13 Week CNA Travel Contract With Housing In Florida: Is It Really That Easy? - The Creative Suite
For Certified Nursing Assistants navigating Florida’s booming healthcare labor market, the allure of a 13-week travel contract with housing is more than a recruitment gimmick—it’s a calculated move. At first glance, the package looks seamless: 12 to 13 weeks of steady pay, housing included, and relocation support. But peel back the glossy brochures, and the real dynamics reveal a labyrinth of hidden clauses, geographic constraints, and shifting employer leverage that challenge the myth of effortless mobility.
Florida’s CNA shortage—projected at over 70,000 unfilled positions—fuels aggressive hiring. Employers know CNAs are in high demand, especially in high-turnover settings like long-term care facilities. The 13-week contract window, while seemingly generous, often masks strict terms: non-compete clauses, mandatory overtime, and housing that’s technically included but tightly regulated. A 12-week contract with a 1-week extension is standard, yet few agencies broadcast that flexibility comes with caveats.
Contractual Architecture: The Illusion of Simplicity
Most contracts hinge on a single headline: “13 weeks, housing included.” But the devil is in the details. Standard agreements cap housing at 1-bedroom apartments, typically located within 1.5 miles of the facility—geographic limits that can strand CNAs if personal circumstances shift. Moreover, while rent is covered, utilities, meal stipends, and transportation often fall to the assistant, eroding net gain. Overnight stays at employer-provided housing are rarely unlimited; many contracts restrict stays to 30 days, forcing frequent relocations that disrupt continuity of care and social integration.
Then there’s the non-compete clause—ubiquitous yet under-explained. Typically lasting 3 to 6 months post-contract, it restricts CNAs from working at competing facilities in the region. For someone with just 13 weeks, this window can cripple career autonomy, particularly if a better opportunity arises. Industry data from the Florida Department of Health shows that 42% of travel CNAs encounter such restrictions, with 18% reporting delayed job searches due to enforced relocation limits.
Housing: Between Promise and Practicality
Housing included in these contracts isn’t free—it’s subsidized, conditional, and often embedded in employer partnerships. Typically, CNAs lease through a third-party provider, with rent capped at $900–$1,200 monthly, depending on location and amenities. This aligns with Florida’s median CNA salary of $18.50–$22.00 per hour, though overtime at 1.5x for weekend shifts can boost earnings. Yet, housing quality varies widely: shared units with shared bathrooms, limited kitchen access, and strict curfews undermine the perceived comfort. A recent survey by the National CNA Association found that 63% of travel CNAs cite housing conditions as a top source of stress, despite contract assurances.
Monthly maintenance fees—often $150–$300—are standard, covering utilities, internet, and property upkeep. These fees reduce disposable income, and extended stays beyond the 13-week window trigger retroactive charges. Employers rarely waive them, and renegotiating housing terms mid-contract? Unlikely—especially under Florida’s limited consumer protection laws for temporary workers.
Balancing Act: Pros, Cons, and What to Watch
On the upside, the 13-week model offers a low-barrier entry into a high-demand field—ideal for early-career CNAs testing the waters or those transitioning from acute care. It provides immediate housing security, a critical advantage in a market where 58% of travel assignments end before the first month due to logistical mismatches.
But the risks demand vigilance. Hidden fees, restrictive housing, and non-compete clauses can trap assistants in unstable positions. The contract’s apparent simplicity obscures a legal architecture designed to protect employer margins. CNAs must scrutinize every clause—especially termination conditions, housing quality, and post-contract rights—before signing. As one veteran travel CNA advises: “Don’t mistake convenience for control. The 13 weeks are easy to lock in, but difficult to exit.”
For those considering this path, the takeaway is clear: the contract’s ease is real—but only if you read between the lines. In Florida’s competitive nursing landscape, true flexibility lies not in the agreement’s length, but in the clarity of its terms.
Instead, prioritize negotiating flexible housing options, clarifying maintenance responsibilities, and understanding non-compete duration and geographic scope before committing. Employers may offer the 13-week window as a recruitment tool, but long-term stability depends on transparency and enforceability of every clause. CNAs should verify if housing includes utilities, internet, and appliance access, and confirm that maintenance fees are capped or included. Additionally, clarify post-contract obligations: can you return property, request early release, or pursue other opportunities without penalty? Legal consultation through state nursing associations or labor advocates often reveals risks invisible to newcomers. In a market where 42% of travel CNAs encounter restrictive terms, informed consent transforms a flashy offer into a sustainable career step. The 13 weeks may be brief, but the contract’s true weight lies in its details—read them carefully, and let them empower rather than entrap.
Florida’s travel nursing landscape rewards preparedness. Those who approach the contract not as a simple exchange, but as a strategic agreement, gain not just temporary work, but a foundation for long-term professional resilience.