rent $1,176 State tax 0% Compact ✓
    Outlook: 8,500+ RN shortfall projected by 2035 TN Hospital Assn.
    Virginia · 10 open
    Median pay $2,008 2-BR rent $1,741 State tax up to 5.75% (graduated) Compact ✓
    Outlook: Among 10 largest RN shortages · ~8% by 2038 (~8,020 FTE) HRSA 2023–2038 · long-term
    No states match those filters. Try removing one.
    Market-outlook figures cited to each state's primary source.
    Illustrative only — not take-home pay or tax advice. Travel pay often includes tax-free stipends, and no-income-tax states stretch further. Estimated value = median weekly contract pay × 4.33 weeks, minus the typical 2-BR rent. Pay & open jobs: live Advantis inventory; 2-BR rent: HUD FMR FY2026; state income tax: Tax Foundation 2026; compact: NCSBN.
    Good to know

    Labor and Delivery Travel Job FAQs

    Which credentials do hospitals expect for L&D travel contracts?
    Most L&D roles require an active RN license with BLS and NRP (Neonatal Resuscitation Program), and many add continuous fetal heart-rate monitoring. The RNC-OB credential from the National Certification Corporation strengthens an application, and some units also expect ACLS. Keep NRP current between contracts, an expired card is one of the most common credentialing delays for L&D travelers.
    Why are L&D travel assignments different from other units?
    These nurses look after both mother and newborn at once, and a routine labor can turn into a hemorrhage or an emergency cesarean within minutes. Electronic fetal monitoring systems and unit workflows also vary by facility, so each assignment carries a short learning curve. Managers therefore favor travelers who chart calm escalation: recognizing category changes on the monitor and calling for help early.
    Is L&D the same as postpartum or mother-baby nursing?
    Labor and delivery is its own unit, covering active labor, birth, and immediate recovery, while postpartum and mother-baby units care for stable patients after delivery and antepartum handles high-risk pregnancies before birth. Travelers often cross-train across these areas, but an L&D contract centers on the birth itself. Confirm which unit a posting actually means before you apply; the titles blur across hospitals.
    What are nurse-to-patient ratios like in L&D?
    Staffing is tightest during active labor and birth and eases for antepartum and postpartum care. There is no fixed national ratio; facilities set it by policy, patient acuity, and shift, often guided by AWHONN's perinatal staffing guidelines. Each listing's specialty and shift signal how a given assignment is structured. When you compare two L&D contracts, ask each manager how they staff oxytocin and second-stage coverage, the answers tell you more than the pay line does.
    Which units do L&D travel nurses work in?
    These travelers staff antepartum, labor, delivery, and postpartum care plus high-risk OB units, often alongside a NICU or special-care nursery. Birth volume ranges from large urban centers to smaller rural maternity floors, so the facility type shapes the day. A high-volume urban unit sharpens skills fast; a small maternity floor asks you to cover more of the process yourself.
    What drives weekly pay on L&D travel contracts?
    Because births are non-seasonal, L&D weekly pay holds steadier through the year than on units with elective swings, and from there it tracks shift type, unit census, and overtime. Broad national RN wage benchmarks set the backdrop, while each listing shows its weekly rate and the pay chart maps the range across open contracts so you can place any offer inside it. each listing shows its weekly rate, and the pay chart maps the range across open contracts so you can place any offer inside it.
    What should nurses ask before taking an L&D contract?
    Confirm the unit type and birth volume, the monitoring system in use, and whether the role floats to postpartum, antepartum, or a NICU. Ask about expected ratios on each shift and the cesarean and high-risk caseload, since those shape the pace more than the listed pay. On a first L&D travel contract, favor a unit whose monitoring system you already know; it removes the steepest part of the learning curve.